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Hi All, I have 3.5 yrs of experience in Product Management and I'm interviewing at JP Morgan chase for Senior Product Manager role and Product Manager role, for Seattle Location. What kind of salary range should I give for each role when the recruiter pops up this question? JPMorgan Chase
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Rising Star
Put your desired number . What would it take you to leave your current job. And of course do your own research about the market rate for that role and what this company is paying.
After interviews you can ask a higher number. You can say that based on better understanding of role and all that, you believe that you deserve it. They can shoot it down or they can negotiate. Eventually you can make the call
And what if it’s a forced numeric field?
I would put the salary I think is right for the job. It is very difficult to know how being 100% remote affects the salary range, however. This is how these things have worked at companies I have worked for. The hiring manager has an opening at a very particular level - let’s say staff designer. HR has a salary range for a staff designer that might vary a bit depending on the job location (local market salary adjustment). HR may also have opinions on min qualifications for that level, but they are seldom very upfront about them. You find a candidate you like (HR didn’t get in your way). They are actually more like a Principal designer (one above senior). Now you have a problem. HR can’t just change the opening to principal level without going through their entire approval process again. The salary requirements of your candidate are likely higher than the range for senior. The real key is NOT to put a salary requirement that is too high. That can end your consideration for the job. It is generally HR rather than the hiring manager who negotiates salary. It is not their money, it is the company’s money. They are unlikely to offer you a salary lower than the range they have for that position. Let’s say HRs range is $120,000 - $145,000. If you ask for $100,000, they will likely give you $120,000. If you ask for $140,000 they will probably give it to you. If you ask for $150,000 they might be able to get an exception approved or give you a $5,000 signing bonus with very vague unwritten suggestions of a future raise. If you ask for $160,000 they will likely end the discussion. It all depends on your situation and how badly you want the job. If you are unemployed, it is ALWAYS better to have a job when looking for a job. You might as well take even a lower paying job for now and keep looking. HR knows all this and it is part of the reason to hesitate to negotiate if you salary request is too far off their range - you will just leave soon.
It’s good when a range is posted, or look at the company salary on Glassdoor.
I was asked that question and gave a fig I could live with.
I put in $1 not sure if it’s filtering me oufthough
Look at the posted role. Many in the US require salary bands to be posted. Take 76%
Also most of these don’t show total comp, just base pay.
Rising Star
He who gives their number first loses.
Avoid giving a number if you can.
That’s always been my MO. Just got a little worried since I started seeing disclaimers like “must provide a range to be be considered” and such. So I will for sure opt out if I can but don’t want to be automatically written off for it either.
I typically hate this question because it is meaningless until you get further information about the job, company, and responsibilities. Just as a resume or CV is only a biased snapshot of your career and capabilities, so is the job posting just a biased description of the job. Therefore, I tend to just say, fair market salary for the location and job title. This shows that I am not stuck on a number, but I expect to be compensated based on industry standards for the job. I know that sometimes is not possible for some hard number fields or that might irk certain people, but it is a fair and honest answer.