Hi everyone, first post on this great forum. I am currently in the late interview stages (finishing 9 today) for a compliance manager VP role at Goldman Sachs. I found out about the role from a headhunter hired by Goldman. She was very upfront about the salary bracket being “low to mid 200s”. My question is: are the salary negotiation strategies different when dealing with headhunters? Any tips to try to hit the upper range of the salary band? Does the headhunter benefit from a higher salary?

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Is that total comp? I feel that might be low for a VP job at a firm like that but I don’t have any bearing on that industry (compliance)

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Yes, that would be total comp as far I know

I’ve worked with headhunters that will some times be involved with the negotiations (ask them what their plan is). If you know the range you have the upper hand. When you get to that point tell them what you want (the higher end or just above).

Head hunters will often get paid a commission for finding you so yes they benefit from you getting a higher salary.

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It’s a balance of how bad you want the job versus how much you need the extra money, obviously. I recently took a role where there was a 50k swing from the top to the bottom of the range. I shot the top 30%, but not the top of the range. No one knew, of course, but the base was a 50k increase for me. Plus bonus it’s an $80-$100k increase. I just played it like that’s exactly what I needed. There’s always a risk they’ll find someone willing to do the same job for less, which is why I don’t recommend asking for the top, unless you absolutely need to or are okay to wait for the next good opportunity if they pass you up.

I’m sure there must be someone at GS here who can shed some light on the salary bands and how they work. Let’s hope they respond.

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Is that west coast?

That a good salary range, I know VP in banking make less than that.

I have always been curious about this. Thank you for asking about this!

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