When engaging with recruiters on LinkedIn, one of the key questions job seekers often want answered is what the salary range is for the roles the recruiter is seeking to fill. However, some job seekers are hesitant to bring up salary expectations early in the recruitment process. Understanding when and how to appropriately ask a LinkedIn recruiter about salary can help job seekers navigate these conversations smoothly.
Should you ask about salary in an initial message?
Generally, it’s recommended not to bring up salary or compensation details in your very first message to a recruiter on LinkedIn. An initial message is usually meant as a brief introduction highlighting your interest in the open position and your relevant background and qualifications.
Asking about salary right off the bat can give the impression that you are more focused on compensation than assessing whether the role is a good fit. Instead, it’s often better to express enthusiasm for the position and company and try to get a conversation started with the recruiter.
Focus initial messages on your fit and qualifications
For example, a good initial message to a recruiter might be:
Hi [recruiter name],
I saw the [job title] role you recently posted on LinkedIn and wanted to express my strong interest. With my 5 years of experience successfully doing [key responsibility of role] and expertise in [key skill], I believe I would be a great fit for this position. I’d love to learn more about the day-to-day responsibilities and challenges of the role. When you have a chance, I’d be happy to further discuss my background and qualifications. Thank you for your time and consideration.
This type of initial outreach focuses on selling your skills and abilities first. Once a recruiter responds and is engaged in dialogue, that is the time to start asking about salary expectations.
When is it appropriate to ask a LinkedIn recruiter about salary?
When the recruiter has responded to your initial message and seems interested in further discussion, you can start to bring up the topic of salary expectations. Some good opportunities include:
- After the recruiter has asked you to tell them more about your background and experience
- When the recruiter asks if you have any questions about the role or the hiring process
- After the initial phone screening call, as you discuss next steps
- Before moving forward to a formal interview
Early in the screening process before an interview offer is the ideal time to inquire about salary range. This ensures there is alignment on expectations before investing significant time in interviews.
Sample language to inquire about salary
Here are some examples of polite, professional ways to ask a LinkedIn recruiter about salary expectations:
- “What is the anticipated salary range for this opportunity?”
- “I’m interested to better understand the compensation package for this role. Could you provide the salary range you have budgeted for this position?”
- “As I evaluate whether this is the right next role for me, I wanted to get a sense of the salary you have in mind. Do you have a targeted range for this position?”
Phrasing your inquiry politely as a question shows your interest while allowing the recruiter control over when to disclose salary details. If they decline to provide a number, you can follow up by indicating your flexible or negotiable expectations.
How should you respond if a recruiter declines to provide a number?
Some recruiters may not be willing or authorized to provide a specific salary figure, especially early in the recruitment process. In these cases, you can respond with your own expectations or flexibility. For example:
- “I understand you likely can’t provide a specific number at this stage. For some context, given my experience level, I would expect the salary to exceed $XX,XXX for this type of role.”
- “No problem, I know salary details may need to wait. I’m flexible on exact compensation and open to discussing it further down the interview process.”
- “If you can’t share a range, could you at least confirm that the salary meets or exceeds the market average for this type of position in this geographic area?”
Providing your own expectations, flexibility, or benchmarks can help move the conversation forward productively.
Be prepared to discuss your current or desired salary
Rather than providing a salary range, some recruiters may ask what your current salary is or what salary you are targeting. Be prepared to answer accurately and consider providing a reasonable range to allow room for negotiation.
For example: “My current salary is $XX,XXX annually. However, given the increased responsibilities of this new role and my expanded skillset since transitioning into this field, I’m targeting between $YY,YYY and $ZZ,ZZZ for my next position.”
Should you refuse to provide your current salary?
You are well within your rights to decline to provide your exact current salary if asked by a recruiter. In locations where salary history questions have been banned for job applicants, like some states and cities in the US, it may also be illegal for a recruiter to insist on knowing your pay at your current job.
If you prefer not to share your current salary, aim to steer the conversation instead to your compensation expectations or requirements. For instance: “Instead of my current salary, I’d feel more comfortable discussing the salary range I’m targeting, which is between $XX,XXX and $YY,YYY. Does that align with the range you had in mind for this role?”
Key takeaways
Successfully navigating the topic of salary expectations when interacting with LinkedIn recruiters comes down to a few key best practices:
- Avoid bringing up salary in your very first message.
- Wait for the recruiter’s interest before asking about compensation.
- Use polite phrasing that invites, but doesn’t demand, details.
- Have your own range in mind in case an exact figure isn’t provided.
- Decline to provide your current salary if uncomfortable, but be ready to discuss reasonable expectations.
With the right approach, you can gain valuable salary insights from LinkedIn recruiters while keeping the conversation positive and focused on your qualifications and fit. This enables you to assess opportunities accurately and potentially negotiate better offers while maintaining productive recruiter relationships.
Frequently Asked Questions
Is it rude to ask about salary expectations early in the process?
It’s generally not considered rude to ask about expected salary, as long as you do so politely after building some rapport, not in your very first message. Bringing it up too soon may signal that salary is your top priority rather than finding the right fit.
Can I straight up ask a recruiter what the salary range is?
You can directly ask about the salary range but it’s often better to phrase it politely as an inquiry, such as “I’d love to get a better sense of the salary range for this opportunity – could you provide some details on the planned compensation package?” This encourages the recruiter to provide details while allowing them to decline if needed.
What if the recruiter won’t give me a number when I ask about salary?
If the recruiter declines to provide a specific salary range, respond with your own expectations or flexibility. For example, “I understand you can’t provide details at this stage. For context, I’m targeting between $XX,XXX and $YY,YYY for my next opportunity. Please let me know if that aligns with your planned range for this role.”
Should I refuse to tell a recruiter my current salary?
You are within your rights to decline providing your current exact salary if asked. Try redirecting the discussion to your compensation expectations or requirements for the new job instead. Be prepared to provide a reasonable range that takes into account your experience and the role’s responsibilities.
How do I know what’s a fair salary range to ask for?
Research typical salary ranges for similar roles in your geographic area using sites like Glassdoor, PayScale, LinkedIn Salary, or government labor data. Consider your years of experience and any special expertise or accomplishments that may warrant above-average compensation.
Comparison of Salary Ranges by Industry
Here is a table showing typical entry-level and experienced salary ranges across different industries to provide context on what may be reasonable to ask for based on your field and experience level:
| Industry | Entry-Level Salary Range | Experienced Salary Range |
|---|---|---|
| Tech | $65,000 – $85,000 | $100,000 – $140,000 |
| Finance | $60,000 – $75,000 | $90,000 – $150,000 |
| Healthcare | $50,000 – $65,000 | $75,000 – $120,000 |
| Engineering | $65,000 – $80,000 | $100,000 – $160,000 |
| Marketing | $45,000 – $65,000 | $80,000 – $120,000 |
| Nonprofit | $40,000 – $55,000 | $60,000 – $90,000 |
Of course, these ranges are just rough benchmarks – your specific experience level and location should factor heavily into your personalized target salary request when speaking with recruiters.
Tips for Negotiating Salary with a Recruiter
Once you have the salary conversation with a recruiter, there may be an opportunity to negotiate, especially if the initial offer is below your expectations. Here are some tips for tactfully negotiating salary:
- Remain positive and express continued enthusiasm for the role.
- Ask if there is flexibility in the salary offer rather than immediately rejecting it outright.
- Back up your request for higher pay with market research and your value-add skills and experience.
- Suggest compromises like a signing bonus or earlier salary review if the base pay can’t be increased.
- Keep the conversation focused on shared interests and finding mutual agreement.
With the right approach, you can often negotiate at least some increase from an initial salary offer from a recruiter. Keep the dialogue polite and positive to protect the relationship while advocating for fair compensation.
Following Up After Inquiring About Salary
Make sure to follow up with a recruiter after your initial salary expectations discussion with a quick note:
Hi [recruiter name],
Just wanted to thank you again for taking the time to discuss the [job title] role and provide more context on the compensation package. The salary range you shared seems very competitive and I’m enthused about the overall opportunity. I’m eager to move forward in the interview process and further assess my potential fit. Please let me know any other questions you may have for me at this stage. I appreciate your time and consideration.
Best,
[Your name]
This helps continue the dialogue on a positive note while reinforcing your interest after obtaining the key salary insights you were seeking.
Conclusion
Asking LinkedIn recruiters about salary is a normal and expected part of evaluating new career opportunities. With the right approach, timing, and phrasing, you can gather important compensation information without negatively impacting your rapport with recruiters. Do your market research, practice discussing ranges flexibly, and focus conversations on your mutual interests in finding the ideal win-win fit. With these salary negotiation best practices for interacting with LinkedIn recruiters, you’ll be well-positioned to explore exciting new roles with confidence.