Salary Negotiation

9 Comments

1. Tracey MorrisApril 4,2022 at 1:30PM UTC

   In my experience, you will communicate your desire to negotiate with whomever extends the initial offer. If the hiring manager extends the offer to you, you will negotiate directly with the hiring manager. If the recruiter extends the offer, you will negotiate with the recruiter. That being said, in most organizations, the recruiter may not be aware of how much flexibility the hiring manager has to negotiate and will likely be working directly with the manager throughout the negotiations. You could certainly ask the question -- who should I work with if I want to negotiate salary and/or time off?

2. Echo SchneiderApril 4,2022 at 2:06PM UTC

   I would say the sooner the better in the process. If you had a good interview, you may reach out to the recruiter and ask them who you will speak with about finalizing the salary and benefits requirements.

3. RachelApril 4,2022 at 2:55PM UTC

   I would recommend waiting until you get the offer, and personally, I’ve seen it done two ways. Sometimes the recruiter is who gives you the communication news for the offer. Whoever shares that with you is who I would speak with (during that call/communication) about any adjustments you need to make.

4. Heather CutlerApril 4,2022 at 3:04PM UTC

   Salary negotiations, IMO, are an HR issue so I would deal directly with your recruiter who can contact the hiring manager if you're asking for additional considerations. I've negotiated for my last three positions and have always went through the recruiter to follow this protocol.

   HR is the one who will extend the offer, they'll make updates to your offer letter and will ultimately be responsible for making sure you accept the job offer. The hiring manager, in my experience, simply isn't on deck for these HR tasks.

   I agree with others to wait until you have a formal offer in hand. At that time, you'll have the opportunity to say: I'm asking for $15k more in salary and five more days of PTO, given my additional experience in the field, education and certifications, etc. Likely, the recruiter will take this request back to the hiring manager to see if their budget can accommodate this request.

   Best of luck in your next steps!

5. Barbara NegronApril 4,2022 at 3:05PM UTC

   In my experience the offer has been provided with the HR partner and the negotiations are through them. They usually take the offer to the hiring manager, but in my experience the budget is usually identified prior to the offer being given, allowing the HR partner to negotiate within that range and anything in addition needs to be taken back to the hiring manager for approval. PTO is usually company defined but I have been able to successfully negotiate, especially in this time of organizations offering unlimited PTO.

6. Lisa MarieApril 4,2022 at 3:22PM UTC

   Salary negotiations should *only* be had with HR representative. Do so through your recruiter (if there is one), IF and only IF, you are not in direct contact with HR.

   Hiring managers are human, and jealousy exists inside eveyone, so even if there is room to negotiate, that ugly green emotion could prevent it from happening.

   Most important: have more than one tangible reasonS (yes, a big S) for asking for more salary - not just your expertise. For example, if you are relocating or expecting to commute some distance, link your ask to the COL in the new city or state, compare to where you'll be relocating from (be sure to research this online in order to have accurate facts).

   Good luck. I hope things turn out for you better than you need them to. :-)

7. AnonymousApril 4,2022 at 4:08PM UTC

   You negotiate with whoever prepares and presents the offer.

   If you are negotiating beyond the top of the range, come prepares with market research on the current value of the role responsibilities and level of title proposed.

   You will need to breakdown the requirements. Responsibilities and title level along with comps in tge market to backup your ask of more$

   Remember, just because you possess more experience and certs/education does not mean the company will increase the salary solely based on that. The want to pay for what they believe the role requires. Your position will be to convince them that they need your skills that are outside their job description. They need to see the value in increasing the skills and expertise of the role.

8. Joan Williams, Senior Talent Acquisition SpecialistApril 5,2022 at 8:01AM UTC

   Where is the recruiter?

   That's the person you should be negotiating with. Not the hiring manager - someone in Talent Acquisition is the target - HR is second choice.

   Also, at the vast majority of companies that I have worked at and for, salary bands are set. It doesn't matter how much experience you have. Same with PTO - it's company policy. XX number of years service equals the opportunity to accrue up to XX amount of PTO unless you're at the senior executive level.

   I'm not saying don't negotiate but please also know that this can also go sideways and blow up in your face as has happened to multiple people on here in the last few months.

   Check out the post just down-thread titled:

   "Asked if there was room to come up on my salary after an official offer, and found out 4 days later they gave the job to someone else."

   Typically a verbal offer is presented and that is when negotiations should take place - not after you receive the formal written offer. The verbal is extended and comp issues, PTO, start date, bonus, etc. are discussed as this information goes into the offer letter. Once you've ironed out your issues, the written offer is generated.

9. Kelly BrennanApril 5,2022 at 12:35PM UTC

   I agree with others regarding salary bands. Asking about the range of the band you're offered helps you better position a possible PTO ask, especially if you have more experience than required. Some companies are looking for those who have more experience for a variety of reasons. I've done this successfully in the past. Wishing you luck.