How do you negotiate salary with confidence when you have no idea what the employer has budgeted for the role?

20 Comments

1. Kimberly McFebruary 12,2024 at 1:53PM UTC

   It’s never too late until the day you start! I don’t normally bring it up until the company does, unless I think they can’t afford me, and then I ask what the salary range for a position like this typically runs.

   nut make sure you look up salary ranges on your own on places like glass door. That should give you at least a glimpse into what the range is.

2. Wendy SchorrFebruary 12,2024 at 1:59PM UTC

   I don't even put in a resume unless the job description includes a salary range.
   Why go through all the hoops only to find at the end the salary was so far off? You've wasted your time and theirs. In your case, that should have been discussed very early on, before an offer is extended.

3. Cara GardnerFebruary 12,2024 at 2:47PM UTC

   I have used glassdoor, payscale and salary. com to get an idea of what is being shown. There may be a wide range but try then to figure out an average range.

   I had a coach that recommended something along these lines: I've been doing some research and I am open to discussing the salary based on the overall compensation package and the responsibilities associated with the position.

   Now that we've covered what I have been doing, what salary range has been set for this role? And can you tell me more about the benefits?

   Basically the first person to give a number loses. So don't let it be you :)

   If you're several interviews in, you definitely want to bring it up at some point. A few years ago I did the wait-and-see game, only to learn the salary was HALF of what I was earning. It was unfortunate because I had gotten so invested with meeting folks and liking the workplace. I just couldn't financially make it work for me.

4. Megan LeasherFebruary 12,2024 at 2:49PM UTC

   It's not too late to ask. I would suggest something along the lines of a general inquiry, like "as our conversations continue, I'd like to gain clarity regarding the salary range budgeted for the role, so I can factor this into my decision making process."

5. Anne KrookFebruary 12,2024 at 2:56PM UTC

   Go in knowing what an appropriate range in your area for that job with your experience, and aim for the upper third of that range.

6. AnonymousFebruary 12,2024 at 3:07PM UTC

   The employers band is much less important than the market value. Market will tell you what the genuine range is not what the employer is willing/able to pay. So I suggest you do your homework and research the industry, title and responsibilities. Then you'll be properly educated.

   Many companies are looking for bargains where the want to pay far under market value. This sets your career back years if you aren't careful. Just go in with full knowledge of the value of what you bring to the table. That way you understand what you are accepting.

7. Wendy JuengerkesFebruary 12,2024 at 3:36PM UTC

   Certainly, I encountered a similar situation on two occasions. During the holiday season encompassing Thanksgiving and Christmas, I adjusted my familial commitments to engage in discussions with the Hiring Manager on a Friday afternoon. However, despite my efforts, the HR representative remained unresponsive for an entire week following a mock call with one of their managers, who provided positive feedback on my performance. Regrettably, a week later, I received a courteous rejection. Such conduct on the part of the company is disappointing and unprofessional.

8. AnonymousFebruary 12,2024 at 4:22PM UTC

   I understand the problem and am facing a similar situation. Depending on the position and industry sector (government, NGO, NPO), the difference in bands is as much as $20K. Since government jobs generally have a "salary plan" or "pay grade," it is public information. Postings recruiting in some states are required to publish the salary band. Here are my general guidelines (they are personal, so take them for what they are worth).

   If your qualifications match most of the job requirements, I would go for the mid-point of the band.

   If you exceed some of the qualifications (a higher degree than required, for example), try for about 75% of the band's top.

   If you stretch the qualifications and use education to fill in gaps, go closer to the minimum value.

   What I would not do is try to negotiate above the maximum, as that limits any merit and possibly cost of living raises in the future. This happened to some people who worked for me that I got through an acquisition. Some were paid so much that they were priced out of the market. Some went without raises for two to three years. The exception would be if the pay at the company is significantly lower than the market value for the same position and industry.

9. ChrishoggFebruary 12,2024 at 4:39PM UTC

   You ask: "How do you negotiate salary with confidence when you have no idea what the employer has budgeted for the role?"

   My answer? You can't, and you don't, although you can certainly try.

   The next time (and there will be a next time), the very first time you speak with a human being from the employer's organization, ask what the salary range is, and if they won't reveal that, that is a huge red flag.

   https://www.asktheheadhunter.com/8301/only-naive-wusses-are-afraid-to-bring-up-money

10. AnonymousFebruary 13,2024 at 1:23PM UTC

    OP here, thanking each of you for taking time to help. Best wishes to you all.

11. Crystal ChapmanFebruary 13,2024 at 1:29PM UTC

    1 act like you have done it a million times…. 2. Ask the salary range for the role. 3. Ask for what you and your experience is worth. 4. Don’t forget to remind them of the value you will bring to their company.

12. AnonymousFebruary 13,2024 at 3:04PM UTC

    Don’t forget to negotiate things like PTO and sick days. Those are easy low cost things to get and very difficult to move to a higher tier once you are there.

13. Kimberly McFebruary 13,2024 at 3:24PM UTC

    If you’re working with a recruiter within the company, ask them what salary range they have been told. At least it gives you a frame of reference. But also, like someone else said, ask for what the “total compensation package” is and make sure you factor in ability to WFH, and other non-monetary factors into your comparisons.

14. AnonymousFebruary 13,2024 at 3:24PM UTC

    If you’re working with a recruiter within the company, ask them what salary range they have been told. At least it gives you a frame of reference. But also, like someone else said, ask for what the “total compensation package” is and make sure you factor in ability to WFH, and other non-monetary factors into your comparisons.

15. Kate HopkinsFebruary 13,2024 at 4:36PM UTC

    I thought this article was really helpful:

    https://www.cnbc.com/amp/2024/02/12/how-to-use-public-salary-ranges-to-negotiate-a-new-job-says-ex-goldman-sachs-recruiter.html

    Absolutely, you have an opportunity to negotiate if they give you an offer. If it were me, I would probably wait until I get the offer at this point (and make a mental note that next time I should talk salary earlier in the process). When they give you the starting salary, ask what the salary band is for that position, and then like the article says, ask for some clarification on how they decide where to make an offer within that band. Ask for some time to consider the whole package - and come back with targeted reasons why you should get more based on their compensation strategy.

    Good luck!

16. AnonymousFebruary 13,2024 at 4:54PM UTC

    Wait until they’ve made you an offer and then negotiate.

    If they ask you what you want to be paid before they make you an offer, respond “What is your salary range for this role?”

    On the results of your salary search: If possible, see if you can narrow the results more by plugging in your city and your years of experience or a seniority level.

17. AnonymousFebruary 13,2024 at 6:45PM UTC

    Here is the how to:
    1- wait until offer time, to ask sooner is gauche and might put you further down their consideration list. It's not a discussion at this point because you are too far down the path. Next time ask for the range in your first conversations and if they ask you for yours first tell them you want to understand how they value this role against internal and company needs.
    2- in preparation, look at ranges for the same title in other competitive companies and do some research using blind, salary.com and others.
    3- when you get the offer, which may likely come from a recruiter graciously thank them and then let them know you have some day to day questions for the hiring manager.
    4- when you speak to the hiring manager ask them about a few things. First where the role fits organizationally and if you are on a team to show you the org structure so that you can understand how they leveled you into the overall view. Then ask about the components of the compensation plan, base, bonus- how is this achieved and how do they measure success to rate you, and when. And lastly stock- if that is a part of the overall this is a BIG piece that can have a strong multiplier effect. Also ask about onboarding and what they want to see from you in the first 30-60-90 days. Then they know the conversation is not 100% about money.
    What you should come away knowing is how they plugged you into the job/level/team, how they reward with bonuses and other perks and when. How they allocate stock. If the company is private then RSU's are best because you are given them they vest and you don't pay out of pocket for them. They multiply if the company does well and can often be the best and biggest part of the comp program. Then you will know the value of your role and can decide if the compensation is fair comparatively and if you want to accept as is or to push the envelope. I generally suggest that you push a bit but in all areas equally because they may not want to give it all in the base. As an aside some companies will
    sweeten with a sign on bonus- that usually happens in tech. But with companies laying off that might be harder to get. Those often come with claw back clauses. For example they give you 10K in your first paycheck but it locks you into the company for 2 years or you have to pay it back. Good luck, this is a champagne problem to have. I hope my advice has helped some.

18. Jessie D'Amato FordFebruary 14,2024 at 3:58PM UTC

    Fantastic advice and love your use of "champagne problems" from one swiftie to another lol!

19. AnonymousFebruary 14,2024 at 5:35PM UTC

    ? I have used that line for 20 plus years...didn't know she borrowed it from me. &;-)))

20. Jessie D'Amato FordFebruary 14,2024 at 7:03PM UTC

    Now I like it even more! haha!!