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Have a range in your mind of what you think is fair. Lie about your current salary to make it higher and closer to the range. Remember at the end of the day the recruiter is a sales person trying to close a deal.
For example my current salary is $85k I tell recruiters my salary is $100k and to make the jump id need $110-120k
^^^ this - expectations vs history
1. Do not lie. Ever.
2. Refusing to disclose current salary is fine. Make the discussion about your value to the recruiting company.
3. Look at Glassdoor, both for that company and your job role at similar places.
4. Do not lie.
5. Remember the recruiter gets paid more if you get paid more
6. Do not lie
A rec from a friend: say “I’m negotiable - what do you have budgeted for the role?” And then react like oh “that’s in line” or “oh that’s a bit low”
I don’t think so
And you can also negotiate for other things - time off, technology stipend, signing bonus (esp if you’re leaving a year end bonus on the table)
The answer here changes depending on if you are talking about a third party recruiter or an internal company recruiter. If it’s a third party recruiter, you should be 100% transparent in my opinion. They want to get you the most money they can but if you lie about where you are at they will be bringing you opportunities too far above your background that you are very unlikely to get. That will hurt your relationship with the recruiter and benefit no one. If you are talking about an internal company recruiter/ actually negotiating salary, that’s a totally different situation. In my opinion, there are a lot of variables here where every situation is different. Ignoring those variables and staying more general, you should go into the conversation with a clear number in mind but avoid saying it first whenever possible. If you have to say a number first since they won’t, you do want to say a number on the high side but it’s important to stay within reason. This is known as anchoring. I disagree wholeheartedly with some of the above as going too high can end the negotiation before it starts. Be aware of the possibility of the same anchoring from them on the other side. Ultimately at this point it becomes more nuanced and depends on the situation. I highly recommend The book “never split the difference” on negotiating. One of the best books I’ve read and a light read.
Its not a binary situation where there is one right answer unfortunately. It depends how the conversations have gone and how much they seem to want you. If it’s prior to any interview rounds where you don’t know yet, I’d recommend being non committal like some people have mentioned. If I were you I’d tell them I know the range is between $150 and $200 base which fits with what you are looking for, but it all depends on the fit after going through the interview process. In the past I’ve called out that although it matters, money isn’t a main driver for me since I know my work will speak for itself/ compensation will work itself out. Most important is the fit on both ends and where the role is positioning you. But again it kind of depends on the role and people your interviewing with. That’s where you’ll have to feel it out. My recommendation would be to not get too greedy with your anchor. It sounds like this is a jump no matter what which means it’s also a jump in responsibility. Might be more important to position yourself to get the role and not risk over reaching.
First person to talk loses. I’m sure you heard this before. Have you done any research on the comp on Glassdoor or a similar service? Maybe check out if they have a fishbowl group and see if they take part in comp surveys? Always sell yourself high. Know enough about the industry to know where comp should be, don’t let them take advantage of you.
That is not how negotiations work at all :) first person to talk has a chance to set an anchor. A ton of research thats shows the first offer made has a huge benefit in the favor of the offerer with the exception of negotiations where the value of the object is relatively unknown.
Turn it around to them and ask what the role is paying (in relevant ranges) and considering your background and experience what would be the fair market rate range they are considering.
I usually go with “I’m open based on the role and other benefits but what do you generally target for this role / level”
Recruiter asked me what my salary expectation was. I threw out a fairly narrow range. Recruiter said firm pays competitively but my figures were high end. I then told recruiter my current base and I wasn't asking for that much more (less than 20%).
Before I stated my current base, recruiter explained how comp is determined and said it was ultimately not up to her, but explained that she was sharing the info to set expectations. After I stated my base, she acknowledged it and moved on to another discussion.
If you’re paid below market, say you want to be paid market. If you make above market, say you want that. It’s pretty easy to bang the table with either argument I think
Just ask. If they insist, just throw a stupid large number and make it something to laugh about and then insist on receiving the average number at least. Remember, now they desperately need you..not the other way around. Leverage that.
Also in NYC or State you can't ask salary. You can only offer one.
1. Do your research using Glassdoor and your network.
2. Forget your current salary. Don’t even bring it up.
3. Ask them what range they are offering.
4. If you get push back, say you’re interested in the role and don’t want to price yourself out.
5. If they insist, have a number / in mind that you’d be super happy with given its inline w your research. Always add tax and tip.
,, ,6bx