Salary negotiation

[Anonymous]

If an HR interviewer asked you for a ballpark salary, then said your number was "no problem," how would you go about asking for more if you eventually got an offer?

I don't have a lot of experience negotiating.

[Anonymous]

As a recruiter I would just say never give them a number, not even a ballpark, until they actually want you. These days it can be a bit of a dance to try and get it out of candidates what their range is, but honestly if the hiring manager interviews you and is dead set on hiring you, they will move mountains to hire you. That it is to say, if you are at a for-profit. Non-profits have a bit of wiggle room with salary offers, but not as much because they also need to be thinking about internals and equity. So my advice now that you have already given a ballpark? Say nothing until they offer you the job, then let them know how much you appreciate their offer, and if it less than what you expected let them know you were thinking about something more (ask for over what you really want), let them mull it over, and hopefully they come back in your range. If not, leave it alone and don't take the job. You'll always resent that they didn't offer you the salary you wanted and most likely will leave within 6 months.

[Anonymous]

It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

[Anonymous]

At first it was incredibly intimidating to answer their salary question with a question of my own: "So, what is the salary spread for this position?"
I needed that job bad and was sweating how they'd react. NO PROBLEM! They simply answered what the salary was for the position. I've done this three times now and they answer with no hesitation.
Do it!

[Anonymous]

well, you've already given your number. Hopefully they will come in at bit higher than that. You can try negotiating once or negotiate on vacation, etc. In the future ask the spread or say the minimum for me to consider is X, but it also depends on the total package of benefits.

[Anonymous]

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

Whatever. It’s too early to know if the job described is worth the pay — you have to meet the team and observe what the tasks and projects will be, and of course what benefits are offered. Often times I realize they undersold a role and my salary expectations rise.

[Anonymous]

Anonymous wrote:As a recruiter I would just say never give them a number, not even a ballpark, until they actually want you. These days it can be a bit of a dance to try and get it out of candidates what their range is, but honestly if the hiring manager interviews you and is dead set on hiring you, they will move mountains to hire you. That it is to say, if you are at a for-profit. Non-profits have a bit of wiggle room with salary offers, but not as much because they also need to be thinking about internals and equity. So my advice now that you have already given a ballpark? Say nothing until they offer you the job, then let them know how much you appreciate their offer, and if it less than what you expected let them know you were thinking about something more (ask for over what you really want), let them mull it over, and hopefully they come back in your range. If not, leave it alone and don't take the job. You'll always resent that they didn't offer you the salary you wanted and most likely will leave within 6 months.

It's annoying when recruiters contact you and you ask for the salary and they say, "Let us know what you are expecting." There has to be a salary range for the job. Why are you all playing childish games?

[Anonymous]

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

[Anonymous]

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

In the time that elapsed between when they told you and when you made your offer they likely found out other people doing the same role are being better compensated and so asked for that figure.

[Anonymous]

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

I think you need to work on your reading comprehension— I turn down interviews with companies that don’t disclose compensation at the recruitment phase. If you post compensation you will always get candidates you can afford.

Also I am so tired of hearing “amazing”
about benefits. Benefits packages are largely the same in DC so unless you’re offering 6wks PTO plus separate sick leave, and fully employer paid health insurance and 1yr + family leave, no, you don’t offer amazing benefits. People are judging your compensation package so disclosed at the outset and don’t waste candidates time.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

I think you need to work on your reading comprehension— I turn down interviews with companies that don’t disclose compensation at the recruitment phase. If you post compensation you will always get candidates you can afford.

Also I am so tired of hearing “amazing”
about benefits. Benefits packages are largely the same in DC so unless you’re offering 6wks PTO plus separate sick leave, and fully employer paid health insurance and 1yr + family leave, no, you don’t offer amazing benefits. People are judging your compensation package so disclosed at the outset and don’t waste candidates time.

We don't offer one year of family leave, but we do offer 6 weeks of PTO to all employees, 100% employer-paid medical, dental and vision and two separate company-funded retirement plans. Judge that how you will.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

I think you need to work on your reading comprehension— I turn down interviews with companies that don’t disclose compensation at the recruitment phase. If you post compensation you will always get candidates you can afford.

Also I am so tired of hearing “amazing”
about benefits. Benefits packages are largely the same in DC so unless you’re offering 6wks PTO plus separate sick leave, and fully employer paid health insurance and 1yr + family leave, no, you don’t offer amazing benefits. People are judging your compensation package so disclosed at the outset and don’t waste candidates time.

We don't offer one year of family leave, but we do offer 6 weeks of PTO to all employees, 100% employer-paid medical, dental and vision and two separate company-funded retirement plans. Judge that how you will.

Your benefits are average then. Not awful but certainly not “amazing!”.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

I think you need to work on your reading comprehension— I turn down interviews with companies that don’t disclose compensation at the recruitment phase. If you post compensation you will always get candidates you can afford.

Also I am so tired of hearing “amazing”
about benefits. Benefits packages are largely the same in DC so unless you’re offering 6wks PTO plus separate sick leave, and fully employer paid health insurance and 1yr + family leave, no, you don’t offer amazing benefits. People are judging your compensation package so disclosed at the outset and don’t waste candidates time.

We don't offer one year of family leave, but we do offer 6 weeks of PTO to all employees, 100% employer-paid medical, dental and vision and two separate company-funded retirement plans. Judge that how you will.

Your benefits are average then. Not awful but certainly not “amazing!”.

Well, I'm a fed who is supposed to have amazing benefits, and this package sounds better than what I get.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s extremely annoying when I ask a candidate how much they want to make and then I offer them that exact amount and they ask for more. We’ve moved on from candidates who did that.

It’s very annoying when companies try to lowball and often illegally discriminate by not knowing what a job is worth at the point of advertisement. I have ignored job postings and headhunter outreach without compensation information.

I'm sorry you've only interviewed with unethical companies. We pay at the 75th PLUS have amazing benefits. I will offer more than a candidates asks for if it's below our pay for the role. I don't ask people what they want to lowball them; I ask them to make sure I can afford them.

I think you need to work on your reading comprehension— I turn down interviews with companies that don’t disclose compensation at the recruitment phase. If you post compensation you will always get candidates you can afford.

Also I am so tired of hearing “amazing”
about benefits. Benefits packages are largely the same in DC so unless you’re offering 6wks PTO plus separate sick leave, and fully employer paid health insurance and 1yr + family leave, no, you don’t offer amazing benefits. People are judging your compensation package so disclosed at the outset and don’t waste candidates time.

We don't offer one year of family leave, but we do offer 6 weeks of PTO to all employees, 100% employer-paid medical, dental and vision and two separate company-funded retirement plans. Judge that how you will.

Your benefits are average then. Not awful but certainly not “amazing!”.

Well, I'm a fed who is supposed to have amazing benefits, and this package sounds better than what I get.

It’s less leave than a federal employee gets. And federal benefits (other than defined pension) have never been “amazing”.

Companies right before the pandemic started redefining actually “amazing” benefits. A bunch of people keep claiming their 2010 vintage competitive benefits are amazing but it’s just no longer true.