In addition to a resume and our candidate assessment, clients always ask us to provide current compensation information. It’s still common practice, as no company wants to spend time interviewing an attorney who would ultimately reject its best offer. Most of our candidates are comfortable talking about their salaries, as they too want to make sure the opportunity at hand makes sense for them.
The landscape is changing, however. Most notably, an increasing number of states (Illinois and Massachusetts, for example) are making it illegal to require compensation disclosure. These legislative efforts are intended to combat gender pay disparity. The ramifications, of course, are much broader.
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