How do I avoid giving up my desired salary first? Tired of recruiters asking me what my salary expectations are without offering the salary range for the position first. My salary expectations are based on a multiple factors. In some instances I am willing to take a lower salary, but I don’t want them to know that. What can I say to get them to give me the range first and then I can state if that works for me or not?

Like this: “I would prefer if you told me what the salary range for this position is first, and then I can let you know what I would like to be compensated”. Enunciate every word so that it’s clear and physically smile while you say this to let them know you’re a fisherman/woman not a fish.

I use the following when asked: "I'm sure that if we both agree it's the right fit, comp shouldn't be an issue. I really don't know what someone like me would be worth to your firm in this role...but since you brought up compensation, can you share the range that you're looking to hire in?"

This has resulted in a number from the recruiter about 80+% of the time.

If a recruiter is reaching out to you first, definitely don't give numbers. If they refuse to go forward without a number, thank them and hang up.

I always say market and then mention that would like to evaluate the total compensation package in which salary is just one component. I try to defer this topic as long as possible.

Salary expectations is not the same as what you’re currently making. Don’t ever tell people what you’re currently making.

I just refuse to give a number first. Say “I’d prefer to get a sense of the salary range for this position first to make sure our expectations are aligned.” If they ask again well what are your expectations, say again “I’d prefer to hear from you first what the range is.” Just keep repeating it until they cave, even let there be an awkward silence if they refuse. You’re not forced to say anything just like they arent. You can hold your ground just like them, they’re not in a position of over you. This will either end in them giving a number (what usually happens) or them saying we’ll address it later (also fine and better than you giving a number first).

It was with this strategy that I tripled my salary in 1 job change - from 69k to 195k TC. If I had started saying even “above $100k” which at the time was a reach for me, I never would’ve gotten so high.

The more you do this, the easier it gets. Whenever they ask what range I'm looking for, I always just hit them back with the same question. The first couple times I did it it felt rude. But now it's second nature.
Them: "What salary are you looking for?"
Me: "What's the range in mind that the company has for this role?"

Pro tip: In a lot of states, they legally have to tell you.

Anyone who refuses to give me a range (this happened once, in 2017) I say "I understand. Let me know if you ever figure that out. Have a great day." (If they don't want to give you a range, you don't want to work for them, trust me.)

Also, if later on in the convo, after you get the range, they might hit you with "What's the minimum amount you'd be willing to accept?" I find this question to be wildly offensive, and downright silly. So I hit them with "Ya know, I always think that's pretty silly question. I would rather come to an agreement on a fair rate based on the value I will provide to the company, versus the minimum of what you think I am worth."

Hope my experience helps!

Read Josh Doodys "Fearless Salary Negotiation", worth every single penny afaik
Even his mailing list gives great actionable advice.

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Do not say the market average. Someone above already provided a great response. I say, 'I'm sure your company has planned a certain salary range (budget) for this position. Can you share that information with me?' Because it's a fact they have a certain budget which may or may not be above the market average. You give the number first - you lose. Unless you have 100% reliable sources to know the exact range for the role. Also, it is illegal for the company to ask you what you're making or for your employer to disclose that info without your consent.

A piece of advice I got from Instagram of all places:

"At this point in the process it's difficult to give a firm number, since I don't yet have a true idea of expectations and the scope of the role, which I know I'll get throughout my conversations with the hiring manager and the team."

Used this the other day and the recruiter responded with the range they had available for the position. Worked like a charm!

Tell them straight up that you’re not going to say a number first. Ask them what the salary band is.

Just say fair market average. Or give a wide range and say you’re negotiable on the salary and benefits package. That’s corporatese for I might take less money for stock options or PTO.

Flip the script back on them. A tactic that works well for me is to high ball them. I say it in a casual way like "well it really depends on the role, the culture and the opportunity to grow and develop, but I probably wouldn't leave my current role for less than $$$". This tells them that money isn't the biggest factor, you're not desperate for a move (even though you might be), this is the lower end of your range, and most importantly... you know your worth! They'll soon tell you the top of the range if you're too high and then ask if you would be willing to chat to the hiring manager before considering the lower rate anyway. They'll also be up front about all the other benefits of the role as well. Remember a recruiter is basically trying to sell you the role. Also if they just say "that will be ok" you can always negotiate higher later when you know the hiring manager really wants you.

You must go high going for a new role. It's a negotiation and when you first join is the only time when the cards are stacked firmly in your favour. They will sometimes go above the "range" or even throw in other bonuses and incentives if they really think you're the one they need.

The other thing I would ask before accepting any rate is what is the policy around remuneration reviews and how often do they occur? Are they purely performance based or do they account for CPI? Too many companies try to get away with no annual or CPI based raises and will limit the amount of performance based raises. This eventually comes back to bite them as all the good people leave. This is not a company you want to be at if that is their approach. As well as being adequately compensated for your role you also need to be in a place with strong peers who are going to challenge you and bring the best out of you.

I would go to h1bdata.info and find out exactly what the budget is for a given role. Then, profit.

The site indexes the Labor Condition Application (LCA) disclosure data from the US Department of Labor.

It attests to the government that the employer will pay a H-1B worker the higher of: (a) the actual wage level paid by the employer to other individuals with similar experience and qualifications for the specific position in question; or (b) the prevailing wage level for that specific occupational classification within the area of intended employment.

That is in most cases the budget for a given role. I often use this to decline 1st interview offers.

Merry Christmas ❤️

I’ve started just giving a uselessly wide range like, “it depends on the opportunity and total compensation, but somewhere between $100k-$600k”

Never answer. Instead, ask, "What's the budget OTE for this role?"
90% of the time the recruiters love this because it is a business question they feel they can safely answer vs doing a dance on a salary/hiring question. The other 10% will wiffle-waffle. Walk away from them.

I tell them to give me the max TC upfront and if they don’t offer it I tell them I don’t want to move forward without that information. Sometimes I say to speed it up my desired TC as my current TC then they are quick to tell me if it is out of their range as well.

You could try researching the role in CA and NYC, where they now have to disclose salary. That could give you a better idea of the salary so when they disclose their number you can counter offer.

I usually say, “That’s hard for me to answer without knowing more about other benefits/compensation. Can you share more info about the total compensation? Is there a target range budgeted for base pay?”

I just ask them if they’re working with a range. They typically give it

Give them a wide range.