When to Bring Up Salary in Job Interviews

As a recruiter, I prefer to discuss salary early in a screening call. There’s nothing worse than having a great conversation with a strong candidate only to realize in the last few minutes that the role doesn’t align with their financial needs. I know salary can feel like an awkward topic to bring up as a job seeker, which is why I take the lead on it. If the compensation isn’t what you’re looking for, that’s okay! Let the hiring team know because that feedback is valuable. Recently, I had a call with a candidate that ended about five minutes in because the salary wasn’t a match. And you know what? I appreciated the transparency. We both saved time and were able to focus on other opportunities that actually fit. Candidates: Don’t be afraid to be upfront about your financial expectations. And don’t hesitate to walk away from a role that won’t meet your needs. Advocating for yourself isn’t just okay—it’s necessary.

Every recruiter operates differently, but I have one non-negotiable when it comes to recruiting... I discuss salary ranges on every call. If I'm talking to you about a specific role with a client, I'm going to share the salary range in my initial outreach, and I am going to confirm that salary range when we speak. I'll re-confirm after every interview. If we are having a networking conversation and you want me to keep an eye out for opportunities for you, I'm going to ask you about the salary range you're looking for in your next role. There are a few reasons I do this: 1) I don't like making people play the guessing game on whether or not they're the right fit for the role I'm recruiting them for; salary may not be the main driver for everyone, but at the same time, nobody works for free - those are called hobbies, not careers. 2) I expect to build a relationship on the call. It's a necessary part of me being effective as a recruiter. In order to do that, I expect transparency from the people I am speaking with but that also means I have to be transparent. 3) I don't like surprises, so I will address any elephant in the room...and for some people, salary & compensation is a pretty big elephant. That's why I'll initiate the question. 4) Especially in early conversations, I talk ranges instead of specific numbers. Things can change as people learn more about the positions they're interviewing for and that can impact what the amount they'd need to do the job. This also works the other way as companies learn more about candidates during interviews. I don't ask what you're currently making in conversation because: A) it's becoming illegal to do so in more and more states/cities, so it's not worth the risk. B) I look at hiring someone similar to buying a house - what was paid for the house previously is irrelevant, it's more important to focus on what you'd need to pay to get what you want. It doesn't mean there isn't room to negotiate, and it also doesn't mean I'm only presenting candidates at the top end of every range or I'm going to get you the highest dollar amount. It means you're not going to get any BS from me. I'm going to give you the information & insight I have so you can make the best decision for you.

During initial interviews, the topic of salary invariably surfaces. My approach is unconventional: I upfront disclose the role's salary band. Then, I check if this aligns with their financial expectations. No theatrics. No haggling. No "you name your price first" tactics. We find common ground on compensation nearly every time. This is because the salary range is also included in the job posting. Straightforward ideas, significant positive effect on how candidates feel. Companies: This process doesn't need to be so convoluted.