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I agree with you. I see this advice constantly parroted about, but I just cringe at the amount of work these people go through to avoid naming a number. If you

I agree with you. I see this advice constantly parroted about, but I just cringe at the amount of work these people go through to avoid naming a number. If you want to deflect the first time the question is asked, fine. But if you have to deflect more than once, you won't come off like a professional. A professional knows their value. If you follow all of the rest of the advice, like doing your research, you'll know what you are worth and it shouldn't be a problem naming a fair price. The other point I have is that the first number isn't all that important. Yes, it might anchor the starting point, but you'll be in a stronger negotiating position when the written offer is actually made. I just went through this recently. Yes, their hiring manager asked me what my requirement was for a salary and I gave them a number without any fuss. In their first formal offer, they gave me the number I wanted; however, by that point in the hiring process, it was clear that I was a top candidate, and with other competing offers, I was able to get them to come up another 30%. In the end, I don't think the best approach is to force the company to make the first offer. They aren't going to give their best offer if you force them to make the first move. The only time that strategy might make sense is if your best number is much lower than their worst number; in that case, you did a lousy job in the research phase and need to take a step back.

carc 10y ago
A person with some fixed 'value' X can be worth much higher to one company than some other company. In fact that is extremely common. Value is relative here so I completely disagree with your "a professional knows their value" sentiment.
- designtofly 10y ago
  I don't understand your argument. I never said any value is fixed. Of course a person's value changes from role to role and from company to company. Part of doing your research is understanding the pain points for the company and the value you bring by fixing those pain points. If you disagree with "a professional knows their value," what are you arguing? That "a professional doesn't know their value?"
  - brazzledazzle 10y ago
    I think they're arguing that you can't really be sure how valuable you are to a company since there's a significant amount of information disparity. Given your typical company that doesn't discuss much about internal issues or pain points publicly how do you do that research needed to understand those things?
    - designtofly 10y ago
      Fair point--you have no idea what happens behind closed doors and what the available budgets are. And you never will. Perhaps the hiring manager decided they are willing to pay 2x the market rate because their pain is quite high. But how likely is it, due to your refusal to name a number, that the company is going to reveal the top of their range? So, yes, there is an information disparity. But I still think that refusing to name a number shouldn't be the number one point in all of these discussions and blog posts about salary negotiation. You're right, when there are huge amounts of information disparity, either because a company's pain point is significantly higher than market rates would imply, or because a candidate has a rare and unique skill that cannot be easily found, then all of the entry-level negotiating tactics go out the window. But for fair-market jobs and candidates, I think you should be able to know your value well and refusing to name a number is a waste of time and energy.
      - tedmiston 10y ago
        > But how likely is it, due to your refusal to name a number, that the company is going to reveal the top of their range? Well, in the podcast, he mentions that this one action is part of a larger strategy. The goal of it isn't to get the company to reveal the cap, but to defer the question until you've demonstrated high value to them, see where they start, and try to find their cap from there.
  - tedmiston 10y ago
    > If you disagree with "a professional knows their value," what are you arguing? That "a professional doesn't know their value?" A professional might know their value abstractly or concretely to some companies, but in general value is relative to the company's needs, funding, and priorities. The recruiter has too many data points that you don't have to argue that going in with a fixed number is wise.
ScottBurson 10y ago
> with other competing offers The key phrase here. Always try to get multiple offers! If you can, you're in a much, much stronger position.

carc 10y ago

A person with some fixed 'value' X can be worth much higher to one company than some other company. In fact that is extremely common. Value is relative here so I completely disagree with your "a professional knows their value" sentiment.

designtofly 10y ago
I don't understand your argument. I never said any value is fixed. Of course a person's value changes from role to role and from company to company. Part of doing your research is understanding the pain points for the company and the value you bring by fixing those pain points. If you disagree with "a professional knows their value," what are you arguing? That "a professional doesn't know their value?"
- brazzledazzle 10y ago
  I think they're arguing that you can't really be sure how valuable you are to a company since there's a significant amount of information disparity. Given your typical company that doesn't discuss much about internal issues or pain points publicly how do you do that research needed to understand those things?
  - designtofly 10y ago
    Fair point--you have no idea what happens behind closed doors and what the available budgets are. And you never will. Perhaps the hiring manager decided they are willing to pay 2x the market rate because their pain is quite high. But how likely is it, due to your refusal to name a number, that the company is going to reveal the top of their range? So, yes, there is an information disparity. But I still think that refusing to name a number shouldn't be the number one point in all of these discussions and blog posts about salary negotiation. You're right, when there are huge amounts of information disparity, either because a company's pain point is significantly higher than market rates would imply, or because a candidate has a rare and unique skill that cannot be easily found, then all of the entry-level negotiating tactics go out the window. But for fair-market jobs and candidates, I think you should be able to know your value well and refusing to name a number is a waste of time and energy.
    - tedmiston 10y ago
      > But how likely is it, due to your refusal to name a number, that the company is going to reveal the top of their range? Well, in the podcast, he mentions that this one action is part of a larger strategy. The goal of it isn't to get the company to reveal the cap, but to defer the question until you've demonstrated high value to them, see where they start, and try to find their cap from there.
- tedmiston 10y ago
  > If you disagree with "a professional knows their value," what are you arguing? That "a professional doesn't know their value?" A professional might know their value abstractly or concretely to some companies, but in general value is relative to the company's needs, funding, and priorities. The recruiter has too many data points that you don't have to argue that going in with a fixed number is wise.

ScottBurson 10y ago

> with other competing offers The key phrase here. Always try to get multiple offers! If you can, you're in a much, much stronger position.