Answering the Salary Question
Few questions make candidates more uncomfortable than this one:
“What’s your current compensation, and what are your expectations?”
It’s a fair reaction. No one wants to undervalue themselves or price themselves out of consideration. But avoiding the question rarely helps.
The principle: Salary transparency isn’t about negotiation — it’s about alignment.
Why Recruiters Ask
Good recruiters don’t ask about compensation to trap you or lowball you. They’re trying to answer two questions early:
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Is this opportunity financially viable for both sides?
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If not, can we address the gap now instead of after six weeks of interviews?
I ask about current and expected compensation for a simple reason: I want to know if it’s worth continuing the conversation. My clients expect me to manage that alignment — not surprise them with a deal-breaker at the finish line.
And truthfully, the market drives most of these decisions. No amount of negotiation changes the fact that companies have salary bands, and candidates have expectations shaped by performance, tenure, and value creation.
How to Handle the Question
Be honest, be specific, and be prepared. You should know your numbers — base, target bonus, long-term incentives, and perks — and understand your total package. Then, share your expectations as a range based on market data, not wishful thinking.
It’s perfectly fine to say something like:
“I’m currently earning X base and Y target bonus. I’ve done some research and believe similar roles in this space land around Z total compensation. I’m open to the right opportunity if the scope and growth align.”
That tells the recruiter you’ve done your homework and are grounded in reality.
Why Dodging the Question Hurts You
Some online advice still suggests avoiding the topic altogether — “Let’s discuss fit first and compensation later.”
That sounds clever, but in practice, it slows everything down. Recruiters can’t move you forward without clarity. And withholding information can make it appear that you’re uncertain about your market value or uncomfortable with transparency — both red flags for senior roles.
When There’s a Gap
If your expectations are well above what the client can offer, that’s not failure — that’s useful data. It lets everyone recalibrate before wasting time. In some cases, the gap can be bridged if the opportunity is exceptional; in others, it can’t. Either way, clarity early protects everyone involved.
The Takeaway
Compensation isn’t a trick question — it’s a reality check. The market will decide what a role is worth. The recruiter’s job is to see if your expectations and the company’s budget can coexist.
Being open about your salary isn’t giving away leverage. It’s showing self-awareness, professionalism, and respect for everyone’s time.
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