Talking Compensation With Candidates From the First Call

Talk about compensation on the first call, not at the offer. Share the client's range if you can, ask what the candidate would need to make a move, and learn what they'd give up by leaving, not just the base salary they want. Where salary-history questions are restricted, ask about expectations instead of past pay. Getting the numbers right early protects the candidate, the client and your placement.

Why talk about money so early?

A compensation gap is one of the most avoidable reasons a search falls apart late. If a candidate's target is well above the client's range, everyone should know before interviews start, not after the client has fallen for them. It also matters to your business: contingent fees are often calculated on first-year base salary, so an unclear base number can lead to awkward fee conversations later.

What should you ask?

• Their target. "What would the package need to look like for you to make a move?"
• What matters most. Is it the base, the total, the bonus structure, time off or flexibility?
• What they'd leave behind. An upcoming bonus, unvested equity or a retention payment. These details often decide whether an offer works.
• Where they're flexible. Would a sign-on bonus, a review at six months or extra time off close a gap?

What about salary-history rules?

Many states and cities restrict employers from asking candidates about their salary history, and in some places those rules also cover recruiters working on an employer's behalf. The rules vary by location and change often, so check the ones that apply where your candidates and clients are, and talk to employment counsel if you're unsure. A safe default is to ask about expectations rather than past pay. Some places also require pay ranges in job postings, which is one more reason to get a real range from the client at intake.

How do you share the client's range?

Ask the client for a real range and permission to share it. Candidates respond better to a number than to "competitive." Tell them what the range depends on and where they're likely to land based on what you know. Never inflate the range to get a candidate interested. The truth comes out at the offer, and so does the damage.

How do you keep the numbers from drifting?

1. Confirm the target after each interview. Expectations often rise as candidates get more interested or learn more about the job.
2. Tell the client early if a candidate's target has moved.
3. Pre-close before the offer. "If they offer this base with this bonus, will you accept?" Our guide to candidate deliverability covers this step in detail.
4. Write the numbers down where your team can see them, so the offer conversation starts from facts.

In identifyd, notes on the candidate's record and the fee details on the job order keep the numbers next to the search, so nobody is working from memory when the offer comes in.