Q. Should I reveal my compensation to a recruiter?
A. Compensation is such an integral part of the offer process, so it’s in your best interest to see what the company would offer you first. Hear what they have to say in terms of starting salary, stock options and sign-on bonus as well as benefits (candidates often overlook the employee cost of benefits, but there could be a significant difference among employers).
Then when you hear their offer you can say, “Well, the offer I currently have from another company is $10,000 more. Is there any way you can go any higher than your offer to be competitive?” Always refrain from revealing compensation to a recruiter first—let them tell you a number first. Unfortunately, sometimes the conversation goes like a ping-pong match and you ask them, they ask you, and you may have to finally succumb. In that case, give them a range, not a specific number. This gives you wiggle room to negotiate. Plus, if they’re a reputable company they will know a specific range for the job they’re offering and should not go under the lowest number.
Keep in mind, companies expect you to negotiate. They’re more surprised when you don’t than when you do. Therefore, you need to look out for yourself. In addition, the current offer from the company where you interned over the summer should know you’re currently interviewing and not locked in to accept their offer either. Even though their current offer is competitive for a new grad, you need to first determine, if the compensation packages were completely equal, where you would rather work. Which employer would make you happier? Did you enjoy interning at the company over the summer, and could you see yourself working there?
If so, go back to the company you interned at and say you’ve received another offer (thereby showing that you’re in demand). Tell them you appreciate their offer, but are hoping for something more competitive—especially since they’ve already seen what an asset you’ll be as a full-time employee.
