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I'm heading to an on-site. The recruiter really wants me to name my target comp. I told her "market rates" and asked for the position's range, but she wouldn't get specific (just "high hundreds" plus bonus and equity). She said they don't pay like Facebook or Netflix, which I know are top of market, but it sounded like she was setting me up to expect a low figure. How would you handle this? I don't see a point in doing an on-site if they don't know what market rates are. But I don't want to throw out the first number. She said she wasn't familiar with Amazon/Twitch comp ranges, so she's really putting it on me to anchor the convo. Should I name a range, or move on? This is in the SF Bay Area.
Typical low balling tactics. Stick to your stand
If you already have a job, shoot a high number out there. Once they say it's too high, raise it by 10k. You have nothing to lose if you already have a job
Yes I'm currently employed. That's a good strategy, thanks.
Don't fall for it. Just stand for your number. I fell for it once and learned my lesson.
Pretty sure there’s a law in California that requires an employer to disclose pay ranges for a role.
Only base salary.
It didn't work for me, they refused.
CA law requires them to disclose the range when asked.
Let s sue his future employer.
She has to actually tell you. It's the law
Myself being in HR, definitely don't name an expectation unless you know you're going somewhat over the range. But if they're not giving you the comp band and you're in CA, they sound shady and I wouldn't trust them.
I've also gotten this question a lot and quite aggressively. What's a good counter? How do you recommend getting the recruiter to make an offer first?
Hello google , Would I be expecting similar tactics from another google recruiter ? Or Do they name their range first ?
"While compensation is definitely a factor I take into consideration when reviewing an offer, it is not the only one. I think market rate is a good place to start the discussion, and I'd be happy to circle back to comp with you later on in the process, when I have a better understanding of the different factors that are important to me when considering a role at a new company." Roughly verbatim what I say when financial compensation is being asked before I've even been onsite (which is rarely the final step for me, I like to talk with the HM, team leads, and executive branch too). It's honest, pleasant, and firmly closes the door on the conversation until later on. YMMV based on how pleasant you are to converse with.
Ask for: 696k.
Negotiators would say the strategy is to offer a range, knowing your low number will be the one they likely latch on to... psychologically, that number should be present with the high number first and they should be specific... and delivered with authority... Ex I’m going to need to be between 173k and 147k By giving the high number first it gets them thinking in those terms they may not hear your low number and then by having a specific number usually odd, it shows a level of thought went into it... But realize everything is bundled into that number if they come at the low point, say that you will need an additional week of vacation or additional stock shares, or perhaps a bonus to get you higher this year to help with the transition Good luck
Take what you want and increase by 50%. That’s your number