Glad to know it wasn't just me; the same thing happened to me in 2015 (over two years ago)!
A follow-up email a few weeks later (directly to a Curbside employee who had posted the job req here) also went unanswered.
I didn't know whether this was due to particularly poor hiring etiquette or a disastrous mailing system misconfiguration, but I eventually concluded I wouldn't want to join a workplace suffering either one.
> That said, it is possible that we still need to pay more.
It can't hurt!
One might also consider referencing a concrete salary band in the job posting. IMO, the cons from the hopeful employer's perspective (relinquishing some negotiating power) are far outweighed by the pros (setting correct baseline expectations as to both required skill level and average compensation for same).
It's hard to imagine a salary of $125k/yr being competitive for senior developers or directors in NYC, whether we're talking about a startup or a billion-dollar company.
Moreover, people capable of working remotely can participate in job markets (and benefit from their corresponding pay rates) not only in NYC but also places like San Francisco and Boston.
From a personal perspective, when job postings mention 'competitive' pay but won't establish a baseline expectation involving concrete numbers, I generally feel safe making the assumption that the salary on offer is on the low end of average; otherwise, mentioning it explicitly would be a great differentiator.
A follow-up email a few weeks later (directly to a Curbside employee who had posted the job req here) also went unanswered.
I didn't know whether this was due to particularly poor hiring etiquette or a disastrous mailing system misconfiguration, but I eventually concluded I wouldn't want to join a workplace suffering either one.