Let’s Talk Salary During Interviews

As a Talent Acquisition Manager, I’ve spoken to countless strong candidates who freeze the moment compensation comes up. Some undersell themselves, while others — despite knowing the posted salary range — ask for a number far beyond what the role offers.

Both approaches hurt you.

When you ask for less than you deserve, it signals a lack of confidence in your skillset. It can also make you appear unsure of your value or unwilling to negotiate. Before you walk into an interview, get clear on the compensation you need to commit, contribute, and flourish. Preparation gives you confidence. Confidence gives you clarity. And clarity helps you advocate for yourself without hesitation.

Now, let’s talk about the other15 Minute Free Consultation side of the spectrum.

For those who feel they are worth a lot more — congratulations. I love that level of confidence. But let’s keep it real: if a job is posted within a certain range, that range is the budgeted allowance. Any deviation typically requires executive approval, and in most cases, it won’t happen.

As professionals who know our value, we should be targeting roles that align with our needs — including the total rewards package, not just the base salary. If we already know a job falls below what we require to thrive, that’s a red flag. That’s our cue not to apply.

Salary conversations shouldn’t be emotional or reactive. They should be strategic, informed, and aligned with your goals. Eileen Gonzalez, CPCC Click here for a 15 Minute Free Consultation: