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      in Talent Acquisition

      When Asked Salary Expectations, What Should You Say to Recruiters?

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      Here’s a common scenario for jobseekers: You’re in an interview and the recruiter asks, “What are your salary expectations for this role?” You might respond, “Well that depends. What’s the range you have for this role?” At this point, it becomes a sort of standoff. 

      So, how do experts recommend you approach this situation?

      These panelists joined the 2022 State of Tech Salaries Webinar, How to Build Leverage in a Volatile Job Market, to share insights into salary trends, salary negotiation, and more:

      Founder & CEO of Ladies Get Paid, Claire WassermanCareer Expert, CPCC, & CPRW at TopResume, Amanda AugustineDirector of Global Talent Acquisition at Glassdoor, Amy Farrar 

      Keep reading for their advice on responding to recruiters about salary expectations and scroll down to access the full webinar. 

      Claire Wasserman

      It depends on where you are in the process. If you have not been given the offer, your goal is to just get to the next interview and then the next and then to get the offer. So you don’t want to do anything that disqualifies you. 

      I would cite the research. You can say, “Listen, this is the range I found. I talked to real people.” If you only say one source, they might say, “Well, that’s not relevant.” Hold them accountable by saying you have discussed this with recruiters. 

      “This is what I’ve seen. I consider myself a top performer. I would love to discuss top dollar but tell me more. Also, I’m open to negotiation. I love saying a high number. I’ll also caveat that this is a discussion and I’m aware of that.”

      Cite the research and don’t hold yourself to one number because it might take you out of the running. That being said, when you get the offer, you are absolutely saying the top dollar again based on research. 

      Amanda Augustine

      I agree that you want to start by saying, “Based on my research and what I know about the role today, here’s the range I’m seeing online based on X, Y, and Z resources. However, I’d love to learn more about the role and how I could provide value before negotiating any specific numbers.” I think it’s opening the door and ensuring that conversation. 

      There’s always the advice to try and push it off too. You can say, “I’ve done some research but I’d love to learn more about the role before we talk numbers and let’s make sure I’m the right fit for this role and this is the right opportunity for me” and you can try and push it off.

      I find that recruiters and employers often say, “No, I need a number now. I don’t want to waste your time or mine. If your number is way out of our range, give us a number.” You’re kind of pushed to give something. It’s always best to have an educated number based on real research. 

      Amy Farrar

      If transparency and compensation are not part of a company’s philosophy, it’s really difficult to get past the initial stage. The recruiter wants to know if you are in the correct range but it’s almost as if they’re not prepared to give you that. Then, it’s on them to make sure you’re the right person to move forward. 

      If they come back to you saying it depends, ask a question: “What’s a comparable, rough idea of what people are currently making in this organization who are doing the same role?”

      You can get an idea of what people are being paid in the organization before you take your precious time going through an interview process. It might result in realizing the compensation was way off. I would not shy away from the conversation early on. 

      We’re seeing transparency become a key part of compensation across other organizations. Certain states are specifying companies advertise compensation in job descriptions, which I think is fantastic. The pressure is on employers to give an answer and to make sure it’s right for you to move forward — not the other way around. 

      Answer with confidence 

      Simply put, do your research and don’t be afraid to present a number first when asked about salary expectations. If you know what you’re worth and that number works for you, you can confidently say it out loud! 

      To see how companies value your tech experience, use Hired’s salary calculator featuring real-time data. 

      Sharing salary preferences puts the power in your hands 

      Jobseekers using the Hired platform have the benefit of seeing the salary offer from companies upfront. In other words, no confusion and no awkward conversations. Companies apply to you, prepared to offer the salary you desire.    More

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      in Talent Acquisition

      How to Build Leverage in a Volatile Job Market (VIDEO)

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      Check out a sneak peek of our recent webinar (now on-demand!) to learn how to feel confident entering the job search in an uncertain market. Based on Hired’s 2022 State of Tech Salaries data report, expert panelists discuss salary trends and the impacts of remote work and a volatile economy, share strategies to build confidence and leverage in a salary negotiation, and offer an inside look at the employer side of compensation packages.

      You’ll hear from:

      Talk Talent to Me Host, Rob StevensonFounder & CEO of Ladies Get Paid, Claire WassermanCareer Expert, CPCC, & CPRW at TopResume, Amanda AugustineDirector of Global Talent Acquisition at Glassdoor, Amy Farrar 

      Read the beginning of the conversation here and scroll down to access the full webinar. 

      Hello, everyone out there in Webinar Land. My name is Rob Stevenson. Welcome to the 2022 State of Tech Salaries Webinar, How to Build Leverage in a Volatile Job Market. We’ve assembled a fantastic panel to help you out and to discuss the report to send you off into the world with some great advice for how you can adjust your resume, position yourself, and understand more about what’s going on on the other side of the interview table. 

      I’m going to give you a quick background on this report in a minute but at a very high level: all you need to know is every year Hired releases this report based on the data we have on the Hired platform of hundreds of thousands of job offers made and accepted. It includes everything from the time it takes to salary and title information. We have an understanding on what candidates are ranking really highly in their own job search, and how companies are balancing that and making sure they can remain competitive. 

      We’re going to go through the report and key takeaways. Then, we’ll have our panel unpack the report and put it into terms that you can use in your own career hunt. 

      Now, let’s meet our awesome panel. Again, I’m Rob Stevenson, your humble host. Under normal circumstances, I host and produce Hired’s podcast, Talk Talent to Me, but desperate content calls from desperate measures. Today I am helping this webinar along its merry way and I couldn’t be happier to do so. Also here on the panel with us is the Co-Founder of Ladies Get Paid, Claire Wasserman. Claire, welcome to the webinar and would you mind sharing a little bit about your background and company?

      Claire Wasserman

      I started Ladies Get Paid in 2016 out of extreme frustration and anger around the wage gap and the leadership gap. Before I started Ladies Get Paid, I wasn’t a recruiter but I worked in the recruitment space. I was Director of Marketing for a company that connected talent in advertising, tech, and design. Ladies Get Paid is all about education so we do webinars, conferences, and summits – anything to bring women the tools to make more money and live better. 

      We also have a global community because there’s a lot of power in peer-to-peer sharing, just as much as there are experts sharing. I’m deeply motivated to get women, specifically, into positions of power and I think it begins with asking for more. Negotiating is a way we can at least have agency over our own wage gaps. 

      It really can change not only your life and this year’s paycheck, but generations to come, families, and communities. There’s so much power in speaking up, standing up, and asking for more…  More

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      Ready to Find Your Dream Job? Start with Knowing What You Want

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      Searching for a new job, let alone a ‘dream job,’ may feel daunting, especially if you have been out of the market for a long time or weren’t expecting to need a new position. In our recently published blog series, “Recently Laid Off? A Jobseeker’s Guide to Bounce Back Better than Ever,” we dive into the steps you can take specifically after experiencing a layoff so you can set yourself up for a successful job search. 

      Whatever your situation may be, you are likely creating a mental list of things to do before navigating interviews. This might include updating your resume and LinkedIn profile, and starting to look at what opportunities are out there. The first and most important step in your job search, however, is to look within and take stock of what is most important to you in your next opportunity.

      Salary is important, but it’s not everything

      Loving or hating your job pivots first upon how you feel about your compensation. Nearly 3 in 4 workers who hate their job say they stay there in the meantime predominantly because they need financial stability while they search for something new — and 1 in 2 workers report they left their most recent job because the salary didn’t cut it.

      Besides being underpaid, the most commonly cited grievances by people who hate their job include lack of opportunities for growth, a lackluster company culture, and not getting along with their manager or colleagues.

      According to our 2022 State of Tech Salaries report, candidates would trade a higher salary for a flexible work schedule, PTO, and practical benefits such as health insurance and 401K retirement matching.

      Salary and benefits are incredibly important — but those factors are really the tip of the iceberg. A flashy salary is great, but probably won’t keep you happy day-to-day if you don’t click with the management philosophy or lack opportunities to grow on the job.

      Evaluate your wants & needs in a dream job

      Depending on what professional and life stage you are or will soon be in, your non-negotiables and ‘nice to haves’ may vary. Starting a job search requires reflection on your top priorities and deal breakers in your next opportunity. You should decide on these before speaking with a recruiter. What motivates you? What makes you tick? 

      Our study shows people who hate or feel iffy about their jobs tend to focus more on extrinsic factors — like better pay, work-life balance, and feeling appreciated for their work. On the flip side, once salary expectations are met, many people are intrinsically motivated by things like building mission-driven products and services they feel proud to have on their resumes, or opportunities to learn.

      The areas jobseekers should evaluate include (but are not limited to):

      Finances, such as preferred base salary, bonuses, equity or stock options, and total compensationBenefits and perksWork-life balanceTech stackCompany size, stage, and industryCompany cultureLocation, which would include considering if you’re comfortable with and able to commute into an office in a post-COVID world

      As you consider these areas for yourself, know that what you don’t want is equally important to what you do want. 

      Additionally, while it is important to showcase your skills and strengths, being able to identify what you are interested in learning more about will help you immensely. This is especially true in regard to your technical experience. You’ll be able to communicate those desires effectively in your online presence, cover letters, and interviews.

      Pro Tip:

      Moving forward, if you’d like to take a class on a new skill or would feel more fulfilled by spending 20% of your time on internal entrepreneurism, coach your manager on what’s important to you at this point in your career. Get in the habit of discussing your goals day to day — not just at yearly performance check-ins.

      Related: Looking to Land Your Dream Engineering Job? Stop Clicking “Apply Now”

      Empower yourself with data

      After you outline a list of your preferences, requirements, and deal breakers, you should empower and equip yourself with data and research on the role(s) you are interested in. Be sure to look into:

      Job requirementsCompensation for the title, level, and market the role is located inCompanies actively hiring, especially as they relate to your list of preferences

      Information on company size, stage, industry, location, and culture is often easily accessible online, especially on the company’s website. Thoroughly read up on this prior to even applying for open roles. 

      On the other hand, information on compensation, benefits, and perks might be a little harder to find unless you’re actively interviewing with that respective company. In these instances, it is especially important to know what you want so you can ask the right questions in your interviews. There, you’ll uncover the information to make the best decision. 

      In terms of compensation, while company-specific information may not be readily available, equip yourself with market research by using these tools:

      According to our 2022 State of Wage Inequality Report, what candidates actually expect to receive perpetuates the wage gap. This deficit is known as the expectation gap. This is consistent not only across gender but race, age, and markets too. Because their expectations are lower than their market value, tech workers are asking for less and getting paid less. 

      Know your worth 

      When you know your value, and it is backed by data, you can go into conversations about compensation and confidently ask for what you deserve in a dream job. By analyzing data from multiple resources, you can cross-reference the numbers. This gives you a good idea of an appropriate salary range based on your experience and skills.

      Don’t dilly dally — speed matters

      The longer you spend looking for a job, the less likely you are to believe dream jobs are possible. In fact, optimism drops 10% every 3 months you spend on the hunt. With tools like Hired, you can cut the length of your job search in half or more.

      Looking to hire talent seeking their dream role at your organization? Source active candidates on Hired. More

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      What Does Your Tech Salary Look Like? A Review of Salary Trends

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      When thinking about how your tech salary stacks up in this current hiring environment you’d consider factors like your job title, years of experience, and company size. 

      In this article we dive into these characteristics in relation to tech salaries based on data from Hired’s 2022 State of Tech Salaries. 

      Related: Should I Stay or Should I Go? Workers Explore Relocation to Improve Quality of Life, Pay

      So, What Do You Do?

      If you’re an Engineering Manager, you are paid more than other tech roles across the US, UK, and Canada. The US pays the highest for this role with an average of $196,000 (remote salaries reach $198,000!).

      The runner up for highest salaries in 2022 is US Software Engineers with average salaries of $160,469. US Product Managers take third place with average salaries of $157,602.

      For those who are not in Engineering roles (Design, Data Analytics, and Quality Assurance), the good news is these positions saw the highest salary increases from 2021 to 2022.

      In 2022, salaries for:

      Design roles in the US increased by about 8% to an average salary of $153,005 USD. The same roles in Canada increased nearly 20% to $121,773 CAD.Quality Assurance (QA) roles in the UK rose almost 10% to £68,215 GBP.Data Analytics remote salaries in the US increased about 8% to $142,565 USD.

      How Long Have You Been On the Job? 

      Years of experience will certainly sway your pay. Generally, working in tech longer correlates with a higher salary.

      It may not be surprising that those with more than 2 years of experience saw major salary growth in the US and Canada. 

      Mid-level (4-6 years of experience) US candidates, in particular, had the greatest salary jump – a $8,000 increase from 2021 to 2022. 

      Again, excluding very junior level roles (0-2 years of experience), remote salaries across all experience levels also saw increased growth between this year and last at $7-8,000 USD.

      Junior candidate salaries (1-2 years of experience) remained steady with little changes compared to 2021 in the US. However, they increased in the UK and for remote roles but decreased in Canada. We might attribute the salary decline to the increase of junior level  jobseekers on the platform.

      How Big Is Your Company? 

      It’s easy to assume the largest companies are associated with the highest salaries. 

      Contrary to popular belief, our data this year found that mid-market sized companies (300-1,000 employees) offer the highest average salaries in the US ($163,623) and UK (£85,312). That means they are passing up SMB (75-300), eSMB (0-75), and even the enterprise ENT (1000+) sized companies.

      However, in Canada enterprise-sized companies did pay the highest salaries. While this conforms to that conventional notion, note the pay was only slightly higher.

      How Does Your Salary Compare? 

      Use Hired’s Salary Calculator to see how companies value your experience. The calculator determines salary benchmarks based on real interview requests to help jobseekers like you know your worth. 

      Say you’re a Software Engineer with 5 years of experience. You’re based in Boston and skilled at Java. Here’s what the output would look like: 

      Give the calculator a try and see what you could be making with a company on Hired!

      We’ve reviewed some common parameters that contribute to how tech earnings might look. Framing what you earn around these trends may lend some insight into how your salary compares in this current hiring environment. 

      There are a lot more factors to explore including location, benefits, and being remote versus local. Check out the new State of Tech Salaries Report for all of the insights into tech salary trends and some more resources to help you navigate the market.  More

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      Should I Stay or Should I Go? Workers Explore Relocation to Improve Quality of Life, Pay

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      Despite tech salary increases this year, many employees feel their pay does not reflect increased costs of living. According to Hired’s 2022 State of Tech Salaries report, 42.3% of remote respondents and 29.1% of local respondents surveyed feel their salaries have not matched the pace of rising inflation and living costs. Many have explored relocation already. So, if you’re a tech professional, should you stay or should you go?

      How Far Does Your Salary Take You?

      Let’s say you’re a software engineer living in the San Francisco Bay Area and earning an average tech salary of $176,000. Seems solid, right? Then you take into account the cost of living (COL) there and things take a turn.  

      Note: “Average tech salary” includes multiple roles on the Hired platform, including software engineers, engineering managers, devops, designers, analysts, and more.

      After adjusting average salaries on the Cost of Living Index, we find earning that same salary in San Francisco is equal to making $223,729 in Atlanta. Relocation becomes an attractive option when it is clear earning power is different across markets. If you move to Atlanta, it’s like getting a $47,729 raise! 

      Perhaps you’ll consider Texas, where there are the second and third highest average salary markets in 2022, after adjustment for COL. Your San Francisco salary is the equivalent of making $216,000 in Austin and $211,000 in Dallas. 

      In contrast, if you consider relocating from the West Coast to the East Coast in a big move to New York, your San Francisco salary won’t take you as far. New York City had the highest COL in US markets. This means your San Francisco salary would be the same as earning $153K in the Big Apple – or over $23,000 less. 

      Should You Consider Relocation?

      So, will you stay or will you go? 

      If you’re considering settling in a traditional tech hub like New York or San Francisco, know your earning power will go farther in smaller, second tier cities. 

      Thanks to remote work, tech jobseekers are increasingly based in lower cost of living cities, such as Denver, Austin, Chicago, Dallas, and Atlanta. Jobseekers from these cities rose by almost 8% from 2020 to 2022. Conversely, tech jobseekers in higher cost of living cities, such as New York, San Francisco, and Boston declined. This points to an exodus from major tech hubs. 

      Tech workers are increasingly distributed across the country thanks to remote work. A recent study from Brookings Institute found tech “superstars” like Seattle and San Francisco metropolises are seeing slower employment growth compared to “rising stars” like Atlanta and Dallas. As for “the rest,” or the other 83 metro locations studied, these areas saw tech employment grow faster in 2020 throughout the pandemic. 

      Inflation Grows No Matter Where You Relocate

      In addition to the cost of living, many feel their salaries fall behind with inflation too. 64.5% of remote employees and 82% of local employees surveyed feel their salary is not in line with inflation. 

      Since the pandemic dramatically increased the ability to work from home (or anywhere) tech workers moved away from higher cost of living areas. In some cases it was practical. There was no longer a need to live in a higher cost of living area or they wanted a larger home to accommodate sometimes multiple home office spaces. Others moved to be closer to family, or simply because they were free to live in places they’d always wanted to. 

      It’s little surprise then, that most candidates still prefer pay based on their role. Only 20.2% strongly agree that pay should be determined by location or local cost of living. 

      Between growing costs of living and higher inflation rates, tech professionals may want to explore relocation. Shedding light on how far salaries can take you across locations does offer some guidance in knowing whether you should stay or go.   More

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      Evaluate the Job & Negotiate the Job Offer You Deserve

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      Editor’s note: this is Part 3 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

      After a successful interview, a job offer often comes next. The offer stage sometimes creates discomfort and uncertainty for job seekers. When do you bring up compensation? How do you negotiate a salary? What should you ask for? Is the offer a good fit for you?

      These are all questions Hired and Makers answer in this chapter. Learn how to check offers and negotiate the salary you deserve! If an interview ends in rejection, learn how to tackle that, too.

      Get Started with Salary Negotiations

      Most of the time, the sourcer or recruiter will ask what you’re looking for in base salary or total compensation. Don’t feel put on the spot! Instead, if a screener asks for your expected salary range, ask about the salary band, or budget for the role.

      Pro Tip: It’s illegal in a growing list of areas to ask candidates for a salary history, or about their current compensation. Doing so promotes bias. These laws are known as a salary ban, not to be confused with a salary band, as mentioned above.

      If this doesn’t come up in initial phone screens, you can start the salary conversation early in the interview process. Be polite, don’t make it your first question, but don’t wait for an offer, either. Waiting to bring up salary until the end of the process doesn’t do you any favors. The early discussion helps you get in front of salary negotiations. 

      You could choose to say, “I’m sure you value alignment as much as I do. Can you share the salary band budgeted for the role?” You may have follow up questions to qualify that number. Is it base plus bonus? Is that a total compensation number, including benefits? Nobody wants to make a false assumption.

      Make sure you are clear about your personal priorities during the interview process. Determine your value in the marketplace before setting foot in an interview. This is very important for women. Female job seekers sometimes undervalue their contributions to the marketplace. This is known as an expectation gap.

      Hired’s salary calculator helps you with this task. We  recommend a starting point for you using data from the marketplace. The Hired platform alerts you to the discrepancy so you are able to make changes if you set expectations too high or too low.

      Remember, this number is just a starting point. Keep your priorities in mind as you negotiate. Some job seekers choose flexibility in exchange for entering a high-demand industry. Don’t share minimum expectations as they can result in low offers. Think about the salary offer that makes you excited to take the job and pursue this number.

      How to Negotiate Your Salary & Benefits

      Ask if you and the company are on the same page regarding salary after stating your expectations. The salary offer isn’t always what you expect or a number that satisfies your needs, and that’s ok. Communicate your desire to negotiate salary quickly so the company can respond.

      State your passion and motivation to join the company. Then, explain that the current offer doesn’t work for you. Be direct and be very clear if you intend to give a counteroffer for your salary. Let the company know that you plan to accept the role if they meet that number. Companies ready to move forward quickly respond when candidates are ready to start.

      Tech jobs and sales jobs have differing salary components. Base salary, target bonus, and equity are common for tech role offers. Fixed compensation and variable compensation or base salary plus commission are components of a sales job salary offer. Benefits and perks are usually included in both.

      Consider negotiating other benefits beyond salary. Getting creative can help you get what you want when there is no wiggle room in the base salary. Some possibilities include:

      Sign-on bonusGuaranteed annual bonusExpedited raiseMoving stipendStocks or RSUsPaid time offHealth benefitsLearning stipends

      Examine the Offer

      Once you lock in salary negotiations, it’s time to take a hard look at the offer. Look at all elements and decide which are the most important in your eyes. Write down your priorities – this trick helps you hold yourself to them.

      Consider these areas when checking your job offer:

      People element – your manager, team culture, and company culturePlace element – location of the office, company size, industryThings element – compensation, benefits, perksTiming element – do you need to find a new job right away, or is there time to be choosy?

      Rejection is Just Redirection

      Sometimes it just doesn’t work out, despite a great interview. Don’t take this personally! Rejection doesn’t always mean you did something wrong or weren’t qualified.

      Stay solution-oriented to keep future doors open. The way you handle rejection can make or break this relationship. Ask the company for feedback. Learn what you can to improve your future interviews. You never know when another position will open. Be civil and respectful despite rejection.  It often leads to new opportunities on different teams or at other offices. Besides, there’s no guarantee the person they hire will work out. It happens more than you think.

      Do you feel like you need to upskill to be more competitive? Makers offers opportunities to increase your technical skills!

      Land the Job Offer You Deserve on Hired

      Master the job search process from start to finish with these easy to follow steps. Hired.com helps you every step of the way! Our Customer Experience managers help candidates achieve success throughout the hiring process. Complete your free profile on Hired’s job marketplace. Be sure to optimize it with these tips, and let employers search for you!

      Related:

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      How to Negotiate Your Job Offer

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      So, you received an offer — congratulations! Now, you might be wondering, Can I negotiate it? Yes, you definitely can negotiate your offer! Companies will not retract the job offer if you do. In fact, those who negotiate are often successful in getting a better outcome. If you’re unsure, your Candidate Experience Manager can offer […] More

    • 125 Shares149 Views

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      How to Maximize your Job Offer as a Remote Engineer

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      This article is reposted from one originally contributed to LeadDev.com and authored by Lawrence Barker for Hired… How can you get the job offer you want? And how can you feel confident you’re getting paid what you deserve? With so much confusion around salaries for remote roles, these questions are top of mind when you’re […] More