It’s that pivotal moment in the hiring process when everything is on the line. You’ve found a promising candidate. The interviews went well. The team is excited. But then the question comes up:
“What are your salary expectations?”
If you’re not prepared to handle this part of the conversation with clarity and confidence, it can lead to misunderstandings, missed opportunities, or even losing a great hire. At Recruiterie, we work closely with organizations to help them navigate these discussions with insight, strategy, and transparency so they can attract top talent without overextending budgets or sacrificing internal equity.
Here are five tips for how to set the stage for productive conversations and successful offers.
1. Start With Internal Alignment
Before you post a job description, take the time to align internally on salary.
- What is your approved salary range for this role?
- How does that range compare with similar roles inside your organization?
- Is there flexibility based on experience or skillset?
Having clarity on your internal compensation structure helps prevent confusion later. It also ensures that your offer won’t unintentionally disrupt internal equity or team morale.
2. Know the Market
Candidates are increasingly informed about market rates. But beware: More candidates are using AI tools that are giving them an inflated sense of compensation, according to a recent Payscale report. Your offer should accurately reflect what’s competitive for the role, industry, and location.
You can use tools like salary databases (Glassdoor, Payscale, or industry-specific reports) or compensation benchmarks from similar-sized organizations. Another great resource? Recruiters, who live and breathe these numbers every day.
We help clients assess salary data for executive and senior-level roles across sectors, which can be especially valuable for roles with limited public comp data (like C-suite or specialized leadership positions).
3. Ask Questions That Begin a Dialogue
It can be tricky (and even illegal in some states!) to pointedly ask a candidate what their current salary is. Instead, try questions like:
- “What are your compensation expectations for this role?”
- “What would make this opportunity a compelling next step for you?”
Framing it this way opens up space for a real conversation. Rather than just talking numbers, you’re uncovering what matters most to the candidate, from base pay to benefits to flexibility or career growth.
4. Be Transparent and Clear
More than a dozen states have put forward pay transparency legislation that requires employers to disclose salary information to candidates. But no matter where you are, when you’re ready to extend an offer, be upfront about what you’re offering and how it was determined. Candidates appreciate transparency. It shows professionalism and respect, and it builds trust right from the start.
Break down the total compensation clearly, so the candidate knows:
- Base salary
- Bonus or incentive opportunities
- Benefits (healthcare, retirement, PTO, etc.)
- Any long-term incentives or equity, if applicable
Present the full picture, not just the paycheck.
5. Prepare to Flex
Not every candidate will say “yes” to your first offer. That’s okay. But it helps to know in advance where you can be flexible and where you can’t.
Align beforehand with your team to know if you might be able to stretch the salary by 5–10% or potentially offer a signing bonus to close the gap. Or, perhaps you can offer benefits like remote work or additional PTO, which can reduce turnover at companies.
A good recruiter can guide you through this to stay competitive while staying within budget, offering creative solutions that feel like a win-win for both sides.
Why Getting Salary Negotiation Right Matters in Executive Hiring
Salary negotiations are part of the overall candidate journey. How you handle this step says a lot about how you operate as an organization. Even if you can’t meet every request, responding with thoughtfulness, clarity, and empathy goes a long way. When a candidate feels heard and respected, they’re more likely to say yes to your offer—and more likely to stay for the long haul.
With the right prep and the right mindset, negotiating salary can be a collaborative and even positive part of the hiring process. And when you get it right, it sets the stage for a successful working relationship.
At Recruiterie, we help organizations across industries make smart, confident, and competitive offers so you can attract the leadership talent you need to grow. Let’s connect to learn more about our approach to executive search and compensation strategy.
