The topic of salary negotiations seems to be all over the media lately. The U.S News & World Report is sharing what the U.S. Women’s Soccer Team teaches us about pay equity, Fast Company is asking if men negotiate more aggressively with a female boss and lifehacker is telling us the biggest salary negotiation mistake is not doing it. As recruiters we tend to have a bit more experience in salary negotiation than most but that doesn’t mean we have all the answers. When is the “right time” to approach the salary conversation? Do you really lose by going first? Amy Ala, Staffing Consultant at Microsoft breaks it down and sets you up to handle your salary negotiations like an expert exploring the challenges and busting the myths. Attendees will learn: How to deal with a candidate who won’t commit to a number How to make the candidate your ally in the salary negotiation war How to arm yourself with data for both candidates and HMs

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You Go First, the Salary
Negotiation How-to.

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Amy Ala
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@AlaRecruiter

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Salary Negotiation:
How to win-win-win
Amy Ala – Technical Recruiter

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Salary Negotiation
 The GOAL – win/win/win – happy hiring manager,
candidate & RECRUITER
 When is the “right time” to approach the salary
conversation?
 How to navigate push back – the candidate who won’t
commit to a number
 Do you really lose if you go first? Myth busting
 Is it possible to pre-close?
 How to make your candidate you ally in the salary
negotiation war
 Arm yourself with data – for both candidates and HMs

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What does the internet say
about Salary Negotiations?

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Of course I checked…

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When is the right time to talk $$?
 Early, often, and
specifically
 We have a role / team
in mind
 If the next conversation
is with the business

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Navigating Pushback
 Explain why you’re asking
 Empathize / understand
 Turn the conversation to the
market - what’s reasonable?
How does this fit their view?
 More than just base salary –
other compensation
elements
 Decide if you CAN move
forward, and how
 Transparency with hiring
managers

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After you. No, after you!
 Does it REALLY matter
who goes first?
 Establish trust and
credibility
 Be conservative, but
HONEST
 Conversation starter
 Transparency at every
point

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The Pre-Close
 “Has anything changed
since we last talked?”
 Revisit target comp
discussion, expected /
conservative salary ranges
 How is the candidate
“showing up” during the
interview? Senior level
money demands senior
level interview – act
accordingly

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Partnering with your candidate
 Cover components of the offer,
how does that compare to
existing comp and / or other
offers?
 I can’t beat what I don’t know
 Weighing important factors –
bonus, stock, relocation, sign on,
benefits – all must be taken into
consideration
 Confidential conversations

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Let the data speak for you
 Negotiation with Hiring
Managers
 Keep track of previous
offers, company norms
 If asking for exceptions,
be prepared to make
your case
 Competitive offers,
information

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Thank You!

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Q&AYOU’VE GOT QUESTIONS. WE’VE GOT ANSWERS.

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YOU’VE GOT QUESTIONS. WE’VE GOT ANSWERS.