Compensation

As a Professional Recruiter, I try to be a straight shooter when it comes to compensation discussions. I don't think it's necessary to play games with a person's livelihood. I stay educated on salary trends and try to understand what the market is bearing and how the competition compensates. There are a lot of variables to consider if an offer is made. One sure way to get a competitive offer is through honest and open communication. If I get to an offer stage with a candidate, my desired end result is a hire. We need to be on the same page up to, and during, the offer stage to ensure that there aren't any surprises at the end of the day. It's hard to accomplish this if a candidate is being evasive about their salary expectations. Recruiters and Hiring Managers are not mind readers. It becomes very difficult to negotiate on the back end if the candidate isn't honest on the front-end. My recommendation - provide your salary history, honestly share what you are looking for in your next position (ideal 15% job stretch - this may include greater responsibility, greater potential and increased compensation) and from your next employer, and be honest about an acceptable salary range. Recruiters are there to be an advocate for the candidate and fairly represent the employer. Recruiters can also be an advisor to provide feedback based on the knowledge that they have. If you are looking for a 20% jump in your base salary, don't be surprised if you're asked why and be prepared to provide a well thought out explanation. If it were me, I would want to understand your reasoning for the proposed increase. Garnering this information allows the Recruiter to better respresent your candidacy. Again, it's about honest communication. If a candidate has unrealistic expectations, a Recruiter should do their best to educate the candidate and offset those expectations. When possible, I want to give a candidate the information they need to get the offer they want.