Back when I was a hiring manager, I once met a candidate from a direct competitor who asked for double the proposed salary. Her reasoning? She believed her experience made her worth the premium. Honestly, her boldness threw me off, but what frustrated me more was the recruiter supporting this demand without much explanation.
It made me wonder: Was she genuinely advocating for what the candidate deserved? Or was the motivation tied to a higher commission?
We didn’t end up hiring her, not because of her salary expectations alone but because her personality didn’t fit our team. However, the incident left me reflecting on how important it is for everyone involved - candidates, recruiters, and hiring managers - to approach salary discussions with transparency and realism.
💡 For Candidates
It’s great to know your worth, but asking for too much without clear justification can backfire. If you aim high, back it up with a thoughtful explanation of the value you bring to the table. And if you don’t get the offer, don’t be discouraged, it’s about finding the right fit, not forcing the wrong one.
💡 For Recruiters
As the bridge between candidates and employers, your role is vital. Build trust by advocating fairly, not just for the paycheck but for the long-term success of both parties.
💡 For Hiring Managers
Salary demands shouldn’t instantly disqualify a candidate, but they’re worth careful evaluation. A high ask can show confidence, but does it align with the market and the candidate’s value?
Recruitment isn’t just about numbers; it’s about relationships, perception, and value. Every salary conversation is an opportunity to foster trust—or lose it. How do you navigate this balancing act?
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