I recently received a job offer that was rescinded after I tried to negotiate compensation. I did my homework, researched market rates, and felt confident in my approach. The job had a published salary range, so I didn’t mention it during the interview process. But now I’m wondering: How can I navigate compensation discussions without losing potential opportunities? Is there a “right” way to discuss base salary during the job search? Did I wait too long to bring up the awkward topic?
A. First, props to you for knowing your worth and being prepared. That’s half the battle. But, while you can and often should negotiate some aspects of an offer once it’s made, it shouldn’t be the first time base salary compensation comes up. 💬
Why? Because salary conversations aren’t just about the final number; they’re about alignment. If you and the company aren’t in the same ballpark from the start, you risk wasting time on both sides. I’ve talked to numerous women who waited until they had received an offer to negotiate base pay. That is too late in the game. 🚫 It rarely works and can often backfire. Plus, if you only bring it up after the offer, you lose leverage. At that point, they’ve already framed what they think you’ll accept.
Here’s how to handle an opportunity with a published salary range:
If the job description says the range is $75,000-$90,000, you still need to bring it up before the offer (ideally by the second round of interviews). You don’t have to lock in a number early, but you do want to establish expectations. Try something like:
“I understand the range for this role is $75-90K. Is that accurate? Based on our discussions about my experience and the specific value I can bring to this role, I believe compensation toward the higher end of your salary range would be appropriate. Would you agree that’s a fair assessment?” 💬
They might agree and your expectations have been made known. 👍 Or, they might disagree. If that’s the case, ask them to elaborate on the skills or experience they would expect to see for the higher range.
This gives you more control over the conversation and avoids surprises later. If you wait until they’ve made the offer and it’s low, you’re fighting uphill to get to the higher end rather than reinforcing what was already discussed.
Raising compensation early can feel risky. 😬 What if they pass you over? What if they think you’re too expensive? Then, it’s not a good fit for you or them. If a company is going to walk away just because you stated your expectations, it was never going to work out.
Next time? Set expectations early. That way, when the offer comes, you’re negotiating from a position of strength, not backpedaling to fix a number that never worked for you to begin with. Besides, if you get close to your expected salary, you can negotiate a sign-on bonus, the timing of your next pay review, relocation benefits, or start date.
You’re equipt to discuss salary expectations. 👏
