What Recruiters Don’t Tell You About Salary Expectations

When I was leading talent teams at WeWork, salary bandings were always a work in progress.

What was approved one week looked different the next.

The thing is, nobody outside of HR knew any of that. Candidates were walking into negotiations without the full picture, and it was costing them.

I wrote about this on LinkedIn this week and the number of HR leaders who reached out to say the same thing was telling. 

So here is everything I wished I could have shared then.

1. Understand how they structure compensation before you give any number

Before you say anything about what you expect, get clarity on how the company structures its packages. Every organisation does it differently.

First, understand how the company actually structures compensation. Some have a base salary plus bonus. Some quote a total compensation figure that includes allowances, benefits, and variable pay. Some have rigid salary bands. Some have room to negotiate. Some have sign-on bonuses. 

Others quote a “total compensation” number that sounds high until you realise half of it is variable.

Ask early: What does the budget look like for this role? How is the package structured? What does total compensation include?

The more information you have, the better your positioning. 

2. When they press for salary expectations, deflect with curiosity

If salary expectations come up before you have had a real conversation about the role, you are not obligated to answer directly.

Deflect with genuine curiosity. Try: “I’d love to understand the role and package structure a little more first so I can give a thoughtful answer.”

That is a completely reasonable position. It signals that you are thoughtful and serious, and it buys you the time you need to gather the information that will make your negotiation stronger.

The goal is to have that conversation after you have demonstrated your value, understood their budget, and positioned yourself as the right person for the role.

3. When the time comes, anchor to the new role

When you are ready to name a number, anchor it to the role you are going into and the value you bring to it.

Your last drawn salary is a data point for them. Your job is to make sure it is not the only one.

If they reference what you are currently earning, reframe the conversation:

"I filled that in without a full understanding of the role or current market standards. Now that I have a clearer picture of both, and given the experience and relationships I bring to this position, my revised expectation would be X."

Doing this means you are advocating for your value in the new role, with full transparency.

The goal is never to be pegged to your last drawn salary. Your last salary reflected a different role, a different scope, and a different season of your career. What you are worth now is a separate conversation entirely.

Over To You

What has been the most challenging part of salary conversations for you? Hit reply and let me know. I personally read every response and would love to help. You can also download my salary self-advocacy guide to help you maximise your salary potential! 

Rooting for you,
Angel Kilian
Founder | Career inFocus