Dear Not a Material Girl, 

It’s completely normal to be curious about the salary of a potential new job. I mean, let’s face it, searching, applying, interviewing, all take a lot of time. So, I’m going to give you a couple of tips to be respectful to yourself and to the hiring manager or recruiter. 

The Numbers

Let’s break down the numbers based on a Robert Half survey cited by this Payscale post. Hiring managers were asked what stage of the process they felt it was most appropriate for candidates to ask about compensation:

• Initial phone interview: 9%
• First interview: 31%
• Second interview: 38%

This is not some magic answer and, in my opinion, is kind of a weird question to ask in the first place. More companies should be upfront with their salary and benefit information to their own benefit – they’ll have applicants that already are on board and won’t have to deal with it later in the process. 

Ready for a fun fact? There are states that are passing laws stating an employer must disclose the hourly or salary compensation in the job post. It’s not a law in every state, but Colorado and Pennsylvania already have it enacted.

If the salary isn’t listed on the job post and it hasn’t been discussed yet by the end of your initial phone interview, it will be up to you and your gut to decide if it’s worth bringing up before going forward. 

Right Way and Wrong Way

I usually say that the best time to bring up salary is in the first interview. You’ve clearly made a good impression, since you’ve moved forward in the process, and I absolutely think it’s appropriate to be upfront with salary and benefits before investing more time. 

There is a right way and a wrong way to bring up salary. First, I’d ease into salary talk by bringing up benefits. This is a win-win because most companies love bragging about benefits and if you immediately jump to the salary, you may miss all of the other cool perks that the job will offer. 

Bring up the question in an upfront, but polite way. “If I may ask, I’d love to know the salary range of this role.” That’s it. Nothing fancy, and no weird excuses. Be polite, but be upfront. An interview is a two-way street and you have a right to know if a job will be a good fit – and that includes the salary. 

If You’re Worth It, Show Them

Do your research going in. What are people in your industry making on average? What additional qualifications do you bring to the table? Present a range and have examples of why you should be at the higher end. And don’t just pull the “I’ve been doing this a long time” card. Come up with actual, quantifiable examples. You led a project that created X amount of revenue in your last company. You’ve managed and grown teams that contributed to X success for a company. You’re worth it, but you have to show why. 

It’s Not Always All About the Money

I’m not saying salary isn’t important, but think about why you’re looking for a new job. Company culture, growth opportunities, and an amazing boss are all worth their weight in gold. We spend so much time at work, and sometimes it’s worth a small pay-cut to feel valued and supported. 

Benefits are also worth taking into consideration. Having an amazing medical plan, a generous amount of PTO, a gym membership budget or flexibility in your schedule are all worth a lot (beyond salary). 

Closing Thoughts

I’ve been a recruiter for a long time, and my biggest no-no is when people ask about a salary prior to applying for the job. If you’re not going to give me the chance to tell you more about the job, company, or benefits, then it’s clear that you are only interested in the money.

It’s a balancing game – you don’t want to waste your time if the salary will not meet your expectations, but you want to be respectful to what could be your next employer. Ask when your gut says it’s the right time, and take other benefits into account. Best of luck! 

Sincerely,
Jenny