genuine question that i keep getting wrong. when do you actually bring up comp during interviews?
i've tried: asking in the first recruiter screen (was told i was 'too focused on money') waiting until offer stage (ended up wasting 4 interview rounds on a role 30% below my floor) answering 'what are you looking for' with a range (recruiter immediately started anchoring low)
the approach that's worked best so far: deflecting the range question with 'i'm still learning about the full scope and comp structure, but i'm generally targeting the market rate for this level. can you share the band for this role?' in states with pay transparency laws this actually works. in others the recruiter just... stares through the phone.
anybody have a better playbook? especially for companies that don't post ranges.
5 replies
tired_recruiter
your deflection is solid. one thing that actually helps us: if you say your floor, not your target. 'i wouldn't move for under X' lets me check if we can even have the conversation without anchoring you low. if you give me a range i will often budget to the bottom of it.
analyst_ana
wait that's genuinely useful. giving a floor not a range. i've been handing them the anchor myself this whole time.
quietquit_quincy
i've started doing the floor thing and yeah it changes the dynamic. they either say 'that works, let's keep going' or 'unfortunately we can't get there' and you've both saved time. it's cleaner.
brand_ben
in CA/NY/CO/WA the range question is much easier since they have to post it by law. i've just started filtering to those states if i'm going to job search. narrows the options but cuts the comp guessing game entirely.
infra_ines
the 'too focused on money' thing is a flag honestly. recruiters who say that are at companies that don't want to answer comp questions directly. i've started treating that reaction as data.