As an employer, I would not want to rely on an employee taking a below-market salary. Otherwise, I might be incentivised to keep someone on the team even if they are underperforming, undermining the work of other team members. I would want to hire for talent first and leave salary discussion for the last step, to avoid bias.
That being said, there might be good cases for early-stage orgs that might otherwise not be able to hire, or for positions that might open because of the low salary requirements. At Successif, we recommend that job-seekers use informational interviews with potential employers to explore these kinds of new roles.
As an employer, I would not want to rely on an employee taking a below-market salary. Otherwise, I might be incentivised to keep someone on the team even if they are underperforming, undermining the work of other team members. I would want to hire for talent first and leave salary discussion for the last step, to avoid bias.
That being said, there might be good cases for early-stage orgs that might otherwise not be able to hire, or for positions that might open because of the low salary requirements. At Successif, we recommend that job-seekers use informational interviews with potential employers to explore these kinds of new roles.