I'm in between jobs so thought of doing something fun (and hopefully helpful for the job seekers community).

A little bit about myself:

I have 10 years experience in Recruitment (7 years in a top recruitment firm in Malaysia and 3 years as an internal recruiter in a Tech company). In my career, I've been promoted 5 times and went from a Junior Recruitment Consultant to where I am now as a Recruiting Manager. I absolutely miss my agency days where I was raking MYR 250K yearly on average from placements and placements. Took a (indirect) cut to do internal recruitment in hope to be more involved in recruiting ops and strategy and have never looked back since.

I've spoken to approximately 7000 candidates, placed more than 600 of them in jobs, met with at least 1000 hiring managers throughout my career in Malaysia and Singapore. Having seen the variance between offers, experiences and screening through countless of CVs, I hope I'll be able to answer any questions you may have

I've recruited for a wide range of roles including Finance, Sales & Marketing, Technology (currently) and Strategy related positions. I spend every week talking to candidates, understanding the needs and wants of different hiring managers and companies, prepping candidates to ace interviews and negotiating the best possible offers for them so ask away!

1. Interesting question!! My company is currently battling with attrition problem due to the intense competition in APAC.
Back in my agency days, we always conduct these type of surveys to see how we can help client retain talent and the baffling discovery is most employee leave not for better salary, they leave for better work culture. Like they say, culture eats strategy for breakfast and culture stems from the top. That's why you see top companies like Google & Meta offer free meals, childcare/barista/gym services/ full flex work arrangement/ 6 months maternity leave just to keep employees happy. You can pay your employee at max range but it won't keep them for long if they're not enjoying what they're doing. Aside from remuneration and job growth (promotion), we also find employees wants to feel belonged so monthly townhalls/all hands are good to keep them engaged. Reward and Recognition are both important. Showcase them if they've done a great job. Some employers also invest in up skilling them (sending them for courses, even overseas short term training and bonding them for 1 year in return).

Sorry yes, it's company policy. I can't act based on trust alone, not in this current world

you have no idea how many inconsistencies I've come across over the years from what they claim vs what's on paper.

No blanket answer to this honestly. Imagine the havoc if everyone does that. How do corporates ensure proper governance and accountability?
Recruiters can't have the power to offer anything the candidate wants.

I can provide an example of a company that try to mitigate bias and avoid underpaying candidates.

Meta -
For any roles Meta hire into, all interviewers do not have visibility to the candidate's current package. Candidates will be sent for screening and after the loop interview, Recruiter will organise a debrief where the interviewers will level the candidate based on interview feedback collectively.
If they find candidate to be within Level 4 for example, recruiter will obtain candidate's current salary information and make offers based on a range for Level 4 for that job family in that particular country. If the candidate's current is way below the range, the offer will still be the MIN of the range even if that means a 50% increase for him. If the candidate's salary is over the range, the recruiter will also offer the candidate the MAX of the range which could mean a potential cut for the candidate (this mean the candidate is overpaid for his experience. If the candidate's current is at the median of the range, they will offer a nice 15% increment. Fair?