Every recruiter worth their salt will ask about your salary expectations when you first start interviewing. Do not give them a number. What to do instead: Ask for the range they’re budgeted for the role.How to say it: “Can you tell me the salary band for this level? Happy to let you know if it’s within my range, and we can discuss specific numbers later when I’ve met the team.”

Negotiation starts earlier than you think

Go into the interview ready not just to answer questions but to ask some of your own. You will use this to negotiate later. Here are a few examples of what you should ask:<ul><li>What’s the biggest priority for the team right now?</li><li>Why is this role open?</li><li>What’s the biggest challenge for someone stepping into this role?</li><li>How does the org structure on the teamwork?</li></ul>

Mine for intel during interviews

Once you’ve been offered the role, the recruiter’s job shifts from evaluating you to closing you. Most experienced recruiters will ask you again to put up a number for your salary. Clever recruiters may even tell you that they “will go to bat for you.”What recruiters say: “If you give me your number, I will make it happen for you.”What they mean: “I’ll get you something lower, but kinda close to what you asked for.”

Don’t give in to the pressure

At FAANG-size companies (i.e. over 5K employees), compensation is heavily formulaic. In fact, there is often a separate team — the “compensation committee” — who sets your salary. They take into account your background, interview performance, and level. They give the recruiter a number to go with.&nbsp;The recruiter then gives you the number, and every time you negotiate they have to go back to that committee to ask for a re-evaluation.

At FAANG, your recruiter may have no say at all

Your initial offer speaks volumes if you know how to interpret the data.

Read between the lines

You may be dealing with the founder directly. It’s very likely there is no range for the role, as smaller companies have much less access to salary data. The goal at the initial offer conversation is to understand three things:<ul><li>The current state of the company (financing, runway, profitability)</li><li>The plan for your role/function</li><li>The value of the equity, considering exit scenarios.</li></ul>

At a startup, the playbook is different 

It can be tempting to think you need to negotiate now that you have data. Nope, not yet. The next step, instead, is to upsell your worth before you come back with any kind of counteroffer. This is especially important if you’re going for a senior role.What to do next: Ask for follow-up meetings with decision-makers. If you’re a Director or higher, you can usually ask to meet with any VP and possibly C-level execs. VPs can often meet with the CEO and even board members. Take your time; this is important if you want your salary to reflect your value. If everyone wants you, you’ll be calling the shots later.

Your job is to win hearts and minds

Did you know that women make only 47 cents in equity for every dollar a man makes? A HUGE reason for that is that many women don’t fully evaluate their offer before negotiating. Ask yourself these questions:&nbsp;<ul><li>Is the offer competitive?&nbsp;</li><li>How does it work? (When do I vest; what is the stock worth?)</li><li>Is it all true? (Is the value of the equity over-inflated?)</li><li>Does it add up? (Consider taxes on bonuses and stock.)</li><li>If you have goaled comp, are the goals realistic?</li></ul>

OK, now get some good data

Getting paid more up-front doesn’t always mean you’ll make the most overall. Plan carefully.Not all offers are made equal — in fact, they are intentionally confusing. At Google, you may get a front-loaded vesting schedule on your stock; at Amazon, sizable cash bonuses the first two years. It seems obvious that you should look at the comp, but that’s not everything.

Comparing offers

It can be awkward to ask for more money, but trust me, everyone expects you to do it. On top of that, it doesn’t help that so much of the advice out there is conflicting.You absolutely do not need multiple offers. Just being able to say you’re speaking to other companies is sufficient — you can quote the expected salaries for other roles if needed.

Time to make an ask

Guest post by Niya Dragova, co-founder of Candor

Stashed ideas

The 10 commandments of salary negotiation

In traditional corporate environments, the salary is often hidden because it’s a game of cat and mouse trying to figure out what salary the candidate is currently on, what they’re expecting, and what the company is willing to pay.But this lack of disclosure hurts workers. Knowing the expected salary upfront lets a candidate understand whether a job will be financially viable for them. It also streamlines conversations later in the hiring process.

Salary transparency

<ul><li>Employers don’t want to publicize how much they pay because it’s going to create resentment among organizational members. In certain labor markets, employers may have to pay higher salaries to attract the best talent, which could cause conflict internally if existing employees.</li><li>When you make compensation public it makes it easier for the competition to poach your employees.</li><li>Many employers also withhold salary information to give them more negotiation leverage with potential candidates as they advance to latter stages in a recruitment process – particularly as more jobs go remote.&nbsp;</li><li>Some companies also fear that if they list a salary band, all applicants will expect to receive the figure at the top end of that range, even if that figure is only reserved for the most qualified candidates.</li></ul>

Why companies don't post salaries in job adverts

Pay is a major factor in whether a candidate takes a job – or even applies in the first place. But for employers, the politics of making salaries public are complicated.

remuneration

Negotiation starts earlier than you think

The 10 commandments of salary negotiation

Salary transparency

Why companies don't post salaries in job adverts