Recruiters weaponize the inherent awkwardness of the salary conversation, knowing that most candidates panic when the money question is dropped. They exploit that moment of discomfort to push you into a weaker position, hoping you’ll either undersell yourself out of fear or name a number that prices you out of the running before you even get a real shot. If you walk into this discussion unprepared, you’ve already lost.
- Do your research. Use Glassdoor, Levels.fyi, or Blind to know the real market range. Don’t trust the company to tell you.
- Delay the money talk. The later it happens, the more leverage you have because now they actually want you.
- Make them show their hand. Ask for their range, every time.
- Be ready to walk. If a company refuses to discuss pay transparently, that’s a red flag.
First, do your research. You need to know the real market range for your role, experience level, and location, and you can’t trust the company to give it to you. Use objective, crowdsourced data from sites like Glassdoor, Levels.fyi, or Blind to arm yourself with the truth. Their goal is to pay you as little as possible; your goal is to know what you’re actually worth.
Next, delay the money talk. The longer you can put off the compensation discussion, the more leverage you build. Once a company has invested time in multiple interviews and has decided they want you, the power dynamic shifts. They are no longer just evaluating you; they are trying to win you over, and that is when you have the upper hand.
Then, make them show their hand. Never be the first to name a number. When the topic arises, turn the question back on them with a simple, direct query: “What is the approved budget or salary range for this position?” This forces them to anchor the negotiation around their number, not yours, and immediately reveals if they are operating in good faith.
Finally, be ready to walk. A company that refuses to discuss pay transparently or is evasive about compensation is waving a massive red flag. It signals a culture of lowballing and a lack of respect for candidates. It is far better to lose a single opportunity than to accept a role at a place that starts the relationship by trying to play you.
Ultimately, you must protect yourself by understanding the game that’s being played. The odds are stacked against you by design. Recruiters will push, companies will lowball, and your LinkedIn feed is filled with garbage advice designed to make you feel guilty about negotiating. Don’t play along. Don’t give away your number first. Make them reveal theirs. The only thing worse than losing a job offer is accepting one where you got played.
