How do you deal with lowball offers or salary ranges that are below your expectations?

My favorite sites and tools for discovering your market value: ZipRecruiter, Salary.com, Levels.fyi, RobertHalf Salary Reports, Indeed and Fishbowl. Discuss compensation in the first call if it’s not disclosed in the job posting. Ask for the band associated with the role. If it is lower than what you’ve discovered in your research, say “I’ve been interviewing for roles within the $Xk - $Xk range. Is there room to adjust the current band?” Data is your friend here! Good luck. ??????

Antes de entrar en una negociación salarial, es clave que te informes bien sobre cuánto vale tu trabajo. Busca cuánto se paga en tu sector y área para alguien con tu experiencia y habilidades. Esta preparación te da una base sólida para negociar un salario justo que realmente refleje tu valor.

A few strategic and thoughtful steps to consider: 1. do the research - this includes both the market (industry, company, competitor, etc) and your own values on the market; 2. assess your unique values, skills, experience, etc and aligh this with the research to back you up; 3. have an open conversation with the decision maker(s), ideally via an in-person or at least video meeting, not through email back and forth. 4. set up the foundation, propose your counter-offer based on above steps, and discuss respectfully. 5. think about how this may benefit the future employer (your commitment, your values, etc), and reach to a win win situation.

Know your worth but also know the least you are willing to accept. Know where "the package" or perks make up for salary, and where they don't. Make sure that you've already discussed salary/package earlier in the interview process. The offer shouldn't be the first time anybody is talking numbers. Note that many companies don't want to negotiate. They budgeted for the job, and they hope to spend as little as possible. You can try to negotiate, but you must be ready for the other wide to walk away.

When you receive a lowball offer or salary range, don't accept or reject it right away. Instead, express your appreciation and enthusiasm for the job but indicate that you need some time to review the offer and get back to them. This approach gives you time to prepare your counteroffer and strategy. It also signals to the employer that you are not desperate or willing to settle for less, which can strengthen your negotiation position.

When receiving a job offer below your expectations, avoid an immediate response. Graciously thank the employer and inquire about the timeframe for your decision. Take time to reflect – if you have multiple offers, make a pro and con list to evaluate each. If you lack leverage, strategize your reply carefully. Consider emphasizing your keen interest in the role while expressing concerns about the offer not aligning with market trends, and suggest that a fair offer would lead you to fully commit to the role. This approach is thoughtful and strategic.

My favorite 2 words to utter immediately upon hearing an offer are, "$___K. Hmmmmm." Then be quiet. You might have to be quiet for an entire minute, which seems like a killer. But live in that space of awkwardness because it could VERY well pay off. You'd be amazed at the number of times an uncomfortable employer feels the need to fill that silent space with SOMETHING. And you know what that something turns out to be? A higher offer.

There are two ways to think about low-ball offers: 1. How the heck did I get a low-ball offer? What signs did I ignore to get myself in this situation and how do I avoid the same mistake of engaging with someone like this in the future? 2. Now that I'm in this predicament, what are my options and what is my opportunity cost? On a tactical level, if you decide negotiation is worth your while, grab the book "Never Split the Difference" and apply some of the strategies inside in your negotiations. It may help. It it doesn't, walk away. It's never worth working for someone who lowballs you and doesn't negotiate. Bad idea.

Taking time before responding to a lowball offer allows you to strengthen your negotiation position. During this period, assess the full compensation package, including benefits, bonuses, and growth opportunities, to identify areas where you might negotiate for improvements beyond just salary ;)

There's a lot more to a compensation package than salary. Here are just a few add'l items that you can negotiate into an offer that you may feel falls short: 1. Signing bonus 2. Incentive plan based on quantitative or qualitative metrics 3. A performance review within 6 months that comes with a merit increase 4. Equity or stock options 5. More vacation time 6. A hybrid or remote working situation Remember, it how you ask for any of these that makes a difference. It's not a demand... it a request for "consideration".

As has been said in a movie, "It's not personal. It's business." Flexibility may not be the right tact to take. Firmness may be the right way to approach this. If you are asked to concede a point, make sure they are, too. Otherwise, you are giving away YOUR leverage and not receiving anything in return. Hire someone to talk this through with so you are not on an island without a sounding board who has your interests at heart, has experience doing this, and can talk you through the pros, cons, and potential consequences.

A veces ni siquiera hay que hablar de salario, más bien en otras compensaciones que lo completen como puede ser planes de salud, trabajo remoto, días de vacaciones, bonos por cumplimiento, etc. Además, es la oportunidad ideal para demostrar tu habilidad de negociación que es muy demanda por las empresas.

Cuando estés listo con tu contraoferta, aborda la negociación con seguridad y respeto. Empieza resaltando tus habilidades, logros, y lo que aportas a la empresa. Presenta tu contraoferta explicando con calma y claridad por qué es justa, basándote en tu investigación previa y tus expectativas. Mantente alejado de actitudes confrontativas, emocionales o defensivas; opta por ser cortés, profesional y mantener una actitud positiva. Muestra que estás dispuesto a ser flexible y buscas un acuerdo que beneficie a ambas partes.

Approach the negotiation with confidence but also respect. Acknowledge the offer and express your enthusiasm for the role, then explain why you believe a higher salary is justified, referencing your market research, experience, and the value you bring. For example, “Based on my experience and the industry standards, I was expecting a salary closer to [specific figure]. Is there room for negotiation?”

If the salary itself is not negotiable, explore other aspects of the compensation package. You can ask about benefits, bonuses, stock options, flexible work arrangements, or additional vacation days.

Salary is very important... but it is surely more important to be motivated by a new possible project (job). Therefore, my recommendation world be not to remain anchored on a salary, try to find a project fulfilling your expectations that motivates you... even if salary expectations are not accomplished... We all spend so much time working that is a try worth to be happy at work!

Además del sueldo, es necesario tener en cuenta todo lo que podríamos necesitar desde un punto de vista laboral, como por ejemplo la distancia desde nuestro hogar, la calidad de las oficinas, el ambiente de trabajo, el nivel de compa?eros del que estaremos rodeados y en cuanto a lo personal, los beneficios relacionados con el salario emocional, es decir, la calidad de las personas que nos rodean y su estilo gerencial y comunicativo.

If the employer is firm on the salary, explore other aspects of the compensation package. Consider negotiating for additional benefits like bonuses, stock options, extra vacation days, flexible work arrangements, or professional development opportunities. These perks can add significant value to the overall offer.

When negotiating a job offer, consider the entire compensation package beyond base salary. Evaluate benefits like vacation time, work hours, RSUs, stock options, and hybrid work options. Always aim for a middle ground in discussions, and avoid issuing ultimatums. Express willingness to find a mutually beneficial solution, focusing on how various aspects of the compensation package could meet your needs while aligning with the company's capabilities. This balanced approach fosters positive negotiations and outcomes.

As an experienced Recruiter and Job Search Strategist I've consistently advised candidates to discuss compensation early in the interview process to establish mutual expectations and avoid surprises at the offer stage. Clarity about salary and the overall package is crucial for assessing the suitability of a role. It’s a fundamental right of the candidate to know the compensation attached to a potential role once the interviewing process begins. It's about fostering transparency and respect from the outset, ensuring both parties are on the same page to avoid disparities and disappointments later on. #careerbff

If there's no way to make the offer better there's nothing wrong with walking away. But leave the door open so that they can come back to you if the chosen candidate doesn't work out. This happens a lot and within 3-4 months they may have cut ties with the individual they hired. Keep in touch with your contacts in the company to that they don't forget about you. They may realize that they should have raised the compensation to get the right candidate and that could be your opportunity

I really appreciate when job posts lists salary and benefits. It creates equity and transparency right from the start of the process. While I still believe there will be room for discussion about the salary and benefits package, this outright statement at the beginning helps people who aren’t skilled at negotiation (we all know most times negotiation isn’t a listed job qualification ??).

Yes, in job search the number one thing to do is network. If you made it to the finalists stage consider yourself networked to that organization. Decisions to hire are going a given direction or just business decisions. Don’t take it personally and stay networked!

In job markets like these where people have been out of work for too long, sometimes you have to do what you don't want to do--accept the offer and keep looking. I know you will be told this is unethical and made to feel guilty however sometimes you have to do the adult thing of making a hard choice, saying yes, doing great work (because you may be there for a while) and continuing to look for an opportunity that pays you what you are worth.

Salary negotiations are a standard part of the hiring process, and employers often expect candidates to negotiate. Approach these discussions with confidence, research, and professionalism to ensure the best possible outcome for your career and financial goals.

Low offers usually means you did not provide enough evidence of your value to warrant the salary you want. State where you want to be and ask where the discrepancy lies. What do they need to see? Can you present that immediately or can you agree a path and timeline to building that skill so that you can renegotiate when that time comes.

Navigating Grade/Level in Salary Talks: When facing salary constraints, ask questions to identify if it's due to budget or equity among levels. If you align with a higher grade, discuss the criteria for advancement and the potential for quicker progression. or, Consider negotiating for a future salary increase at a 6-month review if at a grade's top end, showing confidence in your value. If that doesn't work, try: You can explore adjustments in other compensation elements, like working a 4-day week or a negotiate remote work agreement for an office-based role to ensure the role meets your overall goals.

This discussion ensures transparency and fairness for both you and the employer. Understanding the value you bring and discussing compensation openly is essential for a mutually beneficial relationship. It's an opportunity to align expectations and ensure the role's compensation reflects your expertise and contribution