3 ms·
The reality (based on my current interviewing) is open roles already have this range, and it is relatively wide. But by not disclosing they can get you lower. S
by cloverich 5y ago
The reality (based on my current interviewing) is open roles already have this range, and it is relatively wide. But by not disclosing they can get you lower. Say range is 170-220, you are coming from 170; they offer you 170 and you negotiate 180. You feel good and got a bump, but employer could have gone higher.
But not all employers are offering the same range. I ask up front now and select the higher paying ranges to start, then ideally you get an offer from multiple of them at the same time, and you know how high you can push it. By simply going back and forth between them they negotiate for you. Obviously that is a luxury, but by merely knowing the range, even if wide, you greatly increase your ability to land a higher paying job.
- ajsnigrutin 5y agoIf they post 170-220 they can afford 220, and everybody will be hitting the upper margin of that.... this means that they'll advertise 140-190, you'll get 180, and be happy, even though they had a budget for 220, if they couldn't get you to do it for 180.
- cloverich 5y agoEveryone won't hit the upper margin of that; only those that are either exceptionally strong, experienced, or landing offers at multiple companies will. More generally though, the trick is to research and interview at multiple companies, and get the salary range established early (first call). Companies compete on talent heavily right now, so you can push the ranges by simply talking (not even interviewing) to enough companies, asking ranges, and selecting out the lower ones.