How to Discuss Salary Expectations in Interviews

As an executive recruiter, I've observed a common mistake professionals make when faced with salary pushback: immediately becoming defensive or flexible. Here's a more strategic approach 👇 When a recruiter challenges your salary expectations, avoid these common responses: • "I'm flexible on the number" • Lengthy justifications of your experience • Immediate concessions • Defensive reactions • Apologetic backtracking Instead, employ these strategic responses: • Redirect the discussion: "Could you share the allocated budget for this role?" • Explore total compensation: "Let's discuss the complete compensation package structure." • Reference market data: "Based on my research of similar roles in this market..." • Probe their perspective: "Help me understand how you arrived at your range." • Focus on value creation: "Let's discuss how my expertise can deliver value beyond the base salary." Remember: Salary discussions are business negotiations, not personal judgments. Your worth isn't determined by their budget constraints. The key is maintaining professional confidence while gathering information. Often, the first mention of salary concerns is the beginning of a negotiation, not the end. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #salarynegotiation

The salary expectation conversation is always a difficult one. Whenever I am speaking with a candidate, I ask "Do you have a compensation range in mind? and if not I can share the range with you." I always recommend asking for the salary range if it's not listed just so you can answer "Yes, it's in range" or "No, I don't think that will work." It also gives you a chance to adjust your salary expectations before you give them an exact number. If I'm speaking with a candidate and they are out of the range I just know we aren't going to be able to make that happen, I am transparent with them and let them know that, and will also ask them if they would like to move forward in the interview process based on the information that has been provided to them. I don't waste peoples time and I don't like my time wasted either. I never want a candidate to get to the offer stage questioning anything. I don't like surprises especially when it comes to compensation. It's okay to turn down an offer if it won't work for you. I'd much rather you do what's best for your family and living situation than be miserable because you settled.

☕ Tips From A Recruiter You Didn’t Ask For ☕ 💵 Let’s talk about compensation! 💵 I’m going to bring it up—early and often. Not to be nosy. Not to lowball you. But because it matters. A lot. Most clients almost always have an approved compensation benchmark for the role. My job? Find someone who fits within the range and brings the right skills and capabilities. When it comes to comp conversations, I have two key responsibilities: 1️⃣ Be a strong advocate for you—because your time, talent, and work are valuable, and comp is a big part of the decision. 2️⃣ Be a true partner to my clients—ensuring we’re aligned, realistic, and hiring with long-term success in mind. ✅ So yes—we’re going to talk about numbers. Early. Often. Openly. 🗣️ And yes, I already know someone will say: “Salaries should be posted, period!!” You’re right. I hear you. I’m absolutely in favor of pay transparency. When salary is posted? Awesome! No guessing. No weird dance. But when it’s not? It’s still my job to have the conversation, advocate for the candidate, and ensure expectations are clear from both sides. ✨ Not perfect. Not always easy. But better than waiting until the offer to find out we missed the mark. ✍ Bottom line: It’s not awkward. It’s essential. Consider skipping the mystery and talking openly—from the start. (And yes, if the salary isn’t posted—ask me. I’ll tell you.) #CompensationMatters #HiringWithHeart #CareerAlignment #RealTalkRecruiting #CatsArePeopleToo

Every recruiter operates differently, but I have one non-negotiable when it comes to recruiting... I discuss salary ranges on every call. If I'm talking to you about a specific role with a client, I'm going to share the salary range in my initial outreach, and I am going to confirm that salary range when we speak. I'll re-confirm after every interview. If we are having a networking conversation and you want me to keep an eye out for opportunities for you, I'm going to ask you about the salary range you're looking for in your next role. There are a few reasons I do this: 1) I don't like making people play the guessing game on whether or not they're the right fit for the role I'm recruiting them for; salary may not be the main driver for everyone, but at the same time, nobody works for free - those are called hobbies, not careers. 2) I expect to build a relationship on the call. It's a necessary part of me being effective as a recruiter. In order to do that, I expect transparency from the people I am speaking with but that also means I have to be transparent. 3) I don't like surprises, so I will address any elephant in the room...and for some people, salary & compensation is a pretty big elephant. That's why I'll initiate the question. 4) Especially in early conversations, I talk ranges instead of specific numbers. Things can change as people learn more about the positions they're interviewing for and that can impact what the amount they'd need to do the job. This also works the other way as companies learn more about candidates during interviews. I don't ask what you're currently making in conversation because: A) it's becoming illegal to do so in more and more states/cities, so it's not worth the risk. B) I look at hiring someone similar to buying a house - what was paid for the house previously is irrelevant, it's more important to focus on what you'd need to pay to get what you want. It doesn't mean there isn't room to negotiate, and it also doesn't mean I'm only presenting candidates at the top end of every range or I'm going to get you the highest dollar amount. It means you're not going to get any BS from me. I'm going to give you the information & insight I have so you can make the best decision for you.

What are your salary expectations? Here’s how to nail it with your answer. (Template attached) I've been recruiting candidates for the biggest companies out there, and one question we recruiters mostly ask is related to salary. Most candidates feel awkward telling the salary they expect because they think asking for a big number will affect the recruiter's decision. Let me tell you, it is not true. When recruiters ask about your salary expectations, it's the right time to quote the expected number. If you've calculated a range you’re comfortable with, here’s how to share it in your interview: State your range and explain why you’ve landed on that range. Acknowledge that salary is just one of the factors that will play into your decision to accept the job or not. Signal flexibility so that your answer doesn’t come off as a demand but as the beginning of a conversation. A good template: "Based on my research and understanding of the industry standards, as well as my experience and skills, I believe a salary range of [Your Range] is appropriate for this role. I'm flexible and open to discussing this further to find a number that works for both of us." Another template you can use: "I’ve been doing some research on similar roles and my understanding is that for someone at my level with my background and experience, I can expect to make a salary in the range of $X to $Y. Of course, I’m open to discussions to find a mutually beneficial agreement." Remember - Confidence is key, so be sure of your worth and articulate it clearly. - Stay professional and avoid underselling yourself. - Be prepared to discuss your rationale if asked. As much as you need the job, the company needs you, so understand your worth and ask for it. How would you handle the question?

“What are your salary expectations??” The dreaded question… (my face would flush, my heart would race, knowing this can be a conversation-Ender).-it can stop interviews on a dime, as at an impass. I understand this is a super necessary discussion to have in order to set expectations and not waste the recruiter nor candidates’ time- I also found it to be an awkward challenging part of the job interview process. What do I wish I would’ve told my (younger) self about salary expectation topics/conversations?! 1. Be prepared. Be prepared to talk about money and look at the total package (not just the salary)- inquire about all benefits and flexible aspects 2. Its okay to provide a range- but know that if your minimum is higher than the roles pay- you’ll no longer be considered for this role at the firm, and are you OK with not moving forward if this is your dream role? Know your boundaries. 3. Understand the amount of hours spent aligning with this salary- if it’s a 70hr/wk job or constant on-call needs, you’ll want to divide the salary by hours and understand what your hourly pay actually is vs a 40hr work week- not all salaries will come with a work-life integration aspect (some only have work attached to them!) 4. My Favorite response, that I felt most comfortable providing to recruiters, used often, and recommend to others who #interview is, when asked “what are your salary expectations?” I respond: “If you don’t mind sharing the range for the role I can let you know if I’m comfortable with this” - and many recruiters would advise. This doesn’t work for everyone in every scenario, but it was a helpful response for me. With greater pay transparency laws, more salary information is posted with roles, but recall, salaries can vary greatly depending on location, years of experience, etc so a recruiter may be able to give a more clear range than what was posted online. Don’t be afraid to advocate for yourself. Ask the hard questions. Negotiate. This is stressful for. Number of folks (including me), but we are our own best advocates. #paytransparency #salary #recruiters #jobsearch #jobseekers #newgrads #university #salarynegotiation #advocacy

Many popular job search coaches give the executive salary negotiating tactic to hold out and not say a say range when asked. Well, maybe in an ideal world... in reality? It works occasionally. I can tell you first hand, as a recruiter, executive candidates I interviewed who did not give a salary range, not move on to the next step. To be clear, I'm not talking about asking their current salary...but finding out their expected salary range. This is how that conversation between my recruiter-self and the executive job seeker would go: Employer: “What salary range are you seeking? ExecJobSeeker: “Well, I am sure you will compensate in the right range for the talent you want.” Employer: “Well, what is that salary range you are looking for?” ExecJobSeeker: “Let’s see where our conversation goes and we determine what is fair at the offer stage.” Employer: “Well, can you give us an indication?” ExecJobSeeker: “Well, what is your budget Mr. Employer?” Employer: “We expect to pay fairly for the most qualified talent. We don’t want to move forward unless we know we are all on the same page in the same range. Can you give us an indication of the salary ranges of the positions you are interviewing for? ExecJobSeeker: “I prefer to keep chatting to learn more about the position.” Employer: I understand. I know there are numbers candidates will not go below and numbers they would get excited about, but if you prefer to not offer that information, I understand. Let’s continue.” This conversation can go on and on, if allowed… and at this point in the conversation, I would ask other questions to see if the person had enough proof to overcome their red-flag behavior declining to answer the question. Most didn’t. Then I would end the interview and the candidate did not move forward in the process. Why? I was not going to be burned by someone saying they were in the ball park, getting to the final interview and then coming in with a range that was completely out of whack with what their skills warranted. This happened to me early on in my recruiting career and my company client was angry at me for wasting their time and setting their search back by weeks having to start over, since the candidate that assured me he was “within a reasonable range” was not even close to the above market range my client was willing to pay. Once burned, twice shy. This is why recruiters press for the desired salary number—some of your fellow job seekers ruined it for you. What is the one bold salary negotiating tactic only high-achievers can use? Be prepared to boldly state a compensation range first. By now, most savvy executives on either side of the recruiting desk know the age-old salary negotiating tactic of “whoever says the first number loses.” So unless an executive job seeker is prepared to be shown the door when pressed by some recruiters for a range, prepared with a range. Say it boldly and confidently. Do you think you can pull it off?

Are you currently in the negotiation stage? This week, I've been involved in two negotiations, working hard to broker the best deal for both the hiring company and the candidate. Negotiation is undoubtedly the most critical part of the recruitment process, largely because emotions run high. So, what have I learned from this week and previous experiences? For clients, knowing your market is crucial. Make sure your offers are competitive by understanding current market rates. Transparency is key—share salary ranges and benefits upfront to set clear expectations. Don't forget to highlight perks beyond salary, like flexibility, career growth, and a great company culture. And be ready to negotiate. Remember, it’s a two-way street, and flexibility can help you secure top talent. Candidates, do your homework. Research salary ranges for your role and industry to set realistic expectations. Know your worth and confidently highlight the value you bring to the company. While aiming high is important, be realistic about what you can expect based on the company’s size and industry. Look beyond just the salary. Consider the whole package, including benefits, career advancement opportunities, and work-life balance. For both sides, keeping communication open and honest is essential to prevent misunderstandings. Flexibility and a willingness to compromise often lead to the best outcomes. Finally, think long-term. Consider how the role or candidate fits into your future goals and the company’s growth. Salary negotiations don’t have to be a battleground. Clients, be fair and transparent. Candidates, know your value but be realistic. #startup #tech #recruitment #cfo #negotiation

Everyone sweats bullets after they've crushed the interview and it's time to negotiate salary. 😥 Sadly, most companies lack transparency regarding compensation. (This is a good reminder to always advertise the salary!) But don’t despair! Here are a few approaches that have always served me well: 👉 THROW THE QUESTION BACK 👈 When you’re asked what your salary expectations are, respond by letting them know: ➡️ It all depends on what’s specifically entailed in executing the job. ➡️ Base salary is just one piece of the compensation structure, and you don’t want anyone to make any decisions without having a complete picture. Then turn the question around and ask this question: ==> What is the company’s budget for this position? Make no mistake; they know the answer to that question. They’d rather not be the first to disclose, but that’s what’s wrong with the entire system. Most interviewers won’t be prepared for that question; take advantage of that. 👉 NEVER GIVE A RANGE 👈 If you provide a salary range, you effectively lowball yourself. “I’m looking for $80 - 90k” means $80k. If they’re not willing to be up front about what the job pays, there’s no chance they’ll pay you top dollar. 👉 NEGOTIATE EVERYTHING 👈 Every part of the offer is negotiable. Salary is just one component. If there’s no more room to pay you more, negotiate an extra week of vacation. 🌴 Is there an opportunity for commission for bringing in new business? Negotiate that! 💵 In today’s market, you can also negotiate remote work terms. Work from home or wherever you want! Your laptop is your desk. 💻 Negotiate the terms of a six-month review and increase if you hit certain KPIs. Don’t wait an entire year. 📆 Salary should be the first thing discussed, but it’s not the only thing. If you’re not in the same ballpark, it’s a waste of everyone’s time. Then you can really get down to business and hammer out a great deal. 🔨