For decades, conventional advice has discouraged job seekers from bringing up compensation. And there weren’t many ways to determine your market worth and compare salaries against that. But things are beginning to change.

Increasingly, employers are moving toward openness about compensation and pay transparency legislation is accelerating that movement. But because these changes are just starting to take hold, old norms still exist. Some hiring managers may still rely on outdated guidance or have perceptions that discussing salary shows a lack of interest in the role itself. As a job candidate, it can be a difficult line to walk.

To help you navigate this evolving landscape, we’ve gathered insights from Jenn Wendus, Partner at SmithPilot Compensation Solutions for Nonprofits, and our recruiting team. Let’s decode the new (and old) rules around compensation.

Start With a Personal Decision Framework

Before we dive into salary, we recommend developing a personal decision framework to identify what matters most to you. Think about factors like:

  • Professional development
  • Mission alignment
  • Opportunities for growth
  • Schedule flexibility
  • Commute vs. remote or hybrid
  • Salary
  • Retirement benefits
  • Health and wellness benefits
  • Team engagement opportunities
  • Stability and the financial health of the organization

Ask yourself: What combination of these would you need to seriously consider a role or accept an offer? Would you accept a daily commute for a higher salary? Or a lower salary for more paid time off and higher employer contributions to retirement?

Once you’ve established your priorities, determine the salary range you would accept within this framework. Be prepared to share the range if asked during the interview process.

(For tips on how to quickly gather information to compare roles, including a sample decision framework chart, read The Busy Person’s Guide to Smart Job Research.)

Gathering Good Salary Data

Thanks to the pay transparency movement, job seekers now have much more access to salary information. But it’s important to analyze that data critically. When looking at salaries in the market, you will rarely be comparing apples to apples. Good analysis requires a more nuanced, holistic view of what each organization offers and what their constraints might be.

As Jenn Wendus notes, “There’s one thing that candidates should keep in mind when they’re looking at salary ranges in job postings: there is no single source of truth, no ‘right’ number for a position. Organizations may define ranges differently based on industry, whether they are national or location-specific, budget size, and their overall compensation philosophy and affordability.”

Dive Deeper When Comparing Salaries

  • Look beyond job titles. Titles can be misleading—the same job title doesn’t always equate to the same type or level of work. Focus on actual responsibilities and consider factors like industry or sector, geographic location, and size. For example, a communications manager role at a national financial institution will differ greatly from the same job title at a small nonprofit in Florida.
  • Know that internal equity is always a factor. Although organizations strive to set market-competitive salaries, ensuring internal equity can be the most significant factor in determining pay. For example, they probably won’t pay a new hire more than that person’s supervisor, even if that is out of line with the market. If you are looking at two roles where other factors seem equal, but the salaries are quite different, internal equity may be the cause.
  • Be cautious with publicly available 3rd party data. While sites like Glassdoor can be useful to get a general idea about salary ranges, they don’t account for differences in job responsibilities or other factors. Employees self-report that data. You could be looking at a very small sample size and it may not be accurate. Also, be aware that job boards may estimate salary ranges if the organization doesn’t provide them. Always cross-check with the hiring organization’s website. Your best bet is to collect data from a range of sources and compare that to actual jobs in the market.

Understanding Salary Postings

  • Be aware of the different types of ranges. There is a difference between a hiring range (the actual target an organization is willing to offer) and an internal salary range (the full compensation potential for the position). Organizations are inconsistent about which range they post.
  • Trust (good faith) ranges. When pay transparency laws first took effect, some companies posted huge ranges that gave vague information about what they would actually pay a new hire. Now, many states require good faith ranges. Jenn shared, “If the range is of a reasonable width and the organization shares information about what their hiring practices are, you can usually trust that.”
  • Read between the lines. The level of detail an organization provides about salary in job postings can give you a lens into what it would be like to work there—those are cues about their culture and how they communicate.

Navigating the Salary Talk During Interviews

While it’s becoming more acceptable to discuss compensation earlier in the interview process, you still need to balance getting the information you need with demonstrating that you’re interested in more than just the paycheck.

When and How to Bring Salary Up

Your timing and approach will depend on where you are in the interview sequence and who you’re speaking with. In all cases, frame your questions as coming from a place of curiosity and interest rather than demanding to know.

If you’re a finalist, congrats! Feel free to ask about compensation directly.

If you’re earlier in the process, think about who you are speaking with:

  • Hiring managers: If there is no salary posted for a role, don’t assume that the hiring manager knows the budgeted range—an entirely different department may handle compensation. Try asking, “Who would be the right person to talk to about compensation? I’m curious about the range you have in mind.”
  • Recruiters or HR: They’re typically prepared to discuss compensation. You can ask them directly but do so respectfully. For example, “I didn’t see a salary posted. I’m curious. Are you able to share the range you have in mind?” Or in the case of a wide range, “I saw the posted salary but would love a bit of clarification. Would it be possible for you to share the hiring target within that?”

Discussing Future Growth Potential

Future growth potential can mean career advancement, salary progression, or both. For many candidates, it’s an important factor in determining whether to accept a role. But there is a line to walk here, too.

Staffing Advisors Project Director Lilly Khan recommends holding off on asking about future growth potential until you’ve received an offer. Then, frame it in a way that emphasizes your interest in the organization long term. For example, “I’m excited about the opportunity to contribute to your team and eventually grow within the company. Could you share more about how you support career advancement and salary progression over time?”

Handling Salary History Questions

In many states, it is now illegal for an organization to ask about your salary history. Still, some candidates may want to volunteer previous salary information. Jenn cautions against this as it can unintentionally influence the hiring organization’s offer. Staffing Advisors Vice President of Client Engagement Aileen Hedden agrees with that advice, “They are hiring you for their role, and they have budgeted a range for that. Your prior or current salary is irrelevant.”

Beyond the Numbers

Talking about compensation in a way that respects both your worth and the hiring organization’s constraints is still somewhat of a balancing act. But by understanding your priorities, critically analyzing market data, and approaching conversations thoughtfully, you’ll be equipped to find a role that aligns with your values and offers fair compensation.

Remember, the level of transparency and communication an organization demonstrates around compensation can provide great insight into its culture and values. Use this information not just to evaluate salary but also to assess whether it’s the right fit for you in the long term.

  • Greater transparency means there are fewer unknowns at offer time. But your best shot at finalizing the terms you want still only comes once. Approach offer negotiation as an opportunity to pin down the details and make sure you are prepared to consider every option. Check out How to Get the Offer Negotiation Right.
  • Your new job offer may not be the last one you have to evaluate—what if your current employer counters after you give notice? The Staffing Advisors team shares practical advice in How to Think Critically About a Counteroffer.
  • If you’re just starting your search or aren’t getting the results you want, read our Guide to Senior Executive Job Search for tips on developing your career narrative, writing a resume that gets attention, and interview strategies that work.