Rising Star
Related Posts
Chief
Conversation Starter
Bowl Leader
Anyone interested in PCS work? Please DM!
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
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.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
It depends on a lot of things, like how that offer compares to market value and how competitive your industry is. In mine, jobs are very hard to come by right now, so countering at all isn't recommended if you need the job.
Rising Star
Well said. Market conditions and how competitive the industry is definitely change the dynamics. In a tight market where roles are scarce, I can see why some candidates might hesitate to counter at all. At the same time, I’ve also heard people argue that even a small, respectful counter can sometimes be expected in professional negotiations. In your experience, do hiring managers in your field usually see a counter as reasonable, or does it tend to hurt the candidate’s chances?
It varies every time. In general, I'd say around the 10% mark. Enough that they have room to counter to something I'd still be happy accepting, not so much as to come across as greedy and/or risk having the offer pulled.
Rising Star
That’s a practical way to look at it. A counter around 10% leaves room for negotiation without pushing so far that it risks the offer or sends the wrong signal. In your experience, when candidates counter around that range, do employers typically move the offer upward, or do they usually hold firm on the original number?
If the offer is fair, you don't counter in this market.
Thanks for the candid advise
Pro
Depends on the role but honestly the games are frustrating. If unsure, I always say go hire. It’s messy going back and forth nickel and diming.
Rising Star
I can understand that . The back-and-forth can feel unnecessary if both sides are already close to the number that works. At the same time, some candidates see the counter as the only moment they really have leverage in the process. That’s part of why I’m trying to understand where people usually draw the line between a reasonable adjustment and dragging out the negotiation. From your experience, do employers generally expect at least a small counter, or do most prefer candidates to simply accept the initial offer if it’s within range?
In job offers to candidates, I call my best shot. I’ve done my homework and know the competitive market. It’s a real turnoff for candidates to counter, but if they do, I ask them how they arrived at that number, and to send me their
data sources and analysis. If their market data is not related to the level of the position, the industry in which we compete and considers the overall performance of the business, I’m not budging.
Very rarely. In fact I can’t recall one who did. Usually, that request is accompanied by “I need this salary because I think it’s fair,” or “I know someone who works at XYZ (unrelated industry) who’s my age, and they make more than me.” It is very rare that people do the work that’s credible, and it’s foretelling of their ability to apply fact-based, detailed analysis once hired. Everyone thinks they understand compensation management, but they are no where close to the experts who truly do. They also have no concept of PIR, comparatios, internal compression or total compensation practices.