**In light of the pay transparency movement and in support of pay equity practices, we have updated our guidance on discussing salary as a job candidate. Please see our 2024 post, Looking for a Job? Here’s How to Crack the Compensation Code.
When we’re recruiting someone, we’re often asked the salary range for the position, but we never disclose it. Candidates think that knowing the salary range will help them decide if an opportunity is worth pursuing. In fact the opposite is true. Whether you are above, below or in the middle of the salary range, talking about it just gets in the way.
Our clients are small to midsize organizations, and our searches are often for one-of-a-kind, mission-critical positions. So in that world, salary ranges are rarely set in stone, they are simply a budget guideline, a best guess. Even formal salary surveys are only an approximation – you never really know the true market rate until you have interviewed at least 3 or 4 people who meet all the qualifications for the job.
As a search firm, finding perfect candidates is our priority, and perfect candidates are not always within the target salary range. To rule out great people before talking with them – based on salary alone – would be a disservice to our clients. We’ve often seen clients pay above their target salary range to attract someone with unique skills. In the long run, hiring and retaining high performers is the only thing that matters.