Do your best to never share numbers, you always want the company you are interviewing with to provide the first numbers/offer. This will make a huge impact on your ability to negotiate. It is not easy, just stay firm and be kind throughout the process, good luck!
At least so far I've been able to avoid the conflict of flat-out telling them no - flipping the conversation seems to be a fairly solid method. I've had good success / relatively little pushback when I've suggested that they go first given there are so many moving pieces (performance pay / bonus, stock options, vesting schedules, etc) that I'd really struggle to give them a good number. If I ask them to explain the compensation structure and the ranges associated with those various things for the position I'm interviewing for, I've had almost every company I've interviewed with at least provide some kind of number. Having said that, what's your advice once that pays off? Once they tell you their range, do you just say that you're confident you can make that work? Do you tell them you're looking for a number somewhere (obviously on the higher side) within the range?
@@jkmason88 Great question! So, my approach is just to say thank you and provide no additional information. When you hear an initial number or range, you want to think about it, even if it is low, you want to take a little time to level set. If it is far below expectations, obviously this is something you need to consider, but remember, it is much easier to negotiate when they want to hire, when they decide you are the person, you have more leverage to negotiate! I hope this helps.
What if after 5 interviews we have not discussed numbers at all! Recruiter has never mentioned this... I don't know what to make of it specially since it is a company you know really well, please help!
@@Supernolo this is not a bad thing. If they are the first to show the numbers, it gives you power to negotiate. If at any point they ask for a number, remember to set the ANCHOR HIGH!
@@jeffhsipepi Thank you!!! Wish me luck! I have the call with the recruiter in 30 minutes, honestly, I don't know what to make of it, it might go really well or it might just be to tell me " thank you for your participation"...
Hi Jeff, Your videos have been SUPER helpful for me! I have been able to get 3 job offers in past 3 months. And what a timing for this video, I have to have this conversation tomorrow:). Wish me luck:)! Thank you so much for all your videos! They are a genuine help for us!
Hi Jeff! Thank you for sharing, really learned a lot from you since I’ve met with your channel by chance but I never said thank you. I owe you a BIG THANKS! Love to share this amazing channel with the person I love, thank you so much.
This is a treasure trove! Thank you so much for creating such impactful contents. I am thoroughly enjoying and taking notes from your videos and hopefully will be ready for my phone interview coming up next week!!
Every argument of yours is backed with good psychological or even game theory evidence and it's highly relatable based on my personal research and prior interview experience. If I were to watch this video in my early career, it would have stopped me from making simple mistakes such as showing my cards early in the process. It's sad that a lot of people do not engage in negotiation even though such a simple task could mean hundreds of thousands of dollars in the long run. I wish your channel could expand and become more popular. Keep up the good work!
I am currently transitioning from a technical engineer in the semiconductor industry to a field sales engineer role and I am binging your videos. They are so helpful and I wish more people talked about these things, especially when I accepted my first job out of college. Thank you :)
Jeff, I'm SO thankful to find your channel! You now have another faithful subscriber. Unfortunately, (fortunately) I literally JUST got off the phone for my first Google interview with the recruiter. At the very end she asked this question. In fact, she said, the only way to move forward would be for me to send it to her via email. (as we were running out of time) She even allowed me to take a few days to think about it - but, insisted the process can't move forward without a specific dollar amount from me. YIKES! I, respectfully, asked for a range but, she said she can't provide one. What should I do?? Heeeeeeeeelp!!!
Ellis J, they can move forward without a number, this is not a true statement!! In some states they are required to provide the base salary range, but nothing more and stock is big chunk of the total comp. But the Recruiter taking this tactic is extremely unprofessional, please follow up and let us know what happened!!
Your content as always is really good...learnt a lot. But this video really made me smile and laugh (your offer goes up by saying nothing, staying quiet) ...so true!
Hi Jeff, this video is very helpful and genuine. I like the part when you demonstrate what will the conversation actually be like and what mindset should we have as a job candidate. Absolutely loved it. A huge thanks to you!
This is super helpful advice. I love how you've provided a clear script for somewhat uncomfortable discussions. Out of curiosity: do you think this advice would change in a candidate-rich hiring market? I wonder if recruiters/employers could be able to be more selective and screen out candidates for not providing salary expectations when flooded with qualified applicants.
Mr Flatbush my old friend! It's a great question, I think if you can navigate the situation with grace and demonstrate how you are an awesome candidate throughout it is a risk worth taking. So let me throw this back at you. Would you disqualify a candidate that had been really nice throughout the process, but had not provided their salary expectations? Thanks, I hope you are fantastic!!
Hey Jeff, thanks for the video! Actually, the immediate question of the HR after we graciously defer the compensation convo is about the previous job's CTC so that they can assume our expections. How can we not say the current CTC when they insist firmly?
Vijaya, great question. Some candidates in parts of the world (including in parts of the US) are lucky because employers cannot ask them this question, it is illegal! But in the countries where this question can be asked, I would still deflect by saying "I would still like to learn more about the opportunity before talking about compensation, but I will be happy to discuss numbers with you when the time is right." Remember, the most important items are being gracious and kind, it will bring their aggressiveness down and hopefully buy us more time. I hope this helps!
Hi Jeff, thanks for sharing this video. I've recently discovered your channel and you have a lot of helpful content! Follow-up question to this video: if the role lists a salary range, and the recruiter either asks about your salary expectations or if the range posted is up to your expectations, how should you respond? Should you mention the salary range that's posted? Thanks!
@user-eo2bo6my3o, great question! If the salary range is posted and it fits your criteria and they ask about it, I would simply follow up with a different question. Specifically, "well, can you tell me a little bit more about what else you offer from a compensation perspective? For example, an annual bonus, equity, sign on bonus, etc.?" This will do two things, it will give you insight into their full compensation model and not really show that you like the salary range, even if you do. If they come back again and ask about how you feel about the range, I would simply say "I am interested in moving forward in the process and meeting with the team. And if we all decide it is a fit, we can revisit the numbers at that time. And I feel comfortable moving forward right now." So you have reiterated your interest to move forward, but you have not fully committed to anything. I hope this helps!
Hi Jeff! What about when job descriptions post include a salary range. Is it still possible they will pay beyond that? Should anchoring be done on TC or base? I would assume base and the rest of comp comes later?
Hi Jeff, thanks for the great videos and advice! I'm a BIG fan of your videos! In fact, I'm now at the stage of entering the On-sites and I got the salary expectation questions from my recruiter. I read through the comments and saw you mentioned you're leaning towards anchoring high first. I wonder if it's risky to anchor high before the On-sites. I'm afraid of being eliminated after providing a high aim. Thank you!
Islandwalker's Gaming Recap, don't anchor until the offer stage, deflect, deflect, deflect, no numbers until they want to hire you, it makes everything easier, good luck!
Sun Shine, in most cases yes! I have worked with negotiation clients in India for Google where we have been able to avoid providing those numbers, but in India, it is difficult not to share those numbers. But when trying to get into Big Tech, sometimes you can negotiate without sharing!
@@jeffhsipepi Hey Jeff, I got lucky today. I was so nervous regarding salary expectations. Haha. I haven't done your method before. I have been that dope who has always excepted what was given to me or happy with what I asked for. I never thought about countering. So, I am thankful for your video. UPDATE I had my recruiter interview today. At the top of the interview, she stated that she will not be sharing salary expectations as it was too soon. Also, she shared all the pertinent info that we would ask at the end of the interview like levels, interview process, rounds, expectations, etc. Thanks for your assistance and response.
Hey Jeff, wondering if you could shed lights on leveling and comps for non engineering roles such as finance and Product manager? May I also suggest as future content if you can bring in Googlers in these roles and talk about their recruiting stories? I have seen some PM content out there but finance at google (and big Tech actually) is really few and far between. Thank you.
tq - Leveling and compensation for non-tech roles is a big category as the comp swings greatly depending on role, level, and location. I can tell you that Finance gets paid similar to other non tech roles, but Product Managers get paid more like Engineers. Watch this video - th-cam.com/video/1g9PbyGGIRI/w-d-xo.html and use this website as your guide - www.levels.fyi
Hi Jeff, thank you for your awesome videos. I think im a lil bit late to watch this one 😅. I'm currently on process with Google but I mentioned my number with the recruiter. What should I do? Thanks!
Jeannette, while it is never ideal, you can always back track and say, unfortunately, I do need to reset my expectations (soft tone) after doing some additional research and speaking with current and former Googlers. Let us know how it goes!
Hi Jeff, Thanks for the video !! In some cases, the interviewer wants to know the range, in that case what should I ask, the range which I am going to tell them should be at max of the market salary for the position or the average range. Please guide me which could be the best approach?
@johnsonraju9054, great question! It is always okay to go back and reset expectations. You can say something like "After learning more about the role and responsibilities, I need to reset my expectations." The reality is, this happens, just really watch the pitch and tone of your point of contact, see how they react to that statement and adjust accordingly. Let us know how it goes!
@pickle32, just because they go first, does not mean you cannot negotiate, unless they explicitly told you that without expectations your offer would not be negotiable?
@bayou__, yes and if you are interested in only being paid for results, this is a great business model to utilize as an Entrepreneur or a results only Consultant.
@Jeff H Sipe, any considerations when asking for current salary? Particularly when one is undercompensated currently and the new position could represent a significant jump?
Luis, yah, this is kind of tricky because depending on where you are located, they can ask for it. But my recommendation is to not share and see what they offer, keep pushing back in a friendly and kind way!
@@jeffhsipepi Thanks, Jeff! Hoping that all my prep yields fruit tomorrow so that we can have a coaching session later this week. Really appreciate your content and your response!
Jeff, this is really helpful to me as I am in the job market for the new opportunity. Should I follow this approach you mentioned in the video, when sourcers from HR consulting firm approach to me and say 'hey, I really need to know your expectation to find the roles that fit your needs'? Thank you!
Nicky, it is important to share expectations if you are working with an agency that is trying to find you a job, but not when you are interviewing directly with an employer, I hope that helps!
Hi Jeff, Can't thank you enough for the great suggestions! I have a very special case here don't know if I could bother you to have a look... There is a person with a good period of working experience but the salary is very underpaid (salary range 18k, the regular range of this position should be 25k-35k), recently the person received a great opportunity from a better company with a higher title (salary range 45-60k). This person received positive feedback from the hiring manager and the manager believes that the person could be a good fit. Now the only problem is what should he do to get the salary that matches the new title? What should be the negotiating strategy for this person? Thank you for your time reading this comment!
Alan, it really depends on the size of company, with a small company you still want to anchor high, but understand they might have tighter salary bands. Please feel free to come back to me with additional follow up questions.
@@jeffhsipepi Hello Jeff, thank you so much for your reply! The two companies are all big multinational companies, Amazon & Tik Tok. The job content between the current position & new position is similar but the new position offers a wilder responsibility scope and higher title. Hope the information could be helpful. :)
What about companies that steer you through an application that asks for that number up front? I've found most accept text and have just assumed typing "negotiable" was my best bet there?
hi jeff, thanks for all the useful content. ive made a mistake of putting my salary expectations out there (prior to watching your video) and now i see that the firm is potentially able to provide 5-10% more than my ask. how then, should i re-negotiate? or is it a gone case in your perspective? thanks
Ethan, great question!! You obviously have more data now, and you need to speak to that data. The language goes something like this... "After having the chance to do more research, I was unfortunately a little conservative with my numbers and I need to reset my expectations to X." And then say nothing, and see how they respond. But I definitely don't want you to just sit on that initial number, if we think we can get more, we need to try. I hope that helps!
That moment you go through weeks of interviews and preparation and the company's offer is so far below your expectations you realized you wasted your time.
Hi Jeff! Great video! Question, in not giving up power, a strat i employ that you also mention is to ask them if they have a budget they're working with or what their range is? You say they typically WON'T answer that, however, i'm finding more and more that they are willing to answer that, so my question is, what if they do give you a range in an early round, but it's low/er than expected? Do you mention how off you are now knowing that may scare them, or just say thanks and move, but knowing that may have them thinking that range is acceptable which will lead to issues later? Thanks for any advice in advance!
Eric, yes, you definitely want to ask them and if companies are providing you with data that is awesome. If the range is off, just mentally note it and as you go through the process and focus more on the overall company, position, and upward mobility. If you love everything else and the compensation is a little low to start, you might end up making more over time because the job has purpose/passion for you. Secondly, there is always a chance that a role turns into a higher level or something bigger because they really like you, something else to consider. Lastly, if it does seem off, you can take that strategy to mention it to them, but you truly have the power when they want to make you the offer, so that is usually when I wait to discuss things. I don't want you to waste your time, but if it's close to what you want, companies will usually move up the comp if needed, I hope this helps!
@@jeffhsipepi Thanks Jeff, very helpful, since you're quick to respond and insightful, I have a follow up question: let's say you make it to the end, get an offer and it's a really good offer, let's say it's even better than expectations, should you ALWAYS negotiate/counter an offer, even if it's ostensibly a good one? Do offers intentionally allow wiggle room?
@@ericolivencia another great question. Yes, you should always negotiate. Is there always wiggle room, yes, most of the time there is, even though they will not always wiggle. When it's a good offer, I like to say something like, "Sue, it is a good offer and we are really close, if you can get the total comp up by 10K a year I will sign the offer." Now obviously this depends on a lot of factors, but always try to get a little more. Be gracious and kind, this is a key to success!
A lot of application forms are now asking this question and making it mandatory. Any suggestions? Recently I was asked this and made it a whole $1 for exactly your reasoning, but am worried that it comes across as defensive. Any differing recommendations?
SezShares, great question! I 100% agree with your approach, you can put $1 in as place holder and then follow up with your point of contact to let them know you will be happy to discuss compensation when you learn more about the position, team, and company. This way you are being proactive about how you responded and they are prepared to see it. Good luck!
Hi Jeff, how to go about mentioning any existing offers and compensation? If the current offers are giving a good number, do you think it is wise to mention it before the first offer? Or if the first offer is lower, then only mention the existing other offers.
P Agrawal, I really like when candidates provide me with all the information. At a minimum, I want to know you have other offers coming your way. But yes, you do not need to present them unless they help you.
Solid, Jeff. I'm curious on the last part (high anchor). A few companies usually know if they are the current paymasters by a good margin (let's say 25%). You've talked about the need for candidates to call their bluff. What about the other way round? Wouldn't setting a high anchor (~20% more than the top of the line research) work against our case here?
Aman, so setting the anchor high always comes after you said you are open and negotiable. So you can state, this is my target compensation, but as I mentioned, I am excited about the role and open and negotiable for the right opportunity. So you are saying you are willing to negotiate, but you have still set the anchor high. It is much more difficult to bring the number up than to bring the number down. I hope this helps!!
@@jeffhsipepi That pretty much answers it. I'm glad you took the time. Thank you. Btw, I've shared your channel across my circles. It's a goldmine of information. More power to you, Jeff.
@@jeffhsipepi Hi Jeff - First, thank you for putting out such great content, it has been incredibly helpful (all of it). I was actually looking for this specific comment - when you say it is "more difficult to bring the number up than to bring the number down," wouldn't that mean its advantageous for the candidate to set a high initial anchor first? It seems like it would be easier for the employer to negotiate down from your high anchor than it would be for the employee to try to get the employer to come up from a low first offer. What are your thoughts?
@@DerekJamieson1 yes! Since producing this video I have been pushing more towards anchoring first. But if they come in first, you have not anchored yet, so either strategy works, but yes, I like leading now when possible.
@Gigi-hq5rk, great question! When I think of the salary expectations, I am really thinking in regards to total compensation. Most positions will have a base salary range, but oftentimes there is a bonus, potentially equity, sign on bonus, etc. So we want to think about total comp when viewing this video. Also, I am rarely seeing that companies are willing to pay at the top of the range posted in these jobs, so that is just one other item to keep in mind. I hope this helps!
@@jeffhsipepi Yes it does! Thank you Jeff just I used your tips yesterday for an interview with a start-up and am progressing to the next round next wk!
Hey Jeff - for a company like Google where bands are available on Levels.Fyi do you think it's better to let them throw an initial offer first and counter offer, or to state your expectation as the highest end of the band + 10-20% and let them bring it down?
FeeldaFia, when I first produced this video I used to think waiting was better, now I am leaning towards anchoring high first. But I think both of these strategies do work well!
Hey Jeff, again, great video. I have received scheduling proposal for a final interview and the recruiter asked me to email him my salary expectation. Is it ok according to you not to submit any number? I’m surprised they’d ask by email.
Anika, can you clarify what you mean by giving the salary expectation with research? Meaning, you tell them you researched? You can always tell them this item. This should not lower your chances of an offer!
Usually what I do is say " I would first need more information on the job requirements and responsibilities needed for the role, in order to make a well informed decision that will work for both the company and me. I look forward to interview with you"
Hey Jeff, Google Recruiter asked me recently about my salary expectation over an email. And, gave them my range. I have an Interview coming up in a few days. Is there anything I can do now to nullify me telling them my expectation? Thank You and best Regards
Dhruv, yes, when you get to the negotiation process, it is okay to state that based on research, you needed to reset expectations, it is not ideal, but recommended, good luck!
Ece, great question! Often times Intern salaries are not negotiable. It is definitely a question you will want to ask during the process, but yes, this can be a different scenario. Thanks!
SIR WHAT WOULd be the best answer for this question if I did the research I've check glassdoor/indeed jbsite and for a specific job there's no salary posted ? and ii encounter n a online application wherein there's a question for salary expectation ? pls help me sir thank you
Dell, great question! Leave it blank, if it is a mandatory field, put "open and negotiable." You are not required to give them compensation details at any point no matter how much they push. As long as you are kind about it, most of the time you can let them provide numbers for you first. Good luck!
Is it okay to tell them that for I know I don't know what's the salary range but I'll always do my job to a standard. How will I answer that sir .. thank you
Victor, great question, I have gone back and forth, but I really don't think it matters who goes first as long as you anchor high. But do not set the anchor until after they have decided they want to hire you.
@@jeffhsipepi ha! pretty sure you're being sarcastic, but here's her video about it, basically saying sharing the expectations early controls the conversation, relevant bit around 6:00 th-cam.com/video/Hop9eEU74fU/w-d-xo.html
@@alexf0101 I was not being sarcastic, I am aware of who Amy Miller is, but not her messaging. I would strongly argue you have more leverage when a company has decided to hire you than sharing early on. And at the end of the process we have more information on level, location, etc. I hope this helps!
Do your best to never share numbers, you always want the company you are interviewing with to provide the first numbers/offer. This will make a huge impact on your ability to negotiate. It is not easy, just stay firm and be kind throughout the process, good luck!
At least so far I've been able to avoid the conflict of flat-out telling them no - flipping the conversation seems to be a fairly solid method.
I've had good success / relatively little pushback when I've suggested that they go first given there are so many moving pieces (performance pay / bonus, stock options, vesting schedules, etc) that I'd really struggle to give them a good number. If I ask them to explain the compensation structure and the ranges associated with those various things for the position I'm interviewing for, I've had almost every company I've interviewed with at least provide some kind of number.
Having said that, what's your advice once that pays off? Once they tell you their range, do you just say that you're confident you can make that work? Do you tell them you're looking for a number somewhere (obviously on the higher side) within the range?
@@jkmason88 Great question! So, my approach is just to say thank you and provide no additional information. When you hear an initial number or range, you want to think about it, even if it is low, you want to take a little time to level set. If it is far below expectations, obviously this is something you need to consider, but remember, it is much easier to negotiate when they want to hire, when they decide you are the person, you have more leverage to negotiate! I hope this helps.
What if after 5 interviews we have not discussed numbers at all! Recruiter has never mentioned this... I don't know what to make of it specially since it is a company you know really well, please help!
@@Supernolo this is not a bad thing. If they are the first to show the numbers, it gives you power to negotiate. If at any point they ask for a number, remember to set the ANCHOR HIGH!
@@jeffhsipepi Thank you!!! Wish me luck! I have the call with the recruiter in 30 minutes, honestly, I don't know what to make of it, it might go really well or it might just be to tell me " thank you for your participation"...
Hi Jeff - Your contents are really helpful and amazing as always. Keep up the good work. Wishes!
@poojasikdar3583, thank you! I am so glad you found this video helpful!
Hi Jeff, Your videos have been SUPER helpful for me! I have been able to get 3 job offers in past 3 months. And what a timing for this video, I have to have this conversation tomorrow:). Wish me luck:)!
Thank you so much for all your videos! They are a genuine help for us!
Swati, good luck!!
@@jeffhsipepi It went well. Many thanks for your coaching videos!
Hi Jeff! Thank you for sharing, really learned a lot from you since I’ve met with your channel by chance but I never said thank you. I owe you a BIG THANKS! Love to share this amazing channel with the person I love, thank you so much.
Yka, thank you so much for this kind comment!! 😬
This is a treasure trove! Thank you so much for creating such impactful contents. I am thoroughly enjoying and taking notes from your videos and hopefully will be ready for my phone interview coming up next week!!
Nazia, good luck!!
Every argument of yours is backed with good psychological or even game theory evidence and it's highly relatable based on my personal research and prior interview experience. If I were to watch this video in my early career, it would have stopped me from making simple mistakes such as showing my cards early in the process.
It's sad that a lot of people do not engage in negotiation even though such a simple task could mean hundreds of thousands of dollars in the long run. I wish your channel could expand and become more popular. Keep up the good work!
Tiancheng, thank you so much for the positive feedback, I WISH I KNEW THIS INFO SOONER TOO!!! 😞
I am currently transitioning from a technical engineer in the semiconductor industry to a field sales engineer role and I am binging your videos. They are so helpful and I wish more people talked about these things, especially when I accepted my first job out of college. Thank you :)
Aracely Isabel, I am so happy you found this video helpful!
Jeff, I'm SO thankful to find your channel! You now have another faithful subscriber. Unfortunately, (fortunately) I literally JUST got off the phone for my first Google interview with the recruiter. At the very end she asked this question. In fact, she said, the only way to move forward would be for me to send it to her via email. (as we were running out of time) She even allowed me to take a few days to think about it - but, insisted the process can't move forward without a specific dollar amount from me. YIKES! I, respectfully, asked for a range but, she said she can't provide one. What should I do?? Heeeeeeeeelp!!!
Ellis J, they can move forward without a number, this is not a true statement!! In some states they are required to provide the base salary range, but nothing more and stock is big chunk of the total comp. But the Recruiter taking this tactic is extremely unprofessional, please follow up and let us know what happened!!
How did it go? Did you get an offer ?
The awesomest coach on this platform. Looking forward to have more coaching sessions with Jeff!
Sevinity, thank you so much!!
Your content as always is really good...learnt a lot. But this video really made me smile and laugh (your offer goes up by saying nothing, staying quiet) ...so true!
Vinod, it is funny, less is more can work and always remember, if you are forced to give a number, set the anchor high!
Brilliant!
This is the Master Script! Thank you! 🙏
@mcorrive12, I am so glad you found this video helpful, thanks for watching!
Hey Jeff, Thanks. for the excellent advice!!, very helpful.
Wilfredo, glad you found this video helpful!
I am back here again Mr Jeff, thank you for the amazing stuff you are providing here on TH-cam soon we will be celebrating you getting 10 K
Ahlam, thank you! 10K is a really nice milestone and I hopeful that will happen in the near future!
@@jeffhsipepi yes it is a milestone!! you deserve success, road to 100 k and 1 M ☺️
@@AhlamLamo YES!!!!
Your content is awesome, Jeff! Thank you for your help!
Kunal, thanks! This subject has been coming up a ton lately with clients, so I figured it was time to do a video!
Hi Jeff, this video is very helpful and genuine. I like the part when you demonstrate what will the conversation actually be like and what mindset should we have as a job candidate. Absolutely loved it. A huge thanks to you!
Yuchi, so happy to help!
I love this video haha, thank you so much Jeff! Solid advice!
George, yes, two biggest items, start with no information, and if information is needed, set the anchor HIGH!
This is super helpful advice. I love how you've provided a clear script for somewhat uncomfortable discussions.
Out of curiosity: do you think this advice would change in a candidate-rich hiring market? I wonder if recruiters/employers could be able to be more selective and screen out candidates for not providing salary expectations when flooded with qualified applicants.
Mr Flatbush my old friend! It's a great question, I think if you can navigate the situation with grace and demonstrate how you are an awesome candidate throughout it is a risk worth taking. So let me throw this back at you. Would you disqualify a candidate that had been really nice throughout the process, but had not provided their salary expectations? Thanks, I hope you are fantastic!!
Hey Jeff, thanks for the video! Actually, the immediate question of the HR after we graciously defer the compensation convo is about the previous job's CTC so that they can assume our expections. How can we not say the current CTC when they insist firmly?
Vijaya, great question. Some candidates in parts of the world (including in parts of the US) are lucky because employers cannot ask them this question, it is illegal! But in the countries where this question can be asked, I would still deflect by saying "I would still like to learn more about the opportunity before talking about compensation, but I will be happy to discuss numbers with you when the time is right." Remember, the most important items are being gracious and kind, it will bring their aggressiveness down and hopefully buy us more time. I hope this helps!
so good!
N3ssa212Linda, I am glad you found this video helpful!
Hi Jeff, thanks for sharing this video. I've recently discovered your channel and you have a lot of helpful content! Follow-up question to this video: if the role lists a salary range, and the recruiter either asks about your salary expectations or if the range posted is up to your expectations, how should you respond? Should you mention the salary range that's posted? Thanks!
@user-eo2bo6my3o, great question! If the salary range is posted and it fits your criteria and they ask about it, I would simply follow up with a different question. Specifically, "well, can you tell me a little bit more about what else you offer from a compensation perspective? For example, an annual bonus, equity, sign on bonus, etc.?" This will do two things, it will give you insight into their full compensation model and not really show that you like the salary range, even if you do. If they come back again and ask about how you feel about the range, I would simply say "I am interested in moving forward in the process and meeting with the team. And if we all decide it is a fit, we can revisit the numbers at that time. And I feel comfortable moving forward right now." So you have reiterated your interest to move forward, but you have not fully committed to anything. I hope this helps!
Hi Jeff! What about when job descriptions post include a salary range. Is it still possible they will pay beyond that? Should anchoring be done on TC or base? I would assume base and the rest of comp comes later?
@user-id3rf9um8g, it is possible that they will pay outside of the range, but it is uncommon. Anchor on TOTAL COMP!
Hi Jeff, thanks for the great videos and advice! I'm a BIG fan of your videos! In fact, I'm now at the stage of entering the On-sites and I got the salary expectation questions from my recruiter. I read through the comments and saw you mentioned you're leaning towards anchoring high first. I wonder if it's risky to anchor high before the On-sites. I'm afraid of being eliminated after providing a high aim. Thank you!
Islandwalker's Gaming Recap, don't anchor until the offer stage, deflect, deflect, deflect, no numbers until they want to hire you, it makes everything easier, good luck!
@@jeffhsipepi Thank you so much for the comment!
In India they don't entertain anyone who doesn't share current and expected compensation
Sun Shine, in most cases yes! I have worked with negotiation clients in India for Google where we have been able to avoid providing those numbers, but in India, it is difficult not to share those numbers. But when trying to get into Big Tech, sometimes you can negotiate without sharing!
Interesting. Thanks for posting this.
Does this mean they ask you salary expectations every round?
CSneedInc, a good Recruiter will continue to ask to try and obtain this data.
@@jeffhsipepi
Hey Jeff,
I got lucky today. I was so nervous regarding salary expectations. Haha.
I haven't done your method before. I have been that dope who has always excepted what was given to me or happy with what I asked for. I never thought about countering. So, I am thankful for your video.
UPDATE
I had my recruiter interview today. At the top of the interview, she stated that she will not be sharing salary expectations as it was too soon. Also, she shared all the pertinent info that we would ask at the end of the interview like levels, interview process, rounds, expectations, etc.
Thanks for your assistance and response.
Hey Jeff, wondering if you could shed lights on leveling and comps for non engineering roles such as finance and Product manager?
May I also suggest as future content if you can bring in Googlers in these roles and talk about their recruiting stories? I have seen some PM content out there but finance at google (and big Tech actually) is really few and far between. Thank you.
tq - Leveling and compensation for non-tech roles is a big category as the comp swings greatly depending on role, level, and location. I can tell you that Finance gets paid similar to other non tech roles, but Product Managers get paid more like Engineers. Watch this video - th-cam.com/video/1g9PbyGGIRI/w-d-xo.html and use this website as your guide - www.levels.fyi
Hi Jeff, thank you for your awesome videos. I think im a lil bit late to watch this one 😅. I'm currently on process with Google but I mentioned my number with the recruiter. What should I do? Thanks!
Jeannette, while it is never ideal, you can always back track and say, unfortunately, I do need to reset my expectations (soft tone) after doing some additional research and speaking with current and former Googlers. Let us know how it goes!
Hi there- in regard to setting a high anchor, is that for base pay or overall compensation? Thank you for this valuable content!
Ellie, definitely total comp!!
Hi Jeff, Thanks for the video !! In some cases, the interviewer wants to know the range, in that case what should I ask, the range which I am going to tell them should be at max of the market salary for the position or the average range. Please guide me which could be the best approach?
Gopinath, the high end of the range, always anchor high and never provide a range, but just one number.
What do you do when you’ve already shared a number?
@johnsonraju9054, great question! It is always okay to go back and reset expectations. You can say something like "After learning more about the role and responsibilities, I need to reset my expectations." The reality is, this happens, just really watch the pitch and tone of your point of contact, see how they react to that statement and adjust accordingly. Let us know how it goes!
How to respond if the recruiter said they would just give a standard offer which is low if I didn't provide expectation to them?
@pickle32, just because they go first, does not mean you cannot negotiate, unless they explicitly told you that without expectations your offer would not be negotiable?
It's not about the money. Pay me as results. Pay me as contribution. This is the secret you an me.
@bayou__, yes and if you are interested in only being paid for results, this is a great business model to utilize as an Entrepreneur or a results only Consultant.
@Jeff H Sipe, any considerations when asking for current salary? Particularly when one is undercompensated currently and the new position could represent a significant jump?
Luis, yah, this is kind of tricky because depending on where you are located, they can ask for it. But my recommendation is to not share and see what they offer, keep pushing back in a friendly and kind way!
@@jeffhsipepi Thanks, Jeff! Hoping that all my prep yields fruit tomorrow so that we can have a coaching session later this week. Really appreciate your content and your response!
Jeff, this is really helpful to me as I am in the job market for the new opportunity. Should I follow this approach you mentioned in the video, when sourcers from HR consulting firm approach to me and say 'hey, I really need to know your expectation to find the roles that fit your needs'? Thank you!
Nicky, it is important to share expectations if you are working with an agency that is trying to find you a job, but not when you are interviewing directly with an employer, I hope that helps!
Got it. Thanks Jeff!
Hi Jeff, Amazing info. What are your thoughts on declaring the competing offers and when Google requests you to share this information
Vel K, yes, you can share the information. And share especially if this information will help drive up your compensation with Google.
Hi Jeff, Can't thank you enough for the great suggestions!
I have a very special case here don't know if I could bother you to have a look...
There is a person with a good period of working experience but the salary is very underpaid (salary range 18k, the regular range of this position should be 25k-35k), recently the person received a great opportunity from a better company with a higher title (salary range 45-60k).
This person received positive feedback from the hiring manager and the manager believes that the person could be a good fit.
Now the only problem is what should he do to get the salary that matches the new title? What should be the negotiating strategy for this person?
Thank you for your time reading this comment!
Alan, it really depends on the size of company, with a small company you still want to anchor high, but understand they might have tighter salary bands. Please feel free to come back to me with additional follow up questions.
@@jeffhsipepi Hello Jeff, thank you so much for your reply! The two companies are all big multinational companies, Amazon & Tik Tok. The job content between the current position & new position is similar but the new position offers a wilder responsibility scope and higher title. Hope the information could be helpful. :)
@@alanzhu266 yup, anchor high!
@@jeffhsipepi Thank you Jeff! Well noted!
What about companies that steer you through an application that asks for that number up front? I've found most accept text and have just assumed typing "negotiable" was my best bet there?
Chase, exactly, either put negotiable or if the form requires a number, put 0.
Hi Jeff, I’ve been asked via email for salary expectations before going to HC next week, how would you approach this?
@DataDriven592, leave it blank!!
hi jeff, thanks for all the useful content. ive made a mistake of putting my salary expectations out there (prior to watching your video) and now i see that the firm is potentially able to provide 5-10% more than my ask. how then, should i re-negotiate? or is it a gone case in your perspective? thanks
Ethan, great question!! You obviously have more data now, and you need to speak to that data. The language goes something like this... "After having the chance to do more research, I was unfortunately a little conservative with my numbers and I need to reset my expectations to X." And then say nothing, and see how they respond. But I definitely don't want you to just sit on that initial number, if we think we can get more, we need to try. I hope that helps!
That moment you go through weeks of interviews and preparation and the company's offer is so far below your expectations you realized you wasted your time.
Dave, hopefully the experience taught you something, I hope!
Hi Jeff! Great video! Question, in not giving up power, a strat i employ that you also mention is to ask them if they have a budget they're working with or what their range is? You say they typically WON'T answer that, however, i'm finding more and more that they are willing to answer that, so my question is, what if they do give you a range in an early round, but it's low/er than expected? Do you mention how off you are now knowing that may scare them, or just say thanks and move, but knowing that may have them thinking that range is acceptable which will lead to issues later? Thanks for any advice in advance!
Eric, yes, you definitely want to ask them and if companies are providing you with data that is awesome. If the range is off, just mentally note it and as you go through the process and focus more on the overall company, position, and upward mobility. If you love everything else and the compensation is a little low to start, you might end up making more over time because the job has purpose/passion for you. Secondly, there is always a chance that a role turns into a higher level or something bigger because they really like you, something else to consider. Lastly, if it does seem off, you can take that strategy to mention it to them, but you truly have the power when they want to make you the offer, so that is usually when I wait to discuss things. I don't want you to waste your time, but if it's close to what you want, companies will usually move up the comp if needed, I hope this helps!
@@jeffhsipepi Thanks Jeff, very helpful, since you're quick to respond and insightful, I have a follow up question: let's say you make it to the end, get an offer and it's a really good offer, let's say it's even better than expectations, should you ALWAYS negotiate/counter an offer, even if it's ostensibly a good one? Do offers intentionally allow wiggle room?
@@ericolivencia another great question. Yes, you should always negotiate. Is there always wiggle room, yes, most of the time there is, even though they will not always wiggle. When it's a good offer, I like to say something like, "Sue, it is a good offer and we are really close, if you can get the total comp up by 10K a year I will sign the offer." Now obviously this depends on a lot of factors, but always try to get a little more. Be gracious and kind, this is a key to success!
A lot of application forms are now asking this question and making it mandatory. Any suggestions? Recently I was asked this and made it a whole $1 for exactly your reasoning, but am worried that it comes across as defensive. Any differing recommendations?
SezShares, great question! I 100% agree with your approach, you can put $1 in as place holder and then follow up with your point of contact to let them know you will be happy to discuss compensation when you learn more about the position, team, and company. This way you are being proactive about how you responded and they are prepared to see it. Good luck!
Hi Jeff, how to go about mentioning any existing offers and compensation? If the current offers are giving a good number, do you think it is wise to mention it before the first offer? Or if the first offer is lower, then only mention the existing other offers.
P Agrawal, I really like when candidates provide me with all the information. At a minimum, I want to know you have other offers coming your way. But yes, you do not need to present them unless they help you.
Solid, Jeff. I'm curious on the last part (high anchor). A few companies usually know if they are the current paymasters by a good margin (let's say 25%). You've talked about the need for candidates to call their bluff. What about the other way round? Wouldn't setting a high anchor (~20% more than the top of the line research) work against our case here?
Aman, so setting the anchor high always comes after you said you are open and negotiable. So you can state, this is my target compensation, but as I mentioned, I am excited about the role and open and negotiable for the right opportunity. So you are saying you are willing to negotiate, but you have still set the anchor high. It is much more difficult to bring the number up than to bring the number down. I hope this helps!!
@@jeffhsipepi That pretty much answers it. I'm glad you took the time. Thank you.
Btw, I've shared your channel across my circles. It's a goldmine of information. More power to you, Jeff.
@@AmanGarg95 Thank you!!
@@jeffhsipepi Hi Jeff - First, thank you for putting out such great content, it has been incredibly helpful (all of it). I was actually looking for this specific comment - when you say it is "more difficult to bring the number up than to bring the number down," wouldn't that mean its advantageous for the candidate to set a high initial anchor first? It seems like it would be easier for the employer to negotiate down from your high anchor than it would be for the employee to try to get the employer to come up from a low first offer. What are your thoughts?
@@DerekJamieson1 yes! Since producing this video I have been pushing more towards anchoring first. But if they come in first, you have not anchored yet, so either strategy works, but yes, I like leading now when possible.
UN AMIGO esté esta en la mejor disposición si con incertidumbre es un genio ahora contratado por la 1 en tecnología global agarrarse ¡!Si se puede!¡
Al Ruva, Intenté usar Google Translate, pero creo que no se tradujo perfectamente. ¡Gracias por ver!
What if the salary range is listed in the role? Will this still work?
@Gigi-hq5rk, great question! When I think of the salary expectations, I am really thinking in regards to total compensation. Most positions will have a base salary range, but oftentimes there is a bonus, potentially equity, sign on bonus, etc. So we want to think about total comp when viewing this video. Also, I am rarely seeing that companies are willing to pay at the top of the range posted in these jobs, so that is just one other item to keep in mind. I hope this helps!
@@jeffhsipepi Yes it does! Thank you Jeff just I used your tips yesterday for an interview with a start-up and am progressing to the next round next wk!
Hey Jeff - for a company like Google where bands are available on Levels.Fyi do you think it's better to let them throw an initial offer first and counter offer, or to state your expectation as the highest end of the band + 10-20% and let them bring it down?
FeeldaFia, when I first produced this video I used to think waiting was better, now I am leaning towards anchoring high first. But I think both of these strategies do work well!
@@jeffhsipepi thanks so much for always taking the time to answer all the questions you get on these videos!
@@FeeldaFia thank you for the great question!
Hey Jeff, again, great video. I have received scheduling proposal for a final interview and the recruiter asked me to email him my salary expectation. Is it ok according to you not to submit any number? I’m surprised they’d ask by email.
Lorenzo, yes, do not provide any numbers until you reach the offer stage!!
Does telling the salary expectation with research, lower the chance to get offer ?
Anika, can you clarify what you mean by giving the salary expectation with research? Meaning, you tell them you researched? You can always tell them this item. This should not lower your chances of an offer!
Meaning I researched approx salary of the job title in glassdoor.
@@jimmoi I actually don't like to tell them the source. I find that Recruiters and Hiring Managers surprisingly rarely ask for where you got the info.
Do you have any recommendations for when applications include an online form with a required field asking for your desired salary?
Taft, yes!!! Leave it blank or put $0!
Usually what I do is say " I would first need more information on the job requirements and responsibilities needed for the role, in order to make a well informed decision that will work for both the company and me. I look forward to interview with you"
@@ISILENTNINJAI, yup, this is a fantastic response!!
Hey Jeff,
Google Recruiter asked me recently about my salary expectation over an email. And, gave them my range. I have an Interview coming up in a few days. Is there anything I can do now to nullify me telling them my expectation?
Thank You and best Regards
Dhruv, yes, when you get to the negotiation process, it is okay to state that based on research, you needed to reset expectations, it is not ideal, but recommended, good luck!
Is this a question interns should expect in the interview? Or is it irrelevant for them? Thanks!
Ece, great question! Often times Intern salaries are not negotiable. It is definitely a question you will want to ask during the process, but yes, this can be a different scenario. Thanks!
Hi Jeff. For anchoring high +20%, should this be for base salary or TC?
Amy, anchor on total comp.
@@jeffhsipepi thank you Jeff, you're the best 😊
SIR WHAT WOULd be the best answer for this question if I did the research I've check glassdoor/indeed jbsite and for a specific job there's no salary posted ? and ii encounter n a online application wherein there's a question for salary expectation ? pls help me sir thank you
Dell, great question! Leave it blank, if it is a mandatory field, put "open and negotiable." You are not required to give them compensation details at any point no matter how much they push. As long as you are kind about it, most of the time you can let them provide numbers for you first. Good luck!
@@jeffhsipepi wow thats what I did sir ..
Is it okay to tell them that for I know I don't know what's the salary range but I'll always do my job to a standard. How will I answer that sir .. thank you
MERTY CHRISTMAS SIR
@@chubi143 I recommend saying you are "open and negotiable" that is the best way to put it, so you have literally not committed to anything.
After successfully completing interviews is it better to set super high bar or to still give nothing?
Victor, great question, I have gone back and forth, but I really don't think it matters who goes first as long as you anchor high. But do not set the anchor until after they have decided they want to hire you.
Interesting, the exact opposite of what Amy Miller suggests. Everyone sounds very convincing, it's hard to tell which approach is more effective :)
Alex, PLEASE tell us more, what does Amy Miller say?
@@jeffhsipepi ha! pretty sure you're being sarcastic, but here's her video about it, basically saying sharing the expectations early controls the conversation, relevant bit around 6:00 th-cam.com/video/Hop9eEU74fU/w-d-xo.html
@@alexf0101 I was not being sarcastic, I am aware of who Amy Miller is, but not her messaging. I would strongly argue you have more leverage when a company has decided to hire you than sharing early on. And at the end of the process we have more information on level, location, etc. I hope this helps!