JobLine periodically updates our compensation calculator, and while I expect some surprises, this time, I was truly taken aback. Recent candidates have reported significantly higher compensation at their previous employers than we’ve seen for job postings. I’ve attributed this to tenure, recognized value, and a competitive job market. However, I hadn’t considered that overall pay for truss designers has surged dramatically, comparable to percentages we saw in the mid-2000s.
When updating our compensation calculator, we reach out to several active employers to gather current hiring ranges. We inquire about the lowest rate they would consider for a candidate based on a minimum skill level, our fee, and overall onboarding costs. We also ask for the highest rate they would pay for the ideal candidate who can hit the ground running and contribute at a high level. The compensation calculator uses these figures, adjusted by volume, duties, products, markets, and others, to determine a compensation rate.
This time, the numbers reported were significantly higher than in the last survey, prompting me to consult my most trusted employers for their insights on these new levels. To my surprise, all of them confirmed that we were on target, which was unexpected. Here are some of their responses:
“I believe you are pretty close on those figures. Not where I think it should be, but the market seems to be in that area for now.”
“Looks about perfect to me.”
“Unfortunately, that is where the industry stands, particularly near major cities. It might be slightly lower in rural areas.”
“We have designers in those ranges.”
As a result, we’ve updated our compensation calculator to reflect these new levels and will continue to monitor the industry’s response. As promised, I won’t publish these numbers here, but you can see for yourself at https://www.thejobline.com/toolboxlinks/compensation-calculator.
Just a note: these rates reflect our experience, our client’s input, and time-tested formulas that calculate compensation for someone who is a known quantity. Hiring ranges are usually lower. Understand that not all candidates can demand the top rate, but it is there to show room for advancement. Be wary of employers who offer rates well over industry standards as they are probably desperate, for now. Paying someone 25% more than a reasonable rate for the peak season and then laying them off is more affordable than carrying someone during slow periods. Research the employer before accepting a position. Check Glass Door to see what others say about working for them. Google the employer and the location, and if relocation is required, check out the new area, housing availability and cost, schools, crime statistics, insurance rates, and other essential factors before deciding. If you want help from someone who has navigated these waters for over 30 years, let’s talk. It is always Strictly Confidential!