How to avoid discussing salary during initial screening, leaving it for the end of the interview process?

Question

During recruitment, I thought the best thing to do about salary is to leave discussing it at the very end, when you have "sold" yourself to the hiring manager and there might be more propensity to give you a better salary or bigger role.

When I am approached by recruiters/HR, sometimes they insist to discuss salary immediately, and this puts a label on my head in all following conversations. Moreover, I might even get screened out because it's not clear why I deserve that much money, but it would become clear to the hiring manager after the interview.

Question: is it actually possible to dodge the "salary" question by recruiters in the early stages of the hiring process, and how?

Answer 1

Speaking specifically for tech industry, based on experience, I disagree with most of the other answers so far.

Yes, you can and should dodge the question. No, you should not give them a range.

I was previously involved with an organization that helped prep people for negotiations. Every graduate was required to attend a training session during which they rehearsed having this kind of conversation:

Recruiter: "Can you tell me what your salary expectations are?"

You: "Not yet. I'd be more than happy to discuss that down the line, but at the moment I'm not prepared to answer that."

Recruiter: "That's understandable. Maybe you can just give us a ballpark range?"

You: "Sorry not at this time, but will definitely be open to that conversation after I learn more about the role and meet more team members in the interview process."

Recruiter: "Well I have to put something down on my form. Maybe you can just tell me your current salary?"
(This is where the recruiter might act like there's an all-powerful form that dictates how this conversation is going to go. Neither of you answers to a form, especially internal recruiters. Don't fall for it. They can write "zero" if necessary.)

You: "Since this would be a different role at a different company, I'm afraid my current salary may be more distracting than informative. But I'm really excited to learn more about the role and meet the team. After that I think we'll be able to have a more informed conversation. Anything else I can answer for you at this time?" (Change the subject.)

Recruiter: "I'm afraid I do need some kind of salary from you." (This sounds scary. Again, don't fall for it.)

You: "Yes totally understandable, and I'll be happy to share that with you after meeting the team and learning more. I will have to be going soon, though. Anything else I can answer before I go?" [Politely end the conversation if you have to.]

Not a single graduate reported any adverse consequences from dodging the question like this.

It might feel risky to do this, but it's much less risky than it seems. Think about the incentives: recruiters are paid to get people hired, not to reject them. So denying your application over something irrelevant to your hirability would only make their job harder. Remember that the recruiter already demonstrated that they think you're qualified enough to interview. Deflecting the salary question doesn't change that.

You should practice this conversation with a friend repeatedly until these kinds of responses are reflexive. Rehearse versions of this conversation that are so long as to be uncomfortable or comical. Practice smiling while you talk so you sound friendly when saying "No."

Giving them a range is the same as giving them just the bottom number of that range, so providing a range doesn't help you at all.

My experience is only in tech with internal recruiters, but I suspect the basic incentives are similar elsewhere. I followed this strategy recently. The recruiter didn't care that I deflected, and the company later gave me an offer that was almost 2x what I would have asked for. Let them show their cards before you show yours.

This is one of the few areas of power that you have in the process. Don't give it away.

Answer 2

I feel that you're missing the point of the initial salary discussion during the screening. It's not the final negotiation, it's about getting a general ballpark. If your salary expectations are 10k more than they are able to pay for the role then it's in everyone's interest to get that out of the way before everyone's time gets wasted with potentially multiple rounds of interviews.

I might even get screened out because it's not clear why I deserve that much money, but it would become clear to the hiring manager after the interview.

I can't speak for every hiring manager but the only reason I'm ever screening someone out for asking for too high a figure initially is because the budget simply isn't there to pay what they expect. At that point no amount of interview awesomeness is going to change the economics of the situation, so why bother? And would you really want to go forward and invest all that time and effort in "convincing" them that you deserved the money if it weren't there?

So give them an approximate figure. Feel free to qualify that it is an approximate figure and mention that it will depend on the specifics. But dodging or just plain refusing to answer is going to run a hefty risk of putting a label on your head, and not a flattering one: how does "game player" or "difficult" sound?

Answer 3

I believe that you are right in not wanting to disclose financial details right away. The author Jack Chapman mentions three distinct negotiation phases, he calls them "Budget, Fudge it, and Judge it". The question is almost always asked in the initial "budget" phase, and it's usually a filter for subsequent interview phases.

However, if you answer it right now, you've already put yourself in a box out of which you won't have any chance of getting out during this interview process.

The way I usually deal with it is to reply with

"Well, there are still a lot of things to talk about before we talk about money. I'd rather discuss the value that we can create here, and how we can move the project forward".

If they insist, perhaps mentioning that they need to match me with their budget, I usually smile and say

"Well, I can clear that up right away. What IS your budget?"

, and if it's anywhere close to what you would have asked for (say within 30%), try to move the discussions forward. Again, you are still in the "budget" phase, and you want to get to the "judge it" phase, where they want to hire you so much that they will "judge" to hire you almost regardless of what you ask for, because the perceived value will still be higher. You need them to want YOU, not just a "insert position here".

And if they still don't budge and keep asking for the salary, you probably don't want to work there anyway.

Answer 4

If you were buying a car you wouldn't reveal the maximum amount you would be prepared to pay. Equally the seller is unlikely to tell you (truthfully) the minimum offer he/she is willing to accept. That's Negotiating 101.

The same should hold true for salary discussions - a job offer is essentially a negotiation right? They want you to do the job for the least possible and you want to get the most possible out of them - ideally you meet in the middle. In order to get a better deal its helpful if they don't know how much you currently earn and how much you want to earn - which is why it makes sense to try to resist giving a direct answer. Doing so, strengthens the company's negotiating position.

However, given most candidates will answer the salary question with a number, you risk ruling yourself out by refusing to answer the question or by giving the impression your will be a troublesome employee. You need to find a way to answer that, on the surface, appears compliant yet remains suitably vague. There are a number of ways you could do this...

1. Provide a range: "I'm looking for something in the X to Y range". You can do this even if they ask your current package.
2. Base Salary: "I'm looking for a base salary of around X but, of course, that would depend on other components of the package - for example pension contributions, paid time off, professional subscriptions, stock options, flexible working, company cars etc." The trick here is to exaggerate the salary and benefits. If you provide an exhaustive list of add-on benefits and even include an obvious extreme ones (regular corporate massage, use of the company lear jet) you keep them on their toes. They'll know you're likely not getting all of those extras - but they don't know which ones. Maybe you're getting none of them. The point is you are providing the answer they requested - but they know there is flexiblity and, if the add-ons aren't great - they need to improve on the base. (You could also provide a range for the base)
3. Enquire about their budget: Typically the salary question is asked to ensure they aren't wasting your time or their time going through an interview process when you are too far apart to meet in the middle. Ask their salary range and confirm if it roughly aligns with your expectations.
4. It's not all about $$$: "Well to be honest, salary isn't my first concern here. I'm looking for my "perfect" role - the right company, in the right location, with the right career opportunities. I want a job where I enjoy the challenge and can constantly learn. I want to find that before I think salary". Alternatively, along the same lines you could say how much you want to work with the company, how you admire what they do and would love to join them on their "journey". Then say that's more important than salary and you'd rather hear more about the role first. This might seem like you are selling yourself short here and revealing your hand - but really all you want to do is proceed in the process. If they low ball you with an offer you can always refuse and explain your current salary and that while salary isn't everything you do still need to live, pay a mortgage, feed your kids etc.

Or any combination of the above.

There are actually a lot of articles about why you shouldn't reveal your current salary (would the interviewer tell you their salary?) or even your desired salary range. They make a lot of sense - but while a large majority of people answer without thinking, you need to be a bit clever.

Answer 5

If they explicitly ask for your salary, then there's no graceful way to dodge the question.

Your choices are to either tell them your current salary, or to directly and assertively refuse to do so.

If you plan to refuse, this is the general script I use:

I don't give out that information. I appreciate that you need to determine if the compensation on offer is a deal-breaker before we move forwards in the process. So please let me know what range the company is offering and I'll let you know if it's a range I can potentially work with.

If they push back, or ask you why, politely reiterate "I don't give out that information". Don't justify it, don't give them a reason they can argue with, just a blanket "I don't do that".

If you plan to go this route, you need to be prepared to be assertive, to hold your ground, and to walk away if they refuse to play ball.

If you're not prepared to walk away then don't refuse, because initially refusing to give out your salary and then caving when they push back looks far worse than just giving it out in the first place.

If you want some further reading, this is a great in-depth post on the subject: https://www.kalzumeus.com/2012/01/23/salary-negotiation/

Answer 6

As having done recruitment I would say it's difficult and probably not advised. If someone asks you a clear and necessary question they will probably find it somewhat manipulative you don't answer up front, because this is a base question necessary to reach agreement.

I would imagine it's ok to dodge details, but not something like this. It sets up the expectation of the whole process. If you ask for money the company doesn't have for the position, it can also make the whole discussion unnecessary.

Finally it may give the feeling you are pricier than you actually are. Usually, when a shop doesn't show the prices up front that usually mean it's reserved to people that have bottomless pockets. I don't think that's a selling point for you.

So, I would advise to comply and give negotiable expectations of your salary when asked for, if you have the necessary information like working hours and responsibilities, would that be early early in the process. Whatever salary you say to expect, there is usually a margin for negotiation, that usually happens at the end of the recruitment process when the details are known.

Answer 7

As a team lead in a large IT company, I regularly do "first contact" calls with applicants. I always, of course, ask about what kind of money they intend to make. I cannot remember anyone ever denying that information to me. Nor did I ever receive a number which made me rub my hands in glee because I'd be getting an ultra cheap awesome employee.

I do not ask that to fix the high limit of your eventual salary, or to swindle them out of a good salary, but because it is an important information. At the end of the day, both the applicant and me want to arrive at a proper salary. Getting good people is very expensive; I simply cannot afford to lose someone over a too-low salary. These days, everybody has the same information, and everybody roughly knows what's a proper range.

Also, if you come with a number which is incredibly high, we can quickly end the process - there is no use talking for hours if it is clear that your conception of your salary is wildly different from what I'm willing or able to pay.

Finally, if in my mind they are worth 50.000,-, but they say 100.000,-, this is an indication that there might well be a severe misunderstanding either about their skill or experience, or about what the position entails. In such a case, I won't argue about the price, but will try to find out what's going on.

So my advice would be to absolutely give a number. Figure out the proper range for a salary, taking into consideration your graduation, skills, experience and so on. Go with the upper limit of the range, and if you wish, add a percentage as a buffer.

Feel free to say something like "I did some market research, and I believe up to XXX would be a proper salary." Or, if you don't worry about giving out that info, "I am getting roughly XXX now and would expect more than that." Or simply "I'd expect not much less than XXX." All are quite un-attackable statements. I couldn't care less whether they are true or false. It's simply a piece of information. Yes, except in very rare circumstances your chances of getting more than what you said are very low, but I trust most people are able to figure out a relatively realistic high limit.

If, during further talks, it turns out that the position you are applying for is different from what you envisioned, you can also of course adjust your statement about the salary; there is nothing legally binding about your first number. You should be pretty sure not to do that out of a whim, or you could come over as fickle. Reserve that option for when it really counts.

Answer 8

is it actually possible to dodge the "salary" question by recruiters in the early stages of the hiring process, and how?

I would suggest that you give a salary range rather than a specific salary. So if they are asking for you current salary ignore that question and say:

"The salary I'm looking for is in the range X to Y"

If they insist on getting your current salary and you don't want to give it then say:

"I'm not allowed to discuss my salary but the range I'm looking for is X to Y"

or

"I've given my word not to discuss the exact amount with anyone and I don't want to break my word but the range I'm looking for is X to Y"

If, after this, they still insist then you'll have to give the salary or give up going through that recruiter.

I know that in some countries almost all recruitment will insist on your previous salary during the process. I see nothing you can do if that's the case.

Answer 9

ASDFQWERTY's answer covers the meat of it, but here are a few additional tips based on my past experiences.

When asked for a target salary, I usually start by responding "that's negotiable". It lets the company know that I don't have any strict requirements and am willing to work with them to find a solution we can agree on. That tends to be enough for those people who are just trying to fill in a field on a form.

If pressed further, I typically reply that I can't give them a target salary at this stage because I don't know enough about the requirements of the position yet. Be clear that you mean "can't" as in "I don't have the ability to do that", not "I don't want to do that". Until you know exactly what the job will entail, you don't have enough information to provide an intelligent answer to that question. The only information you have at this point is the job posting, which rarely include specifics. On several occasions when I've explained it like that to the HR rep on the phone, they've actually commented that they've never thought about it like that before.

I've also explained to HR/interviewers that I can't give them a salary range without knowing the details of their complete compensation package. A job that comes with stock options, profit sharing plans, bonuses, etc would require a lower base salary than one that's salary-only. Until I have all the details (which I likely won't until I get an official job offer), I can't compute an appropriate salary number.

Beware of questions about your current/past salary, as they're typically the same question in disguise. People will incorrectly assume that you're looking for a salary similar to or slightly higher than your current salary. They ignore extremely significant factors like non-salary compensation, differences in responsibilities/workload, pay rate differences between cites or between industries, contract work vs. regular employment, etc. Answer questions about past salaries the same way you would about expected salaries.

Once you've made it through the interview and they're making you an offer, all this goes out the window. This is the appropriate time in the process to talk about salary. Being the first one to give a number still puts you at a disadvantage, but that's somewhat counterbalanced by the fact that the company has already decided that they want to hire you. It's cheaper and less risky at this stage in the game for the company to be a little bit flexible on compensation than it is to lose you and risk not finding another comparable candidate for a long time.

Answer 10

(United States ...) Personally, I have replied to this sort of question as: *"Typically, I would expect compensation around $X, but of course this is negotiable. Do you think that this is in line with the approved salary-range for this position?"

(Full disclosure: At this point in my career, I filter-out things with: "not less than $Y.")

Every position has an HR-approved salary range within which the hiring manager is generally entitled to negotiate, although there is often an HR-approved "suggested (sic ...) starting salary" and some managers really don't feel like sticking their necks out. (You should also know that this salary-range applies to raises and so-forth ...) Generally speaking, this is HR-confidential information.

(In the United States, there's a blistering confusion of "equal opportunity" laws, and "being in HR" is a full-time occupation ... one that, I quite assure you, I never aspired to.)

You don't want to waste your time and neither does the recruiter or the hiring manager. They probably can't tell you what their numbers are – for a variety of possible reasons – so you need to be the first one to "toss a number out." (However, if they come-in with an offer that's in line with that, "don't play games." Both parties must negotiate "in good faith.")