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Dodge the question until they reveal their range first. If you guess too high, you've disqualified yourself. If you guess too low, you're leaving money on the table.
"I'm really excited to discuss this exciting opportunity. In terms of compensation, my only requirement is that it's fair. If we both agree I'm the best fit, I'm sure we'll come to an agreement."
Often at that point they'll say 'would something between X and Y be fair?'
If not, wait until the offer, if it seems unfair, make your case on that principle (backed by market numbers).
Wait it out till you have the offer or at least moved through a few rounds of interview . You may mention that at this time you do not have the full scope of work & the nature of contributions the new role demands , therefore you would like for the interviewing process to be over and then share an expectation, preferably after they have mentioned a offer .
Ohh - let’s hope so
This question sucks. We all want $500k and all the bonuses. I started to give people a range based on what I had learned about the position but said that salary wasn’t my main focus. A good job fit with a fair market offer would be considered if offered.
Any outside recruiter I worked with I gave the range but asked them what the budgeted range is.
I know Colorado requires it and I heard another state just past legislation for it. But companies should just do it. Budgeted range, benefit highlights, etc
When asked “What are your salary expectations?”
Level 1 answer - The salary expectations would depend on the cost of living, my job responsibilities, the perks, stock options and other factors. We definitely discuss this further as we go through the interview process
If still pushed to answer this question again, then go to Level 2 approach
Level 2 -
Do prior research on Glassdoor on what salary you should be getting for that particular job. For example - if you are applying for a S/W developer role and the minimum, medium and maximum salary for that job in say SFO is 130k,150k, 190 k respectively. I would…
Say my salary range expectation would be 170k to 210k. You will add 15k to the medium salary and keep that as your starting point and do the same for the maximum salary.
In this way you can increase your salary exponentially
If they come back and say that is too much money for them, then…
You will say “I understand. So, for me money is one thing but the work culture and the job satisfaction is important as well. If they align with what I am looking for and your colleagues like me then I can be flexible on the salary”
Honestly, I wouldn’t want to wait until 6 interviews later to finally find out whether we’re aligned on salary. I always tell recruiters upfront when they ask about expectations, that I have an idea based on my research and qualifications but would love to know what they’ve budgeted for this position. They usually share, but if not, I would highball myself and then say “I’m looking for X but flexible as I’m still learning what this role entails. Is this close to what you’re projecting for this role?” Highballing yourself doesn’t necessarily disqualify you, and you can always go back on what you stated previously come time for an offer.
It’s good that it works for you . Since the position was something I most likely applied to , wouldn’t mind spending a few interview rounds to align myself better with the scope . The experience can’t do any harm . Truly there is no right answer here , both ways you will get a fair shake in the compensation structure - this question (at least in Amazon ) does not cap your intended offer
I think you can ask directly here what you u have been offered.
Some fishes (myself included) can help you in getting better idea
"Compensation is important to me but so are other aspects of the role like who I'll be working with or what I'll be doing etc. I'd like to learn more about the role before I can give you an estimate."
Ask for their budget next
In the beginning of the interview, they don't know you but as you get shortlisted and pass interviews they've spent time on you and chosen you over other candidates. Your value increased. Discuss salary in the final interview
As a TA lead at a biotech company I always ask comp expectations during the first call. I let candidates know that I understand nobody makes a decision based solely on comp, but I’d hate to waste their time if we aren’t aligned on base. As a pre-ipo company, we aren’t going to be as competitive as public companies, but our equity in ISO’s is attractive.
I also let candidates know what they share is just data- it doesn’t mean we will or won’t move forward based on comp. If someone discloses they are looking for $200k and our target is $220k I tell them our target is higher. Why? Well, the compensation disclosure laws are there to, in part, improve equity. What kind of people would be be to deliberately underpay someone because their compensation expectations were too low?
If expectation are higher than our target, I need to know what I am solving for.
The lack of transparency in talent acquisition really bothers me, because micro fractures in relationships caused by the dissonance created “negotiation” erodes company culture. I love strategic TA bit think it is high time to change the dynamic about compensation conversations.
Looks like this is normal now. I got the same situation and I tried to avoid but the recruiter said, he needs to know the salary expectation before we move forward.
That’s what I asked. He gave me a range and I gave mine.
I am upfront, and say my expectations- since I’m at a point where I am not desperate right now. They decide to come back or not. Let them go back and shop around. That makes me know how much leverage I have against my competition or how valuable I am after doing it this way for more than a year. Why waste time interviewing. When you walk inside a BENZ or BMW store they don’t waste your time haggling.
L5, ok, but Which position?
As a job searcher, I want to know the company’s range up front. Otherwise I don’t want to waste my time applying. As a candidate, I’ve learned that my work is worth far more than I thought. So I’ve become more comfortable in asking for comparable salaries and benefits.
Give them a range
I also say wait until last minute. Most folks get nervous talking about salary or might be perceived as arrogant when discussing salary right away. Instead do your research on the job and company and have a number somewhere when it comes down to the offer then you can be more upfront.
Try to avoid answering the question until you are further in the interview process. At the beginning you don't know the team you don't know the work effort and so your salary expectations can change over the process. Also as you move through (assuming you so value) your value increases.
Rather give them a range that you have done some research on of what the market is providing at your top picks. Say 'im sure we can come up with numbers that work for us both. I would like to learn more about the firm and meet the team before giving a specific number.
Now in the meantime you will interview with other firms and the best case would be to have two offers and let them fight over you :)
Just claim ignorance until they give you a number, any number. But definitely don't waste time interviewing until you've set expectations up front.
I made rookie mistake by giving a number and lowballing myself. Now I have an offer, is it too late to ask for a lot more to get back into the higher range ? Any suggestions would be appreciated.
Hey. It was phone intv then a final round of 5 back to back interviews. Focus on leadership principles. Your recruiter should tell you exactly what to prep for
I’ve found it helpful to keep the answer simple and say “I’m still researching the market rate for roles of this nature, but would love to know what your budget is for this position?”
Using this line has helped me avoid undervaluing myself countless times. Good luck!