How much to ask for when a recruiter asks about salary requirements

[Anonymous]

I hate this question and usually try to evade stating I want to learn more about position first. Having a screener interview next week so want to have a reasobable number prepared. I have 20 yrs experience, mgmt etc. i’m thinking i could back into a number that is 10% more, but I’m also fairly compensated now. Don’t want to go in too high, but studies show women lowball ourselves. Suggestions?

[Anonymous]

20% more than your current salary

[Anonymous]

I literally just gave this advice to a female mentee of mine today. I wouldn’t give a number. The recruiter knows the range. Try to find out what the range is.

“I don’t have a specific number in mind, but I feel my contributions, background, and experience warrant 75th percentile of what the position range is”

[Anonymous]

Anonymous wrote:20% more than your current salary

+1. I tell recruiters my current salary and that I'm ready for the next step in my career and looking for a 20% increase.
Don't short sell yourself

[Anonymous]

Anonymous wrote:I literally just gave this advice to a female mentee of mine today. I wouldn’t give a number. The recruiter knows the range. Try to find out what the range is.

“I don’t have a specific number in mind, but I feel my contributions, background, and experience warrant 75th percentile of what the position range is”

I think this is good. I also would tell them that you evaluate based on the total package so salary is one component along with health insurance, retirement, leave time, and other factors.

[Anonymous]

Anonymous wrote:20% more than your current salary

If forced to give a number, give your total comp number. You don’t want to get into a place where you get a salary bump, but because the 401k match is minimal or the insurance premiums are higher (or whatever), you’re taking home less money.

[Anonymous]

Last time I was asked that, for a job that I wasn't dying for, I told them I thought the question was wrong and contributed to the gender pay gap.
Not everyone has that luxury, of course, but if more of us called out employers on the question when we can, I think it would be good for society.
I ended up getting an offer at 95th percentile of the range.

I'd try not to give a number, OP. Ask them the range, and then tell them whether it fits what you're looking for.

[Anonymous]

NP. I have 20 yrs experience, mgmt. MBA etc and I can assure you that most companies are NOT going to tell you the "range" for the position. 1) they don't feel its your right to now their internal range (assuming this isn't GS scale public type info) ans 2) anyone smart is naturally going to ask for the top of that range. More often than not they will press you for a salary expectation. And its you job to avoid giving a number, say you would want to know the full comp offered and benefits before evaluating etc... but they may press and you should be ready to give a number that you can live with. They don't want to waste your time or their own if your minimum comp expectations are $300K for a $250K job, period

[Anonymous]

Anonymous wrote:20% more than your current salary

This.

[Anonymous]

The key is finding what the range is for the position - frankly the pay range isn't reflective of a candidate's skill set or experience. If they want you, ask for 20% more. If you want them, you'll need to answer in the "75th percent of range" style.

[Anonymous]

Anonymous wrote:Last time I was asked that, for a job that I wasn't dying for, I told them I thought the question was wrong and contributed to the gender pay gap.
Not everyone has that luxury, of course, but if more of us called out employers on the question when we can, I think it would be good for society.
I ended up getting an offer at 95th percentile of the range.

I'd try not to give a number, OP. Ask them the range, and then tell them whether it fits what you're looking for.

Yup. Some states are making it illegal for potential employers to ask.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Last time I was asked that, for a job that I wasn't dying for, I told them I thought the question was wrong and contributed to the gender pay gap.
Not everyone has that luxury, of course, but if more of us called out employers on the question when we can, I think it would be good for society.
I ended up getting an offer at 95th percentile of the range.

I'd try not to give a number, OP. Ask them the range, and then tell them whether it fits what you're looking for.

Yup. Some states are making it illegal for potential employers to ask.

This! I do a lot of hiring and I always tell candidates the range, and confirm it meets their expectations. It’s so annoying that employers don’t do this more often.

[Anonymous]

OP here. Thanks for the great advice. I've been through these over the years and I do try to skirt the issue at the first stage "I need to hear more about the responsibilities of the position" etc., but some recruiters will not let you past the gate. I don't have trouble negotiating and have been told by HR depts that I came in at the top of their range. Last boss told me he had to fight HR to come up to my level but that he made the right choice and I brought the right skills that were hard to find, so I was well worth the money.

However, if backed into a corner, is there a downside to saying something like, "Well I'd need to learn more about the position before I can give you a range, but 5 years ago I was a GS-15, and in the private sector I've exceeded all my performance targets and have received bonuses accordingly."

[Anonymous]

If I have a gun to my head I say something like “I understand the range for my skills out in the market is somewhere between x and y.” And then give a number that’s a 40% salary increase and and 60% salary increase. Go big.

[Anonymous]

Anonymous wrote:

Anonymous wrote:20% more than your current salary

If forced to give a number, give your total comp number. You don’t want to get into a place where you get a salary bump, but because the 401k match is minimal or the insurance premiums are higher (or whatever), you’re taking home less money.

This is annoying too. One time I negotiated and said I would accept $xyz, but it could be a total package of salary and stock options and bonus — I don’t mind income being somewhat contingent on my performance , I just don’t want it contingent upon an unknown manager going to bat for me every year.

But then when they made offer, it was $xyz but included value of health insurance, 401k and other overhead rather than actual comp.

Now I stick with salary so that it is abundantly clear.