Featured on WTAF

Alright, let’s spill some tea. 🍵

We’ve seen this happen way too many times—a company finds a rockstar candidate, they’re excited, they’re ready to make an offer… and then someone whispers:

“But wait, what are they currently earning?”

And just like that, the energy shifts. Instead of paying based on the candidate’s value, they try to match (or barely improve) whatever their current employer is paying.

Let’s be real—this logic is outdated. If their current employer undervalues them, does that mean you should too?

💰 Here’s why salary history shouldn’t dictate an offer:
🔥 Market rates evolve—A salary from three years ago isn’t relevant today.
🔥 You’re hiring for the future, not the past—Pay them based on what they bring to the table NOW.
🔥 A strong offer = stronger retention—If they feel underpaid from day one, they’ll keep looking.

🚀 Hustle Co’s Take:
If you want top talent, stop price-matching their last paycheck and start offering what they’re worth —within your budget. The best candidates know their value, and if you lowball them, trust us—they’ll remember.