Inform the colleague about the role and the seriousness with which its being sought and ask to apply. This saves the company a lot of effort.
Inform the team about the interactions you have had with this colleague. As they are already part of the organization, they can align much faster.
Inform the team about the colleague and inform the colleague about the opening, so that both are better prepared to meet each other’s requirement.
Based on the context, I’d leave it to the team’s discretion and not involve myself unless and until, I’m explicitly asked by the team to recommend.
A standardized salary structure where contribution levels and the corresponding compensations are pre-defined; where employees are paid as per contribution levels ascertained by managers; and the contribution levels and thereby the compensations of all employees is visible and transparent to the entire organization
Contributions and value creation varies dynamically and significantly between departments, roles and evolves as the company evolves. Therefore, bucketing employees in fixed compensation structures is both ineffective as well as unfair. Compensations must be dynamically adjusted by management in real-time as per employee performance. Making such compensation adjustments visible to entire organization not only inspires trust and transparency, but also serves to establish performance culture.
While value creation by employees is dynamic and therefore compensation needs to be adjusted in real-time, the factors affecting compensation are multi-pronged and too complex for every member of the organization to completely understand and relate to. Without full context, transparent disclosure of everyone’s compensation to everyone in the organization only leads to misunderstanding and mistrust. Compensations must be kept confidential except within HR and reporting managers and the same must be inculcated as cultural through constant explanation and reasoning.
a. All employees in HR department
b. Those in the HR department responsible for payroll and compliance
c. Only Head of HR
e. Executive Assistants to the Founders
f. C-Suite Executives
g. Finance & Accounting
h. Legal Counsel for the Company
i . Legal Counsel responsible for Labor Law Compliance
j . Head of Operations