Ex-Google RECRUITER EXPLAINS: How to Answer 'What Are Your Salary Expectations?' AND How Comp Works

[@keithvallencourt7901]

You'll never convince me that the question isn't meant to snooker candidates into lowballing themselves. Honest companies tell you what the position pays.

[@luigigaminglp]

Depends entirely. Work slave at mcdonalds? Probably, but then again depending on the country or state there might not be much wiggle room down. But for lead positions i think a massive lowball would raise all kinds of red flags, to the accord of them thinking the applicant might be lazy.

[@Farah_Sharghi]

I totally get where you're coming from. It can definitely feel like salary questions are designed to catch candidates off guard. Ideally, companies should be transparent about pay from the start, and many are moving in that direction. However, not all companies have caught up yet. One way to handle this is by doing your research on industry standards and coming prepared with a salary range that reflects your skills and experience. This way, you can confidently navigate the conversation without feeling pressured to lowball yourself. Thanks for sharing your thoughts, and I hope this helps a bit. Transparency is key, and hopefully, more companies will adopt that approach.

[@benbohannon]

@@Farah_Sharghigreat insightful answer. Thank you!

[@mattstroker3742]

This is true. And that's why playing a bit of a game in this situations within those companies is allowed. I would not have high long term expectations from companies who don't. Although companies like Microsoft, Google etc will likely truly have good growth options so in those cases I would not engage in such games. I other companies I might.

[@sebastiendumais4246]

In my case…. Up to now, for better or worse, I have refused (flat out) to give any number in the initial meetings. That’s not to say I don’t know how much I would want or how much I’m worth on the market…. But I think this is a question to be asked a bit later in the process. My typical answer: unfortunately, at this stage of the process I’m not willing to start negotiating compensation. When we know if we’re a fit for each other I’ll be more than happy to go over the whole compensation.

[@Gulpathfinder]

I recently did an experiment to see if recruiters are honest. I currently make $x. I connected with recruiters for very similar jobs to what I’m currently doing. When they asked for my expected salary, I would give them about 70% of $x without factoring in any of the other benefits … rsu, 10% 401k match, etc. I would then ask if 70% of $x is within their salary range. Guess what happened? About half the recruiters would snap-answer “Yes! That is within our budgeted range.” The honest ones were willing to tell me that my number was very low relative to my role and responsibilities.

[@jon9103]

That doesn't necessarily mean they are being dishonest, a few things to keep in mind: 1. Pay bands can be rather wide, having the lower end of a band be 70% of the top of the same band isn't exactly rare. 2. They may be considered you for multiple recs at different pay grades (or the same rec might allow for a range of grades). Keep in mind the recruiter likely doesn't actually have the skill set to actually assess your level and is using your salary expectations as a proxy. 3. The company you are applying to may not pay as well as your current company. Don't get me wrong, I'm of the opinion that you should not disclose your salary expectations until after they make an offer.

[@LukePighetti]

i once gave a number for expected comp and they countered 15% higher

[@SpartanForces117]

A recruiter/HR that doesn‘t give feedback for a realistic band is in the wrong job. A badly paid employee quickly moves on. Which means restarting the whole, expensive hiring and onboarding process. But honestly.. most recruiters/HR personell are likely not very good at their jobs

[@jon9103]

@@SpartanForces117 to be fair, it's often more about company policy than individual employees.

[@u_u_u_2921]

The fastest interview I had started with a clear budget for a position. Employer clearly said how much they offered, then team lead interviewd me and we've been working for 6 years. That was a zero bullshit employment and my best experience so far.

[@alejandro1904]

The win-win situation is that companies disclose how much they are willing to pay. Period. The rest is all excuses to lowball candidates and then companies save more budget. Nobody should be pressured to disclose an ideal salary range early in the process. People don't choose a job only for the salary, BUT recruiters can reject candidates if other candidates give a lower number.

[@dweblinveltz5035]

It's not a trick question, but it is a lousy one. I really detest this cat-and-mouse game. When I'm asked that by recruiters, I usually immediately say, "I don't know" or "I can't say at this moment" then follow it up with pointing out the salary mentioned in the listing (assuming there is one). I push back against it and usually the recruiter will just go ahead and tell me the range, to which I can say yes or no. But why not just start with that and save us both the headache?

[@Farah_Sharghi]

I hear you! The back-and-forth over salary can be really frustrating. It's great that you’ve found a way to handle it by redirecting the question and referring to the salary range, if it's mentioned in the listing. That’s a smart approach, and it often encourages recruiters to be more transparent. Ideally, companies would lead with salary ranges to make the process smoother for everyone. It saves time and ensures both parties are on the same page from the start. Hopefully, more organizations will adopt this practice as they realize the benefits of transparency. Thanks for sharing your strategy-it's a helpful tip for others facing the same situation

[@LukePighetti]

i do admit that my answer is usually "i don't have a salary expectation to share at this time. happy to have this conversation after i have enough information to assess the role" which is usually code for during the offer process. that said i'm in engineering so they might expect a clear and dry answer from people like me 😂

[@ensu321]

In Lithuania law mandates to state salary range which is offered for that position, which solves many of the problems people are talking about in the comments

[@FG-yx6eg]

In US, companies write the law

[@boydr7160]

Companies Do Not Promote internally unless you are 1. Administrative staff and 2. If and only if someone in administration has been fired or left to another job for better pay. Otherwise Promotions and Raises are a thing of the past. How to get a respectable wage increase in 2024? ALWAYS BE LOOKING FOR A BETTER JOB. Either for better pay or other factors.

[@Farah_Sharghi]

Thank you for sharing your perspective. It's true that navigating promotions and raises can be challenging, and each company has its own policies and culture regarding internal advancement. While some organizations may not prioritize internal promotions, others actively invest in developing their employees. In my experience, a proactive approach to career growth can make a significant difference. This includes seeking feedback, building strong relationships with mentors and colleagues, and clearly communicating your career goals with your manager. Additionally, staying informed about market trends and opportunities is always beneficial. Your point about exploring external opportunities is also valid. It's important to regularly assess whether your current role aligns with your career aspirations and financial goals. Ultimately, finding a balance between internal growth and external opportunities can lead to a fulfilling career path. Thank you for engaging with the video, and I hope you find the insights helpful!

[@ulizez89]

The real key to getting a promotion is to come to your boss with an offer from a different company and say that "unfortunately you have found a better opportunity elsewhere, but you really like company A and are willing to discuss and see if we can reach a solution that would make everyone happy, but it has to be done this week since you need to get back to company B with an answer." And you prepare a resignation letter for Friday, if you are still in the same position as before.... you change jobs (oh, and promises are worthless, it has to be written down and signed by someone with hiring power.)

[@geeksjourney]

I found two easy ways to address this: only apply for jobs that clearly show salary range in the job listing so you already know what the position will pay. Absent that, if it’s a job I’m interested in and the recruiter asks what my expected compensation is, I simple say, “do you have an approved salary range for this position?” There is always an approved budget for how much a company will pay, and Ive never talked to a recruiter who didn’t know this and wasn’t willing to give an answer. Really saves a lot of time.

[@DoubleT161]

There is nothing to assess from this question other than to see if the employer can hire an employee for as little as possible. This is not a candidate skillset evaluation question posing as a salary negotiation question. It is a trick question intended to put candidates on poor footing in the interview.

[@minchomilev]

I have one rule! Always ask for more that they are expected. And they will immediately tell you this is a little bit out of our range, and when you ask them what is your range. You could say OK I am fine with the maximum you are to offer. (handshake)

[@ulizez89]

And then they hire the equally qualified applicant that said half your price. The correct move is to not say anything.

[@MaryOakleysan]

The only answer an interviewee should give is “I don’t have expectations. Please pay me whatever you think I’m worth. I would appreciate the opportunity to work for this company and the money I make is the secondary concern.” After you get an offer with a package, you can always walk away if you don’t like the package. In negotiation, it’s almost always better off not naming your price first.

[@bambinone]

I use this question as an opportunity to ask about benefits like 401(k) matching, healthcare (like you said) including any HSA matching, equipment and professional development stipends, unlimited PTO or PTO payouts, etc. as well as non-cash compensation. If the company offers a 200% 401(k) match and RSU grants equal to 100% of base salary over four years with immediate vesting and yearly refreshers, my salary expectations are going to be a lot lower than say a 1099-NEC gig with similar roles and responsibilities. I also like to talk about my total cash compensation expectations as opposed to base salary to give the recruiter an opportunity to tell me about the bonus structure and help me fit into the payband. For example, "Unfortunately 150K is outside the base pay range for this position but we can do 125K base with an annual 20% bonus target."

[@wach404]

Good overall recommendations in line with other advice I’ve seen. But I call BS on the premise. If it wasn’t a trick question they would have volunteered their range and initiated an open conversation about different types of compensation they offer and inquired what you value.

[@squiddymute]

why is this rocket science ? just announce how much you pay for the position in the first place and interview people against that , if they ace they interview give them the money if not make them an offer for less.

[@civilapalyan6253]

Another reason is to delay the answer as much as possible is that recruiters use your salary expectation to rule you out.

[@Nathan-xr4gv]

Why delay just to get rejected later down the road. Just seems like a waste of time. It's like going to car dealer who doesn't show the price. Show me the price and that will indicate if I should just look somewhere else or not. This whole game is moronic and I will avoid any company who plays it.

[@FJB2020LGB]

Very interesting. So I applied to a bank. Online application, at the end it asked what my desired salary is. I put down a range. A week later they called and said this position pays based on my years of experience plus education, it pays a grade 5 but I might be a grade 4. The difference is about $10K. She asked if that’s okay, I said yes and she said next step is a interview with some managers who will ask me behavior and technical questions. This process is completely new to me.

[@Raymond23rdOBC]

when that question is asked, I ask what are the salary ranges and bonus structure for this job? also what benefits will I have access to? That gives me an idea on how the management is structured in how they respond. it allows me to redirect the expectations of what the actual truth is with a follow up

[@LukePighetti]

i got one for you: answer in a TC band and tell them that you'd adjust your base pay expectations depending on equity and bonus structure and benefits. it's kind of a non-answer answer that requires a ton of information from the recruiter to hone

[@carlospitcher4335]

Salaries should be public. That way anyone can know what to aim for. Having salaries hidden or private only benefits companies, not workers.

[@LABoyko]

Some famous guy once wrote: "All the world's a stage." Don't be afraid to play the game. Do some research and have a smart answer. A competent candidate knows what they are worth.

[@mukymuk3]

I like it when employers ask this question up front. It saves a lot of time when you're too far apart on the figure. Bottom line is that you have to know what your time is worth and be ok with it.

[@Farah_Sharghi]

When I’m recruiting I bring it up in the first few minutes of the call. Because if compensation isn’t aligned I don’t want to waste my time and I don’t want to waste the job seekers time. It’s a win/win!

[@ilitar_II]

Any you can always hope there is one potential employee with low self esteem that will work for lower amounts.

[@jaceksiuda]

​@@ilitar_IIThen they learn (sooner or later) how much their colleagues are paid and rage quit. Or simply they will get a better offer. There's really no long-term business in paying below market.

[@ilitar_II]

But in my experience it is quite common I was one of those under payed many times. And my colleagues we warned not to disclose how much they are played under sanctions from company. I only managed to get information from them they get more. Not by how much.

[@VietnamShorts]

I am a hiring manager, and it is mostly like in that video. I also always ask for salary range in a response for a expected salary question.

[@scott2228]

Very thankful Colorado requires the range to be posted in the job listing.

[@alper_mulayim]

problem is recruiters trying to maximize the profit of project. They are losing the talented candidates. If you are thinking about your candidate work colleague is an excel row. You need to remember you are an another row for another decision maker.

[@jeromelanteri321]

i feel better now, because it is word to word, close to exactly what i always answer. And if they insist, i answer that to stay credible and serious, i need to be first employed almost one year to speak about that, because i respect the business.

[@clydesdaleclaude522]

Its funny that you bought up Strategy #1 .... I was asked expected pay before any description of the job was shown. I held off on any money talk until I could see a "JD" I never hear back from them. It seemed to me that they were looking for an easy pick to accept something on the first shot. That wasn't me.

[@Farah_Sharghi]

Well done! Companies will do this and you don’t want to waste your time interviewing or working somewhere when they aren’t going to give you what you need 👏🏼

[@comgamilwebranger]

I had a similar experience where in the initial phone screening the person on the other end was asking me the figure below which I would not join ..

[@sineadward5225]

Really great channel, lots of nuggets of information - thanks for sharing your advice.

[@Farah_Sharghi]

Glad you’re enjoying it!

[@packmanbp]

My worries is that what you negociate at this precise moment will determine ALL your potential salaries in this company, so if you lower your expectations it's not "until salary increase" but "until I leave this company", so I feel I need to very carefully balance what I actually expect vs. what the recruiter expects me to expect in order to have a chance to land the job. I live in France though so maybe it's different elsewhere

[@Steven_Edwards]

- The Market Rate - Whatever they have budgeted - Whatever the maximum amount is that you will pay for this employee in the budget.

[@GuRuGeorge03]

Whenever I get this question early I say something like " To answer that, I would need more information on benefits, bonuses, RSUs and such but I would expect my total compenastion to be around x€ per year". the x is always slightly higher than i really want though and so far I've always been lucky to get that offer

[@SterlingSigurdsen]

My friend was the VP of HR at Chewy, and I was sitting in the car with him when he was offering the job to a Software Engineer, and the guy was asking for like $400k a year and my friend said he can only offer $250k so the guy walked. So always high ball and let them counter offer and then ask what their pay range is and go $5-$10k higher and see where it goes. Never hurts to ask for more.

[@Farah_Sharghi]

My question is why didn’t they discuss compensation earlier? That’s what I do with my clients. When I worked at NYT they kept wanting to hire Amazon engineers and I kept having to tell the hiring managers that we couldn’t afford them. They kept insisting that I try and I kept getting laughed at by the candidates. One guy said “how do you expect to hire anyone?” Touché my friend, touché…

[@xlolshit]

Why can't we just say: what is the pay range for this role? Why do we need to play the game of expectations and opportunities with a storyline?

[@SeyedMansour27]

8:05

[@LABoyko]

@xlolshit. Maybe the point of the question is to see how you handle the question. Can learn a lot about a candidate by the manner of response and not the specific response.

[@xlolshit]

​​@LABoyko By the time you get to the point that they ask you about your salary expectations I want to believe they already have that information and if not it means they are only here to play games with you.

[@scott2228]

If I already have a job and just looking for more $ or advance my career, my formula is simple. I ask for around 15%+ increase of what I already make. If they counter with 10% or more I’ll consider it. However things flexible based on what I’m applying for. If unemployed, bend over ur about to get a raw deal.

[@carloss91]

A good company will make the offer, make the salary range public on the job posting, or at the very least let you know the salary range before asking you for your expectations, the same goes with your benefits. They ask you about your benefits to see if they benefits are better and offer you less money for your work.

[@alanrobertson9790]

A simpler way of doing it is to ask for your current salary if you've been made redundant or 20% uplift if you are moving to get ahead. Not worth moving for less. What I notice with interviews is that if they want you they won't play games.

[@hfontanez98]

3:37 "What they're doing is setting you up." Truer words have never been spoken. If they truly want to know if your expectations align with their salary bands, why not ASK you if your expectations fall within the band and then tell you what that band is? They rarely do that because that the REALLY want is to pay you as little as possible. Since bonuses aren't guaranteed, never lower your salary expectations based on bonuses.

[@SA-cloud]

Thanks Farah, great video. It's Saturday morning I had my coffee while watching this, happy that sometimes, you happen across things just as you need them! ❤

[@Farah_Sharghi]

Glad you enjoyed the video!

[@lexicon4u]

Good video that doubles as an explanation for job evaluation and benchmarking. They could just give the pay band and not do this hoop jumping 😅

[@Farah_Sharghi]

I agree! They do in some states and hopefully that information will be expanded

[@MarcDeopArgemí]

All the things you mention might be true but you forgot to mention the *key* point as to why companies/recruiters ask: - Negotiation 101: do NOT EVER give the first number. If you give a number you can only lose or, at best, get the normal salary in the company for that position. It would be so easy: - job offer includes salary bands - recruiter/company says: this position offers this salary band But no, companies will never do that because they start from a position of power (or at least that is what they want to do)

[@DrunkenUFOPilot]

I've heard that rule stated so many times. Never be the first to name a number. But is it okay to be first to state a wide range, something like 150K - 250K ?

[@MarcDeopArgemí]

​@@DrunkenUFOPilot you can only lose - You don't know if the company is willing to pay even more than that (perhaps they were willing to go up to 275k) - Now they can offer you 160k and it's within that range.... but if their actual budget was up to 200k? you are only losing! (even if you were expecting 150k.... you could have gotten more!!!) - You subconsiously set the zone of negotiations (and inderectly, expectations) There is a basic rule for all these situations: the company *always* looks for their profit and *NOT* yours.

[@NathanSmutz]

I had heard that new engineers consistently get hired at a higher wage than current ones. The lore is that engineers mostly get raises by changing jobs.

[@borincod]

I also love the questions like "which salary did you have at your previous job?"

[@morisn]

To me, the question of salary expectations is just to screen job seekers out. First, you have to have an idea what the pay bracket is for that job in the market which is something that may be available for your industry out there but you have to know the company you are applying for to provide a number that resonates with them. During my tenure as a manager when I hired employees on occasion, I never asked this question. Why? First, because I knew it wasn't a question that was fair for the candidate and also because there had been a screening process at the company where this question might have been asked. I simply did not raise and I find it's a clear filter that you are required to answer when you are applying.

[@borincod]

you mentioned yourself, that salary expectation is used in further negotiations. If it is only one side that has the information, then the negotiations will be one-sided as well (just because another side can't use the information it doesn't have)

[@sp-vt4je]

This video doesn't apply for jobs outside the US. All this nice bonus extra is not even a thing usually.

[@AlexMetslov]

UK job here. My bonus is working extra hours for free. :-)))

[@coleroberts6021]

Start your own business. Do something you enjoy, Stop chasing a paycheck.

[@echo3527]

I guess personally I don't like offering a broad range as you suggest 75k to 100k because that will likely place the offer in the middle of that number. You might as well determine what the normative number is and ask for that. Also for the more senior employees with a lot of bills calculate how much you need to be paid just to break even. If you have to rent in a different market factor that into the calcuation. Also for jobs that are highly paid my advice is to start with 85% of the top range as your target. Maybe you get it or maybe they give you the middle which still good. Don't ask for the bottom 25% of the range in that situation.

[@Evox402]

Question: When I give them a range from 70k to 100k, won't they always give me the lowest score back? They know that this is the lowest I'd go, so why offer more?

[@Farah_Sharghi]

First you’re assuming your range is their range. Second comp is determined by their range and your interview performance. Not every company wants to pay as low as they can because if you’re a stellar candidate they want to pay you as much as they possible can within what they’re able to pay so you work there and stay

[@semenivanoff8615]

That is why the lowest you're telling should be the expected you really want, and the highest you're telling should be something really desired But it is better not to say any numbers on phone screening at all. Say that you will decide after getting all the aspects of technical and managerial part of work.

[@wysiwyg88888]

When they ask I always answer with 'what are you offering?'. I don't want to go to low or high. And they tell me.

[@MobileComputing]

Question: Big tech outside the US often pays double the local salary for the same role. How do I justify proposing a range that doubles my current salary?

[@Farah_Sharghi]

They likely won’t ask you for your range, so use the techniques I gave you so they can give you the range

[@-Jason-L]

Dont tell them what you currently make.

[@mattstroker3742]

I would default to a smiling "the highest salary scale that's available since I'm the best personell you've got. Of course. But I wouldn't do that over the phone unless there's a good rapport with the person asking since I need to be able to gage what his reflex is while I'm saying it. Mind you: reflexes, not his response. His reflexes show his true response but will likely only show for a fraction of a second. That will determine my immediate follow up.

[@rayl1977]

Fundamental problem: the laddering clearly shows that managers (should be paid as support role) are valued more than the specialists who truly ARE the value of the company. Until that is inverted, all else is founded in arbitrary bs aimed at unfairly enriching upper management.

[@Farah_Sharghi]

Thank you for sharing your perspective on the value of specialists versus managers. It's a complex issue, and I understand your frustration. In many organizations, managers are compensated for their roles in coordinating teams, making strategic decisions, and ensuring that projects align with company goals. However, it's crucial to recognize that specialists are indeed the backbone of a company's value creation. They bring expertise and innovation that drive success. The discrepancy in pay often stems from traditional corporate structures that prioritize management roles. For meaningful change, companies need to reassess how they value and compensate all roles, ensuring that specialists are recognized and rewarded appropriately for their contributions.

[@xantiom]

Without administrators, you don't have a team. Without CEO you don't have a company. A bunch of rowers without a captain, you can twirl in the same place without moving an inch to anywhere.

[@rayl1977]

@@xantiom I appreciate your sincerity, but without highly qualified specialists actually implementing and maintaining in the real world you don't have a business, just a pipe dream. Strange how managers were elevated to much more than mere assistants to this process.

[@powergi3996]

Beginning of the video: a company is not trying to trick you by this question, and this question is really to your benefit. End of video: deflect the question.. lolll

[@Farah_Sharghi]

Thank you for watching the video and sharing your thoughts. I understand how the message might seem a bit contradictory. Let me clarify: At the start, I wanted to emphasize that the question about salary expectations isn't meant to trick candidates. It's a standard part of the hiring process that helps both parties align on compensation expectations. However, as the video progresses, I discuss strategies like deflecting or redirecting the question. This isn't about avoiding the question but rather about ensuring you have enough information to provide an informed response. By redirecting, you can learn more about the role and the company's pay structure, which can help you set realistic expectations and negotiate effectively. It's about being strategic and making sure you have all the details before committing to a number. I hope this clears up any confusion. Thanks again for your feedback!

[@dashahurskaya8053]

The salaries should be advertised in the job offer and there should be no band. Everyone who has similar experience has to be paid the same. Women are often less likely to engage in pay negotiations and call out a higher number. And yet women should not be compensated less for their work just because they have character traits that stop them from getting a higher salary. It’s all about work done.

[@FatherGapon-gw6yo]

If you have to ask, you can’t afford me.

[@Farah_Sharghi]

Not necessarily, the want to know if your expectations are in alignment with what they can offer. If they can't afford you, great! Save yourself time and find a company who can :D

[@FatherGapon-gw6yo]

Its always a shame when companies do this and underpay-in the end it costs them more when the employee lateral moves for a raise.

[@deadcell8081]

What about a zj?

[@ckennedy1973]

Some company job postings require a salary to be filled in.

[@ozan4702]

The ideal salary isnt the average salary you find on the internet. If every employer is moving forward with the hiring process after hearing your expectation, you are underselling yourself. the ideal salary is the salary 60%-70% of the employers reject you because they think its too much for them, its best to determine that salary by negotiating as many employers as possible find that sweet spot, dont worry about getting rejected because of your expectation, its a good sign that you are not underselling yourself, so just say a single number and charge them high decrease it for the next employers if almost none of them accepts it until you get 60%-70% rejection. Dont ask their budget to let them set your value, find your value based on the market reaction to the price you state.

[@D.M.S.]

In my experience, they have a number in their heads. A number that is impossible for you to know because they do not read the websites and advisors that claim to know it. They don't care because they don't have to care. They ask you. If you are above, you're out - forever! If you are below, you're out as well, because you sell yourself short and with that you will sell the company short. If you're close to that number, it is probably way less that you're actual market value. But they don't know, because they don't care. You need luck in a situation in which you gain nothing by winning.

[@Farah_Sharghi]

It’s not in their heads, it’s about how much they can pay you based on their profits and allocation of money per position based on pay bands for the role. There’s no luck involved. If you perform, in your interview, at level within the band then that sets their offer.

[@simmatn7932]

Hi @@Farah_Sharghi, why don't most companies simply say, "so the pay band for this level is between $XYZ and $ABC. Are you willing to continue with the interview process given this range?" This achieves the same result as those states with pay transparency laws.

[@Nathan-xr4gv]

@@Farah_Sharghi If the pay band isn't made public then it's in their "head". Meaning they already know exactly how much they can pay you. This isn't some mystery number. The only reason not to show this number is so they can undercut you on pay. No other logical reason for this practice. You give them a range and they will pick the lower number every single time.

[@UsSpiritual]

Simply ask the recruiter what is the payment band for this role and you are happy with the middle of this band.

[@pnar3592]

It is sad that many jobs are still published without salary range. Loss of time for both sides. Dont like if HR tries to lower it for their own department saving. Just give the range that is budgeted, and then you will not lose your employee within 3 years for higher salary.

[@magicflyinggekko8587]

If that would be true they would put the range for the position in the post. That's why it is law in some states like CA At the end, it is to low ball.... if the person says he'd be ok with below band he'll be offered the band minimum and not necessarily based on what his skill level is

[@charliedallachie3539]

What do you do if you’re unemployed and just need a job. I usually ask for the pay range first when I’m asked this question, but not all recruiters disclose it. If I go off my last salary…feel sometimes I’m rejected because it’s too high.

[@g.v.m7935]

For me I just make a demand for what I want. Alot of the times they agree with my salary demand, even when they find it too high. When they decline I have so many offers in queue there is definitely one that will match.

[@Trollkilla-c1l]

I rather disagree. It's part of the game. The employer wants to minimize costs and the employee wants to maximize salary. You have to find the sweet spot. That's why I ask for 20% more than the expected or budgeted salary. The employer then negotiates and I get what I want. It's a win-win strategy.

[@lodevijk]

Amazing presentation, the explanations are so clear and easy to understand.

[@Farah_Sharghi]

Thanks! Glad you like the video

[@imm3953]

This could be easily done by stating the salary or salary range to the candidate and then following up with “Is that something that works with you (the candidate)?”. If it is asked first, it is entirely a tactic for lowballing. Why do they give us job qualifications up front and not just ask us what qualifications we bring?

[@nilankawijewardana]

In my experience, Recruiters ask about salary expectations to recruit good resources for cheap Otherwise they could simply say the budget or the range, I have asked in one case, whether they can share the range, and they actually shared the range

[@Farah_Sharghi]

Recruiters don’t determine compensation or ranges, that’s the job of HR and finance. Some spend millions of dollars to gather this information from companies like Radford and Culpepper.

[@misstaty127]

Off topic but I love your shirt!! What company did you buy it from?

[@Farah_Sharghi]

Thanks! It’s Uniqlo, from the U line, in Navy: www.uniqlo.com/us/en/products/E424873-000/00?colorDisplayCode=69&sizeDisplayCode=003

[@crazytrain86]

No. If they were concerned with aligning expectations they would tell you up front what the salary is. Plain and simple. Everyone knows the expectations

[@rodrigo6459]

When I get this question asked I normally reply with “what’s the salary you guys are willing to pay?, so I can see if what you are offering is good enough or not, so I can have a chance to discuss a good payment for the responsibilities I will have inside the company”

[@egor17992]

Thank you for the explanation. However, I handled trickier situations. And this is about relocation to the other country. The cost of living is different, and the salary question is even more tricky. But I had the next approach. Please tell me if this fine: I consider my current salary in an initial country as a base. Then, calculate a ratio of cost living (the most part is an apartment rent payment) and calculate the equivalent salary in a new country. Then, add 30%. Otherwise why I need to relocate. But the trick was that I got very high values. I had an opportunity in London, but I calculated about 6000 GBP per month. Of course, this was out of range. Does it mean that in my case, London is a bad place to live? Or I did something wrong?

[@newmonengineering]

Everytime I apply, they ask what I currently make. When I tell them, they tell me that number is outside their budget.

[@valiblaj]

I've tried asking for the salary range and they smiled and said nothing. Then awkward silence, then they asked me again. So I had to tell them a number.

[@Farah_Sharghi]

Ok this is good! Because now you know that they’re hiding something from you. If it’s a decent sized company, like more than 30-50 people then they know how much they’re willing to pay. If it were me I’d go through the interview process and you need to pickup on cues of what the work and culture will be like if you work for them. Once they give you an offer then you can negotiate over email. Be sure to ask good questions during the interview process to really uncover what you need to know because you’re interviewing them just as much as they are interviewing you. Good luck!

[@baylorhudson4926]

So much details for making the video. Say what should be the answers

[@duskshadow25]

California has law that employer has to post their salary pay for a particular job post. I it side if California, they need this law too where employers have to post their pay for every job post.

[@borisgrechanichenko]

Personally, I don't even consider the job offers without any information about the potential salary. They are just a waste of my time imo.

[@itlearner1175]

I am a Software Consultant mainly focus on code modernization by migrating from legacy systems to the more modern ones with respect to the digital transformation.I have over 16 years of experience. What would the hourly rate in San Francisco for such position if I may ask please?

[@WarpedTrekker]

Companies set a budget to ensure that their CEO's, Senior Management, and the shareholders profit the most. They do not care to pay employees appropriately. Companies are making billions of dollars of revenue, and still won't pay six figures.

[@Verbatim.]

Why not just list what the range is and save everyone a lot of time???

[@Klavdyn]

Lets say you low balled the initial salary expectations and after interviews and deeper research into the area realized that it should be waaaaaay higher. What is a fair way to realign those expectations if the offer is made?

[@Farah_Sharghi]

If it's a company that's mid to larger in size they cannot go below the low end of the pay range for the position because it wouldn't be equitable to the other people who have that job. This is where HR comes into play. They ensure that offers are equitable based on experience level and your interview performance

[@bito2437]

Enjoy your suggestions

[@alikhatibi4397]

Is it okay to write down or say "open" to salary expectations question?

[@jonathanniels]

That’s the moment to highball it

[@osmanbawany]

What if the recruiter gives you a small salary range and says it's non negotiable? When you ask that is it negotiable or not?

[@dtmdota6181]

The truth is both hr and applicant do not know what is the market rate. So instead the hr survey what the market rate is, they make each applicant ( each shop) coming and make an offer. This make the company has benefit because they have average offer data.

[@Farah_Sharghi]

Companies pay millions of dollars for compensation data from companies like Aon radford, culpepper, korn ferry, towers Watson. Its not he surveys

[@dtmdota6181]

@@Farah_Sharghi well, i guess my statement only applies to small companies.

[@joshnlevinson]

Why wouldn’t they just tell you what range they’re intending to pay for that position and avoid all the guessing games and time wasting?

[@ZeroAlpha1173]

I disagree every time I have given a salary range they have always given the lowest number.

[@ValdemarDeMatos]

That’s usually the case. If one has to answer that question it’s better to put what you want as the lowest range. So if you’re aiming 100k, don’t say from 80k to 120k, because you’ll probably get 80k. Instead say: from 100k to 140k.

[@Farah_Sharghi]

I understand your concern about providing a salary range and receiving the lowest offer. In my video, I emphasize that salary expectations can be a strategic conversation. While some companies may offer the lowest end of your range, it's important to research and present a range that reflects your qualifications and market standards. This gives you leverage in negotiations. If you find that consistently providing a range leads to lower offers, consider adjusting your approach. You might want to set a higher range or redirect the conversation to learn more about the company's compensation structure before giving a number.

[@ValdemarDeMatos]

@@Farah_Sharghi I guess it might depend on the company or the corporate culture. In my experience, when the recruiter listens to a range from you, and the minimum fits their budget, they immediately close the salary conversation: "okay, got it, thanks, we hear you." and move the interview to other matters. And they assume it as a decided topic. Later you’ll receive the contract draft where this minimum range is declared as your salary. It’s very difficult to bring that topic again to consideration, and even more when they are already sending you the contact…

[@Sam-di4wq]

What about when they ask you.. how much do you make currently? Should we tell or not?

[@Farah_Sharghi]

In the US in some states its illegal for them to ask that question, so use my techniques to redirect and if they insist give a wide range. Follow the advice in the video

[@jayareperiod7101]

I always ask what their range is and then tell them if I'm of withvthay range or not. I never give a number. Same goes for when they ask what my current salary is.

[@FollowtheMoney-sh8bt]

When they post a salary range, I expect them to pay a candidate within the range. To ask such a question in this scenario is a waste of everyone's time. It just goes against you when you have 1 or 2 other people who fit the position like you so they can reduce their head count budget by selecting the cheapest one. I've also seen employers ask such a question, knowing that there was no range of salary for a position and it was non-negotiable anyway. For every 100 HR specialists, there are 99, which should not have been hired for their positions. So your advice won't work 99% of the time.

[@prico3358]

What i hate is when you have that question on a Foot locker/walmart/kfc job aplication. I leave it blank because my brain crashes. 😂

[@thatswhaticallmusic252]

American express advertised upto 220K and while speaking the recruiter says max 200K. I caught him there and told him I can't trust Anerican express anymore and won't want to be further duped after / during joining. Such a pathetic drama these days. Let me know if you need the name of the recruiter. Beware of amex

[@apexherbert]

About the state one lives in, what if it was remote maybe Ghana. Is it based on the location that the salary would decrease though as in the base pay?

[@Farah_Sharghi]

You need to ask the company how they determine comp based on the location of the role

[@JamesSmith-ey7vc]

How do I get this pay band info from my company?

[@Farah_Sharghi]

Chat with your HR rep

[@PanjahBill]

Thanks for the tips! What if the recruiter replies he does not know the pay range or is deflecting to answer this themselves? Is that a trick to lower the offer they make to you later or simply a red flag that the recruiter for this job actually doesn't know the range?

[@Farah_Sharghi]

No business is going to hire someone without having money set aside to hire because that’s irresponsible. So yes it could be a way of low balling you so keep deflecting and if they insist give a wide range & gauge their reaction

[@PanjahBill]

​@@Farah_SharghiThanks! I like the way you put it, honest and direct!

[@MaydayAggro]

How is an app that requires a work email anonymous?

[@saggitt]

Great content, wish your channel the best!

[@Farah_Sharghi]

Thank you so much! Very kind of you to say :)

[@Guitar4life99]

My answer is, as was advertised, because I wouldn't be applying if I wasn't happy with what I'm signing up for 😂😂 this question is stupid in most examples. It is potentially applicable in niche scenarios and for high ranking positions where negotiating will almost always come into play... but these days it seems like it's just a copy pasta situation where interviewers and recruiters feeling like they are doing a good job by asking this question, and just doing it for doing it's sake is completely ridiculous.

[@morisn]

8:30 - I don't know if recruiters will ask this question as i haven't even gotten that far in months of job search but for sure the application forms you have to complete most of the time ask this question and guess what, it's a number. In very few occasions i see that the field allows you to enter freeefrom text. Nice video but not that useful to me.

[@davepubliday6410]

The only honest answer would be, “the most you are willing to pay me”. Anything else is kind of game playing.

[@nztitirangi]

mannif this is how google staff talk then I'm not intereated at any level. TLDR!