Candidate Salary Negotiations, Offers, and Counteroffers

By: Carly Richter, Sr. Recruiter

When I think about candidate salary negotiations, or maybe offers and counteroffers, I have SO MANY THOUGHTS!

Something I think about a lot is how, honestly, many people just aren’t great at negotiating salary. Okay, yes, I’m generalizing a bit, but this comes up so often when I talk with candidates. So, I wanted to share a few things that come up regularly in conversations, specifically around negotiating actual pay, not other benefits (I could do a whole separate presentation on that topic!).

 

It Starts from the First Call

Right from the first phone interview, I start reviewing position criteria, and guess what? I ask candidates about schedule, location, commute, and drumroll, please, PAY RANGE.

And I get it: sometimes candidates don’t know if there’s room to negotiate, or if the pay is firm. How are you supposed to know? Typically… you don’t!

Something I always try to do is be super upfront. If there’s no wiggle room in the pay, I’ll just tell you.

Example Time

Recently, I spoke with a candidate applying for a role posted at $18-$19/hr. They mentioned wanting $20/hr. I could tell they were a bit hesitant when we talked about the range, so I asked a few clarifying questions, and they shared $20/hr was their minimum.

I let them know there was no flexibility to go above $19. But because we had an open conversation about it, the candidate felt good continuing through the process, knowing exactly what the final offer would be.

 

Considerations for Counteroffering

But one thing I want candidates to know is that it’s okay to counteroffer! Let’s normalize counteroffering! Here are a few important things to keep in mind when it comes to candidate salary negotiations and counteroffering:

Know Your Minimum

Before you even apply, know the lowest you’re willing to accept. Don’t apply, hoping the company will magically go higher than the posted range.

I had a candidate apply for a $20-$23/hour role and immediately shared that she needed $26/hour minimum. It was helpful! We had an open conversation, and while the client couldn’t stretch their budget, the candidate made a clear, empowered decision to move on. No time was wasted, and everyone respected the process.

Don’t Be Afraid to Ask

If the pay range isn’t posted, it’s totally okay (and smart!) to ask about it in the first interview. You need that info to make informed decisions early on.

 

Pro Tips for Counter-Offering and Candidate Salary Negotiations

Here are some of my go-to tips for candidate salary negotiations, based on real conversations:

Do the Math

If you’re going to counter, make sure your ask makes sense. One time, a candidate countered a $75K offer with $85K: that’s a 13% increase! For a small company, that was way out of budget, and the hiring manager got nervous that they weren’t really interested. When I explained what the increase looked like in percentage terms, the candidate adjusted the ask to something more feasible, and the team was able to meet it. Win-win!

Do Your Research

Yes, research is key, but know your sources. Salary data online is helpful, but not always reflective of your specific situation. For example, a nonprofit may not be able to match the salary of a for-profit company for a role with the same title. So, be informed but stay grounded in context.

Be Ready to Talk Through Your Ask

If you’re countering, be prepared to explain why, and ideally not just based on personal expenses. I totally get that rent is wild right now, but tie your ask to your skills, experience, market data, and other relevant factors.

Grace Goes a Long Way

Hiring managers should be open to having transparent salary conversations, but it’s a skill, and not everyone has had training in it. Sometimes, they might come off as vague or awkward, but that doesn’t mean they’re hiding something.

So, candidates, use your judgment, but let’s all have a little grace on both sides. It’s super duper important for building trust in the process.

Remember, candidate salary negotiations can feel tricky, awkward, or even intimidating, but they don’t have to be! The key is open, honest communication from both sides.

If you’re a candidate:

• Know your range,
• Be ready to ask questions early,
• Do your homework,
• And feel empowered to have a real conversation about what works for you.

And hey, sometimes the answer is no, and that’s okay too. The goal isn’t to “win” the negotiation; it’s to find a fair agreement that works for everyone.

If you’re looking for your next role and want some extra hands-on coaching when it comes to candidate salary negotiations, be sure to check out our Career Coaching services here!

P.S. Hey hiring managers, don’t feel left out! I’ve got a follow-up post coming just for you with my best tips (and strong feelings) about making offers and navigating counteroffers from your side of the table. And be sure to reach out for additional recruitment support, or contact us to set up a quick chat to assess your needs!