{ "media_type": "text", "post_content": "Whats the best way to professionally say “I dont want to provide my compensation range first, tell me the roles budget first?” Im tired of recruiters getting the upper hand .", "post_id": "6284d3263d1b000024ac80d9", "reply_count": 46, "vote_count": 34, "bowl_id": "58f0df008ad7250010f8c590", "bowl_name": "Compensation", "feed_type": "bowl" }
null

Whats the best way to professionally say “I dont want to provide my compensation range first, tell me the roles budget first?” Im tired of recruiters getting the upper hand .

like
Posting as :
works at
You are currently posting as works at
Highlighted IconHIGHLIGHTED

Keep it simple. "Thank you for asking. I noticed the salary wasn't posted in the job description. Are your able to share that now?"

Usually, they'll answer. If they lie and say they don't have a budget. Then reply "Are you able to look into that and get back with me?"

If they press a third time, which rarely happens - but it's not impossible, then say, "I would expect market value for the role. Since this is just an initial conversation, I would need to learn more about the expectations & responsibilities before I have a range in mind. However, I know the dept has to set a budget for the position. So if you could look into that, or would be helpful."

At that point they'll forget flat out tell got they can't disclose it, or they will suddenly decide to look in the system/ they'll commit to following up with you.

Then if they respond favorably, just reiterate your interest in the role and tell them you'll look out for their email.

The key is being firm, consistent, and strategic. It's not your job to research compensation, it's the company's. So put the onus on them (and just do your research to make sure it's mid to high market alignment.

likesmarthelpful

This was very detailed and gave me follow up answers! Thank you

like

This is negotiations 101. Allowing the recruiter provide a range:budget gives them the upper hand. Why would you expect a recruiter to give you the actual range and not something below? Few examples below;

1. R says 100-150 (actual budget is 200 - 250); you end up at 150 and think you got the higher end of the range. You lose.

2. You state your range 200 - 250, actual budget is 100 - 160, convos end immediately and no one wastes time/effort. You win

3. You state 300 - 400, you end up at 350. Actual budget range was up to 500. You win, because you got the range you wanted. You don’t lose because the budget was higher, that has no impact on how you interviewed and what they actually offered.

Always state your range.

likeuplifting
Recent IconRecent

My compensation needs are negotiable depending on how the entire package is structured between base, bonus, and benefits. Could you give me a breakdown and range for those items?

likesmarthelpful

Damn good stuff!

like

I’ll never understand this negotiating position. Just be confident and anchor high. If you say something above the range, the recruiter will tell you.

like

I know y’all can’t see this, but pretty much everyone that has liked my post has a very senior title. So either:

A. I am right and this is the way savvy and experienced executives negotiate

Or

B. The people doing the hiring know this is the way to pay employee less and want more people to do it 😂

likefunny

I just started my search journey and looking for right role but interested to hear what’s budget for this role

like

Thats a good one thx

like

“I am not interested in applying for my current role. I’m interested in the role you’re offering. So what is the compensation range of that role?”

likesmartfunny

This is arrogance might only work in market that existed 3-6 months ago :)

"what's the range"

likesmart

Compensation is negotiable as long as it’s competitive. What kind of range are you working with?

Also, many states it’s illegal to ask what you’re currently making - so never offer that up!

like

I usually go with, “I’d love to learn more about the role to give a fair estimate, since I am quite flexible and open to negotiate. Could you let me know what you have budgeted to judge if our estimates are in the same ballpark?”
Usually they’ll quote something 10-20% lower than your go-to range lol. Then I’d go like “okay my range is x-z and I see that gap between our estimates as pretty possible to bridge once we get to that stage”
If they go lower than 30% then say, “this is lower than my targeted range however I am flexible and open to negotiate on different aspects so I’d love to continue in the process and learn more about the role and team fit to judge the overall package more holistically”

like

I'd caution against using this highly accommodating language unless you need the job.

Saying things like "quite flexible", immediately providing your range in the follow-up response, and considering a role 30% below base salary range are only actions to take if you are desperate to get out of where you are.

You can display confidence and not undercut yourself by taking out some of the extraneous language.

"I'm hoping to learn more about the role through the process. Can you share the budgeted range?" Then once they share it, you can literally just say thank you then ask if there's "wiggle room". Then say something to end that part of conversation like "a okay, got it. thank you - then immediately ask a completely different question.

They'll only bring you back to that topic of their required to get a confirmation. If they are, then you can add the other language back in to end it "I'm negotiable. I'm interested in this role and think learning more about it would give me better insight."

Save the "fairness" language as a final remark. That psychologically anchors them to at least the midpoint and because you got an idea of the wiggle room, you know how much further you can push it.

likesmarthelpful

“What compensation are you targeting?”

“Well what is the salary range for this position?”

I just put the ball right back in their court. They generally just cough up the numbers as soon as I ask. If they say something that is lower than I had hoped, I’m just like “Sorry, I’m actually targeting X amount, it wouldn’t really make sense for me to move jobs at that salary”. At that point, they sometimes offer a little flexibility or you end the process and stop wasting time.

likesmart

I say.. well it really depends upon the total package. Fir example, one company i worked for paid 100% health. That counts for $$. But I CAN tell you the roles Ive been interviewing for range from xx to xx. What does THIS role pay?

That way both hv given something and we can both move forward or not. My range is about $30k.

like

The only time I haven’t died on the “give me the range first” argument was when I changed fields entirely. Don’t give that up unless it’s some crazy opportunity or makes sense for you.

like

Yeah I have died on that hill almost every time. Thats why I’m looking for tips to turn the question back on them.

like

You ask them first.

like

Flat-out don't answer them. If they ask what your range is say that you're considering opportunities based on the position, total compensation, and growth opportunities. Then ask them to share details on the job duties, benefits package, pay band, and growth. If they cannot or will not answer, ask yourself if you want to work for a company that won't even give you basic information when they should be trying to impress you as a potential hire, because they certainly won't treat you better as an employee.

like

“Just match me to whoever is the highest paid in the department currently”

uplifting

What is the salary range for this position? That always works for me. If my target salary is within that range that we move forward with the process

uplifting

They never say the range when I do ask though.

like

State of Connecticut has laws against this. The range has to be disclosed if asked and they cannot pressure you into providing your salary. Two things passed in the last couple years. Other states like Maryland and Colorado have it too to my understanding.

like

“Compensation transparency is a key attribute I look for in a future company. In my experience, any opacity during the recruitment process is a strong indicator of opacity during the job.“

Never give a number. The person who gives any numbers first always loses when it comes to negotiating compensation.

Tell the recruiter you want "market compensation ".

What is your bandwidth for the role

Related Posts

When do you get your 1st month salary if your doj is after 15th? Same month or next?

like

Does anyone know how you get paid in the Raymond James AMP Program?
Details of salary and commission payout would be great.

like

Anyone find clients/colleagues don’t take CX/UX Strategy (HCD, personas, journey mapping, prototyping) work seriously? It’s not always clear how this translates to $ impact, and worried about exit op

like

Hi, I’m actively looking for a job switch, any lead / referral help will be greatly appreciated.
Exp (8 years) - Comm Ops & Analytics, SFE, IC, Data Management, Business Process Design, on H-1 visa

like

Additional Posts

We all fear the Do Not Call list. We have changed our prospecting methods because of it. Why bother? I get a call on my cell, pretty much on a weekly basis (seriously) from Astoria, Oregon.

like

Looking to travel for a long weekend with our 1 year old.

Denver (Rocky mountain National Park) or Miami/Keys are being considered.

Any other recommendations that are ideal for parents with a 1year old?

like

Hi All.....at C3B level , can i expect 50% of QVA each quarter.....Thanks

like

How much hike can I expect when I switch from TCS Interactive to TCS Research?
My CTC is 14 and my Y.O.E is 3.
Current grade is C1.

like

Why do some people think politics and religion are ok audit room discussions? Call me old fashion, but I can't think of an instance where you're not better off keeping it to yourself (or @ happy hr)

like

When do you get your 1st month salary if your doj is after 15th? Same month or next?

like

Does anyone know how you get paid in the Raymond James AMP Program?
Details of salary and commission payout would be great.

like

Anyone find clients/colleagues don’t take CX/UX Strategy (HCD, personas, journey mapping, prototyping) work seriously? It’s not always clear how this translates to $ impact, and worried about exit op

like

Hi, I’m actively looking for a job switch, any lead / referral help will be greatly appreciated.
Exp (8 years) - Comm Ops & Analytics, SFE, IC, Data Management, Business Process Design, on H-1 visa

like

Has anyone counted the total # of users that's joined the compensation or memes group? It feels like the same 15 people are always talking to each other on here.

like

Currently in Big4 Transaction Diligence (1.5 YOE) with 3 prior YOE in wealth and asset management audit. Curious what this bowl sees as good exit opportunities for that background. Would it be hard to hop to strategy? PMI? Thanks!

like

Everything is slowly creeping up. (Knock on wood)

like

Sitting at the client , currently searching for "nicest SPG or Marriott resort in Carribean"... Lets GO

like

Anyone find clients/colleagues don’t take CX/UX Strategy (HCD, personas, journey mapping, prototyping) work seriously? It’s not always clear how this translates to $ impact, and worried about exit op

like

Official WF Compensation Thread | Bonus % of Target | Salary Change % | LTI$

like

New to Fishbowl?

Download the Fishbowl app to
unlock all discussions on Fishbowl.
Download Fishbowl to see what others are saying
That was just a preview…
Sign Up to see all discussions
  • Discover what it’s like to work at companies from real professionals
  • Get candid advice from people in your field in a safe space
  • Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.

Already a user?
Login here

Share

Embed this post

Copy and paste embed code on your site

Preview

Download the Fishbowl app

For account settings, visit Fishbowl on Desktop Browser or

General

Legal