As a former recruiter, I ALWAYS spoke about comp with candidates right away, as it can be one of the fastest deal breakers. How are you addressing comp if it isn't brought up? I don't want to seem like that's the only thing, but it is an important thing. I'm not sure how to handle it. Thoughts?

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I just had a call with a recruiter that was a cold call. (I didn’t apply for anything, they called me). Confidential search so no real knowledge of what they’re looking for yet other than title - which can mean lots of different things to different companies. I simply brought it up - said I’d not normally addresses this so soon but can you tell me what the salary range is - because I want to avoid wasting each other’s time if we’re nowhere close on compensation.

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They are now forcing it in apps. You have to put a numerical value and if you put 0, you will get automatically rejected.

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I try not to ask about comp proactively but I do research the comp and benefits of the company and role before accepting any interview or call. If it seems too low, I’ll point that out indirectly (eg this role seems too junior) when declining in case the recruiter wants to prove me wrong

I research as much as I can but I don’t bring it up proactively until the offer stage. I know that’s not the best way of dealing with it but I’m just adapting to what is happening on the market. Even if you’re 1k off their range, they will use it against you.

The way I look at it is it doesn’t have to be the first thing out of my mouth, but it must be the come up in that first call. Sure the comp should be at a certain range, but the benefits matter. If there’s no equity, no bonus, and no 401K matching the first year, that could be tens of thousands already missing.

Yes, continue to talk about comp.

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