Having helped out with tech interviewing and recruiting for a few UK companies, the entrenched attitude seems to be that the variables you alter to find talent are how you search and advertise, not what salary you offer. Indeed, many job postings don't even specify a salary.
It might sound crazy, but if a company is struggling to fill a position, offering a higher salary just never seems to enter the conversation. Instead you'll talk about working with a different recruitment firm, reformulating the job advert, trying to tap existing staff through a referral scheme, etc.
The only time I've seen salary seriously in the mix is when companies are going after a known individual who can make demands based on proven exceptional talent, or when looking for candidates with extremely niche skills.
Having been on both side of the table, I don't think that's quite right.
Get in contact with your local friendly tech recruiter and he'll ask about your experience and salary expectations. And when a recruitment firm is engaged, salary bands are communicated, though they're not often advertised. The recruitment firm (who employs your recruiter) is the matchmaker.
And if you're in a position to hire, you'll get lots of spam from recruiters, directly advertising candidates & CVs along with their salary expectations - it's unusual not to get a salary expectation in a cold approach from a recruiter.
It might sound crazy, but if a company is struggling to fill a position, offering a higher salary just never seems to enter the conversation. Instead you'll talk about working with a different recruitment firm, reformulating the job advert, trying to tap existing staff through a referral scheme, etc.
The only time I've seen salary seriously in the mix is when companies are going after a known individual who can make demands based on proven exceptional talent, or when looking for candidates with extremely niche skills.