I am a female recruiter with 7 years of recruiting experience. I started with a new company and it was a raise for me. However I’ve noticed new recruiters joining the team, who are male, are coming on with a higher pay and lower classification/level than I. Any advice on how to confront the inequity professionally by still getting my point across thoroughly and directly?

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I’m sorry, that’s definitely a frustrating situation. I have a few clarifying questions (sorry for the number) that impact how I’d suggest approaching it/prepping for possible responses.
- By lower classification, do you mean their title within the company is lower?
- Are you all based in the same region?
- Do you know how their prior YOE compare to yours?
- Is the compensation information something you have free access to or how do you know their starting pay?
- How significant is the difference in pay?
- Have you been there long enough to know whether there’s a similar trend in other roles? (I.e. as a recruiter, what if anything have you noticed about pay equity for the roles you’ve worked on)

Thanks for the reply and thoughtful questions. Here is what I know:

-lower level meaning I am a Recruiter II and they are Recruiter I. The II is the next level up from a I and from there is a Senior level.
- we are all based in the same region, state and even city.
- I was part of the interviewing process so have their resumes and even spoke to them in depth during the process. Both of their experiences fall under 3 years. I have 7.
- as mentioned I was part of the interviewing process and typically recruit for corporate functions so lead all HR inclusive roles so have access to create the offer letters for the hiring managers and send them off to be signed.
- the pay difference is between $3,000-$5,000 between the both of them compared to mine ( and I just got a raise so this is including my raise that I just received). The two new recruiters are a level below me, male, less experienced and making more than I. Did I just not negotiate that well to begin with? It really concerns me and I could barely sleep last night.

Our organization preaches DE&I and imposter syndrome is a real thing. I am in countless meetings on how to bridge the gap on how to bring on more women in tech and create a more equitable and inclusive environment in the hiring process and then this is why I see first hand on my own team.

Hmm, I also think I need more context before commenting more. I wish you'd be able to acquire relatively same pay though and would love to help.

Sure see above reply! Thanks!

This is a bummer.

They are getting paid within the pay range correct?
Could it be possible that they negotiated and were given the higher salary simply on that. I am not saying it is right or how I would handle it but did the hiring managers look at that as a plus for showing their willingness to fight for what they wanted and felt they deserved.
What would make it right for you?

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