I had a phone screen with the recruiter and she asked if I had questions so I just asked her how many people are on the team and I asked about if compensation is talked about after an offer is made.

48 Comments

1. Nancy GreenFebruary 20,2026 at 7:38PM UTC

   I think both are reasonable questions that a recruiter should be comfortable addressing. I have asked both questions, received responses about the team and hiring process, and would have felt the same as you after that interview.

2. AnonymousFebruary 20,2026 at 8:26PM UTC

   Oh well. This doesn't sound like a fit.

3. MimiFebruary 20,2026 at 8:47PM UTC

   No comp discussion on the first call is a no-go for me! Run!

4. AnonymousFebruary 20,2026 at 10:08PM UTC

   I am an internal candidate and this is a first ever interview I have gotten after applying to numerous internal roles. She just spoke about it’s a promotional offer and it will include the merit raise. Pay is determined on how long you have been here, experience. Also since the company is firing and re arranging a lot of the roles I just asked is this a new role and does it focus on projects since they are adding a new person. I do want to be considered but hope she doesn’t mark me off because of that.

5. MimiFebruary 20,2026 at 11:13PM UTC

   Got it. I don't think it is unreasonable to ask for compensation info, even being an internal candidate. I am rooting for you.

6. AnonymousFebruary 21,2026 at 1:14PM UTC

   run!! ?

7. Laura OlitaFebruary 21,2026 at 1:26PM UTC

   agreed!

8. AnonymousFebruary 21,2026 at 1:26PM UTC

   They’ll probably say no. That’s fine; it sounds like the job would’ve been a poor fit anyway from what you’re saying here.

9. Dr. Patty GrossFebruary 21,2026 at 1:56PM UTC

   Both questions are fair, even for a recruiter screening. The recruiter (if in-house and not a hiring agency) should know something about the team she is screening for and the salary bands for that team. You have a certain amount you are willing to take, and a bottom line you don't want to cross. You don't need to waste your time and theirs if their top line on the salary band is half of what you are willing to take, and there is no room for negotiation. The key here is to know what you are worth on the market by researching sites like Glassdoor and Salary.com. A simple AI search should tell you what others are making for what you are applying to.

10. AnonymousFebruary 21,2026 at 2:05PM UTC

    Asking about the size of the team and ensuring compensation alignment is completely fine.

    However, if those were your only questions that could be considered lack of preparation and interest as you are not asking meaningful questions.

    I always suggest going to glassdoor or Indeed to see what salaries are posted about the company to determine alignment. Additionally, at least one question should demonstrate you have researched the company. "

11. AnonymousFebruary 21,2026 at 4:23PM UTC

    I am an internal candidate also the job description has 5 brief bullet points, which I did check before the screening. I mentioned what I know and how I can contribute to the team in such a such way based on the requirements of the job. I wish our company was open about compensation but they offer that all the way when the hiring manager decides you are their choice. So there’s not much I could do to prepare. When I asked about if the range is talked about after an offer, she said this isn’t an offer which I did understand and it’s just a screening. I just wanted to know a bit about the range and nothing more. I know the offer only comes after the hiring manager decides their candidate pick.

12. AnonymousFebruary 24,2026 at 7:07PM UTC

    That's great context. I read some of the other comments and your responses. While many companies have ranges posted for each job level, it sounds like yours does not. The hard truth about internal candidates is that they tend to get a lower offer than an external candidate. So if your range is 50 to 60K and this new role is 65 to 85k as an example, as an internal candidate any offer would be the lowest end of the range. They don't want you to know what it is.

    I would say as someone who's been interviewing a ton over the last 5 years that for external roles I do indeed try to ensure there is alignment in salary.

13. GirlBossanova934974February 21,2026 at 2:32PM UTC

    Run, do not walk, immediately! No serious in-house recruiter or staffing agency is going to waste their time with recruits who want more money than can be paid. There are just too many applicants these days. No hiring manager wants to waste his or her time. What you are dealing with is a group of individuals at a company who think they are doing you a big favor by even talking with you. They are screaming this is the way they treat employees. Doing them, the employees, a big favor by keeping them around. RUN!

14. AnonymousFebruary 21,2026 at 4:33PM UTC

    I am an internal candidate and work in a department where I don’t enjoy working anymore. I have a toxic co worker who manipulates the boss and makes up stories about me. The boss also has bought into her manipulation. I work on site right now so I was applying for remote jobs to get away from toxic work environment and it has been a big challenge. Everyday I go into work I am sad, down, and burnt out. My co workers are of no help to me but of course expect me to help them each and every way. I remember I took a 2 week vacation which was approved 8 months before and the co worker and director made it so toxic that why I was taking a 2 week vacation. I wish I could escape but I have no external offers and tons of bills to pay like anyone else. I don’t mind a job but when people around you are toxic and always a new process just gets implemented overnight with no warning it gets too much. We don’t even get a proper raise except 2% and more work is added each day without extra pay.

15. GirlBossanova934974February 22,2026 at 5:35PM UTC

    The most important thing in a situation like this is to make sure you understand the company's problems are its problems and not yours! Most companies will get rid of you if they can without much hesitation. I have found 2 things get around this issue. FIRST, have your side hustle or side business. You put in your hours in on the day job and put your real effort into your business. The other thing is belonging to a non profit or running a non profit. I ran a good sized non profit for 4 years. Very good for management training and learning how to work with people and handing the spending of larger sums of money. You get the benefit of working for a lousy company in the day hours. You can see bad mistakes and make sure you NEVER EVER do the same things.

16. AnonymousFebruary 21,2026 at 4:30PM UTC

    Yes, these are fair questions but other ones more relevant to the role should have also been asked. Ones that show interest in the role and company.

17. AnonymousFebruary 21,2026 at 4:37PM UTC

    I wish I could ask more but being an internal candidate I know about the company and what they work with. Regarding the role, it didn’t seem she knew much and if this is a department that works on projects or things like that. the post had 5 bullet points which to I already provided her on answer on how I can contribute to the team.

18. Alison MohorichFebruary 21,2026 at 5:33PM UTC

    From her demeanor, I would say that is probably not a company you want to work for. Unfortunately, the recruiter is not helping the company out by acting bothered with questions. Most recruiters welcome any questions and encourage them. Just like the company is selecting people to join them, YOU are selecting a company to invest your time and energy in too. So it's not just one way, remember that ;-) They didn't pass the test for you. Wishing you luck in finding a company that is just the right fit.

19. AnonymousFebruary 21,2026 at 5:39PM UTC

    I am an internal candidate so am already working there. I have been trying very hard to get a better role for 3 years now and this is just my 2nd internal role interview. I have applied to over 50-60 roles and rejected before any interviews happened.

20. lyn johnsonFebruary 21,2026 at 6:07PM UTC

    sounds like she didn't have answer and yes she was rude. I expect to discuss salary range during that screening call. If their salary is not something you can survive on it a waste of everyone's' time.

21. AnonymousFebruary 22,2026 at 12:38AM UTC

    Asking about how many people are on the team is appropriate. Asking about compensation this early is too soon. Is it rude for you to ask no, is it rude for her to politely decline and defer to the hiring manager instead no. She did her job which is to let you know that if you are selected when the time is right then they will talk about pay. You might have put the cart before the horse and if she has any input your question might hurt your chances. Going forward asking about why the role is open, how many folks are on the team, and otherwise what they want to hire for in terms of skills is a great start with the recruiter who generally either screens or facilitates for the hiring manager so they don't time waste with those who do not fit. Let it go for now, show them why you are the one who they should hire should you get to the next step and if offered the job then you can ask what they want to pay you. Good luck.

22. rgstaffing@bellsouth.netFebruary 22,2026 at 1:13PM UTC

    there is nothing inappropriate about how many people are on the team and she should have told you the compensation range up front . She is inexperienced.

23. Celena BartonFebruary 22,2026 at 2:26PM UTC

    I don’t know why recruiters and companies think employees aren’t concerned about compensation! To me, I suspect that the compensation for this role is low and that’s why she isn’t being forthcoming. I’ve had recruiters give me a range or at least say that the compensation is very good and that I likely wouldn’t be disappointed. It sounds like she doesn’t care about finding the right person for the role only about the commission for placement, which is why she should understand your question about compensation! So hypocritical.

24. AnonymousFebruary 22,2026 at 8:42PM UTC

    Older worker and I thought that we were moving away from the undisclosed salary. I still browse postings and everyone that I look at has a salary range.

    of course how a job can have a range of $60-250k doesn’t make sense to me but that’s for an issue for another post!

25. AnonymousFebruary 22,2026 at 9:07PM UTC

    Huh??

26. Mara Jevera FulmerFebruary 23,2026 at 1:26AM UTC

    I'd consider it rude not to get some kind of salary range. Otherwise it might be a waste of everyone's time.

27. AnonymousFebruary 23,2026 at 3:03AM UTC

    Update: I was an internal candidate and already received a rejection. I think the decision was made on Friday after the call. It is Sunday and I already got the rejection email. I think it was unfair and definitely something personal. Who knows what they all think.

28. AnonymousFebruary 23,2026 at 3:44PM UTC

    many times, I have found internal postings already have a preferred candidate. I have gone through internal postings and NEVER received an offer or rejection but I know they filled the spot. I think communications, especially internally, lack so much.

29. AnonymousFebruary 24,2026 at 1:14PM UTC

    I work somewhere where I've heard "we don't negotiate salaries" for internal moves but I do it every time. I hate the lack of salary transparency that exists virtually everywhere

30. AnonymousFebruary 23,2026 at 2:04PM UTC

    Usually if it is an internal posting, they will display the 3 salary ranges minimum, middle and max.

31. AnonymousFebruary 23,2026 at 3:41PM UTC

    not necessarily - we only get the job grade - but they have taken out the pay grades from everywhere. We can only see our own.

32. AnonymousFebruary 23,2026 at 2:23PM UTC

    She sounds rude, and She is also required to give you the opportunity to speak... She was not genuinely interested in your questions. At the same time, Those would not have been questions that I would have asked. Any time you interview for a job, You should do some of your own research on the company.And it's mission. You should review the job description and write down all questions that come to your mind.And also write down ways that you believe you could contribute to that particular position. Asking questions that are very basic , such as how many teammates and pay Shows a lack of critical thinking in my opinion

33. AnonymousFebruary 23,2026 at 9:08PM UTC

    I am an internal candidate I posted an update. Also, there’s lot of turn over in our departments hence I need to know if it’s a small team etc. they have been cutting employees out and making one do the job of 3 people.

34. TerryFebruary 23,2026 at 3:33PM UTC

    Red flags!! Run...

35. AnonymousFebruary 23,2026 at 8:12PM UTC

    First off. In an initial phone screen/interview, it is not wise to bring up salary. That's a no-no. If you are the final candidate, it may be appropriate. Agree with another responder that doing research into the company and familiarizing yourself with the job description would have helped. One case in point though, I'd like to share. One phone interview told me straight up that the job was paying a certain amount with no room for negotiation. Sometimes I think that works best. It's total transparency and if the candidate is unhappy with it, they move on.

36. AnonymousFebruary 23,2026 at 9:06PM UTC

    I am an internal candidate so I know the company and their policies. They were rigid with everything.

37. Nancy CincottaFebruary 26,2026 at 6:00PM UTC

    researching the company does not tell you how large the team is. Nor does it shed light on compensation. Interview processes often have 6-9 levels which is a huge commitment only to find out the pay is nowhere near industry standard. She was correct to bring it up. I often wait till 2nd or 3rd but it’s often brought up at the start. I think your comments are outdated.

38. Joycelyn M. SiameFebruary 24,2026 at 2:06PM UTC

    I believe she is being a bit rude as well. Usually when I have been reached out to by a recruiter, they include all of that, including what the schedule would be. They even ask me what I would be looking for in terms of compensation.

    If this is a contracted position, remember you would be essentially an employee of this recruiting company, so choose wisely what you do next.

39. OLIVIA JOHNSONFebruary 24,2026 at 3:40PM UTC

    Hi there!

    Thanks for sharing. Definitely didn't sound like it was the best interview experience but I always say that interviewing is a learned skill that takes practice, so the more practice your get the better it gets.

    A few recommendations as you move forward in the job search process. Again, these are things that are learned over time and in some cases consulting with a professional (even if a family friend in HR/Recruiting or online) that can help you navigate the norms of the current market that they are familiar with daily, Why struggle if someone else has already crossed the bridge.

    So here are a few tips for your future interview experiences:

    Never bring up finances in a first interview UNLESS it is brought up by the interviewer. This may seem old school but there is a rhyme and reason that actually works in your favor and it's very practical. We simply don't know you yet. In a first interview asking about salary could be a deal breaker and/or if not tended to appropriately negatively impact your negotiation power at the end of the line. At this point we've only had a 30 minute conversation if that much, you haven't met with others on the team or executives who can champion you as the best candidate and say we want you on the team, so any questions about salary/compensation/benefits at this point is going to get you the standard HR policy response. IF salary expectations is asked by the interview, you provide a range (based on research or the posting) and you move on. No additional financial questions unless asked. Keep in mind that finances includes anything that will cost the company money i.e. relocation, training, education reimbursement, etc. These are all topics that it would be in your best interest to await having an internal cheering squad before you address.

    Ask questions that would make or break or accepting an offer. It is recommended that you ask questions at the end of an interview. This however does not mean that you want to ask any questions even if they are or aren't important to your decision. Ask questions that if the answer was adverse to what you want you would actually walk away from the offer. So maybe instead of asking how many people are on the team as that is something you would just have to deal with anyway, maybe as the question 'how would you describe the team dynamic and what was a pleasant surprise about working with your team'. This gets you closer to the information that you truly want to know as you could have a horrible team of 2 and an awesome team of 10.

    These are just a few tips based on your posting to address. I do recommend going to The Muse articles for some additional support on interviews and/or seeking out a Coach.

    Hope this was helpful.

    Coach Olivia

40. EmpoweredGirl497476February 24,2026 at 3:41PM UTC

    Recruiter here! My question is, was this an external recruiter (like me) that is working with a client to help in identifying resources OR was this a phone screen with an internal recruiter who works for the company directly? If this is with an outside recruiter that person may not have known how large the team is, but I can tell you that it is a fair question to ask. As is compensation. As an external recruiter I make sure to find out from our client what the salary range or pay rate range would be, why waste anyone's time? If the recruiter didn't know the size of the team, I could understand, but not answering the question about compensation is something I would not be able to get past. If I were you, I would withdraw from consideration because if the company is not willing to share compensation, most times its because its low.

41. AnonymousFebruary 25,2026 at 2:30AM UTC

    I feel like anyone that tells you that these aren’t red flags, is probably a recruiter that does do these things. It’s absolutely acceptable and should be expected in an interview to ask how much they are offering for the work they need you to do, as you’re going to be the one doing it for them. Asking that you waste your time (possibly months) interviewing with an employer that is hoping to wait to the last moment to let you know that they will be paying you less than what you want is mental. Same goes for the other question you asked, it is absolutely valid to ask about the team you are potentially going to be working with. Employers have positioned themselves to make people feel like they should be scared to ask the necessary questions and, speaking from experience, you want nothing to do with a company that is hoping to gaslight you from the jump!

42. AnonymousFebruary 25,2026 at 2:17PM UTC

    It’s not only okay to ask about compensation, it’s smart and appropriate.

    Compensation is a key part of any role, and asking about it helps ensure alignment on both sides. Being transparent about pay early in the process saves time, avoids surprises later, and allows everyone to focus on whether the role is truly a good fit.

    From a recruiter’s perspective, these conversations actually improve the candidate experience. They build trust, show respect for your time, and support fair and equitable hiring practices. Many companies now expect compensation to be discussed openly, and in some locations it’s even required.

    I’d also be honest that when a company is unwilling to discuss compensation upfront, it can raise reasonable questions. Often it signals one of a few things: the pay may be below market, there may be internal inequities they’re not prepared to address, or the company may be hoping candidates become emotionally invested before learning details that could be a dealbreaker. None of those scenarios create a strong foundation for a transparent, trust-based relationship.

    A company that values its people and its hiring process should be comfortable having an open, respectful conversation about pay early on. Transparency shows confidence in the role, the compensation strategy, and the organization overall.

    A good way to ask is something like:

    “Can you share the compensation range for this role so I can make sure it aligns with my expectations?”

    That question is professional, reasonable, and completely appropriate at any stage of the interview process.

43. athenanow1February 25,2026 at 6:00PM UTC

    Absolutely! I was once interviewed to be director of rehab at a building...then it turned into two building coverage. Asked about salary, productivity, got pushed aside. Next interview (there were three) I brought along statistics of salaries in my area including the differentials of a PTA (me) vs PT. Never gave me an answer about the salary and ghosted me after that. Talk about disrespectful and waste of my time. I've since learned that I dodged a bullet, even salary aside, as I hear they work their DORs to the ground, covering different buildings, caseloads...phew!

44. AnonymousFebruary 25,2026 at 4:35PM UTC

    Situations like this are why states have pay transparency rules. If the recruiter is representing how the company operates, you may not want to be there.

    Wishing you all the best!

45. Lu MezaFebruary 26,2026 at 4:45PM UTC

    Asking about team dynamics and salary is common and should have been a "Yes, i was going to get to that. glad you asked." My org pays well. I want folks to understand that compensation comes with a high level of standards. When I do phone screens, I always talk: salary, travel (if required - usually is), my management style, honest assessment of change management that is going on if the job is new to dept/org or backfilling, because often those are rescoped. Let's talk about it! I want to be crystal clear about it.

46. Farah BajwaFebruary 26,2026 at 8:06PM UTC

    Your questions are valid and her reaction to both are red flags. If you want to give the benefit of the doubt that this recruiter was ill-prepared and want talk to the hiring manager directly, just proceed with caution

47. Marci BryantFebruary 27,2026 at 2:58PM UTC

    I would have rescinded my application that day. We are past the time where the salary is a secret. Why waste our time interviewing if the pay isn't aligned with our needs?

48. Janet ParkhurstFebruary 28,2026 at 6:06AM UTC

    Asked you "where you were going with that question?" I think the question was point blank. What was her problem? And, as far as asking about salary... that was completely fine and should have been an expected question. This recruiter needs to know that the interview process is a two-way street--not just whether or not you are a suitable candidate that the hiring manager wants. This is junk, in my opinion. Flush. Immediately.