Discussing compensation can feel uncomfortable, but naming the wrong number early in the interview process can limit your earning potential. Master the art of salary negotiation.
Why naming a number early is a mistake
If you name a number that is too low, you leave money on the table. If you name a number that is too high, you might get screened out before you have a chance to demonstrate your value. Ideally, you want the company to share their salary range you have budgeted for this position first.
Deflecting the Question Safely
When asked about salary requirements early on, you can shift the focus to fit and value:
- “I am flexible and open to a competitive offer. Can you share the salary range you have budgeted for this position?”
- “I am focused on finding the right role. Once we agree that I am a good fit, I am sure we can align on compensation.”
How to Calculate Your Market Value
If the recruiter insists on a number, make sure you are prepared with research:
- Use platforms like levels.fyi, Glassdoor, and LinkedIn Salary to check pay bands for your role, location, and experience level.
- Define your target range, making your target salary the bottom of the range (e.g., if you want $110,000, state your range is $110,000 to $125,000).
- Be ready to back up your range by highlighting your technical expertise and industry experience.
Turn this insight into a stronger application.
Use AI Career Guide to build the CV, run the ATS check, generate the cover letter, track the role, and prepare for the interview in one workspace.
