You're Getting a Raise

Read Time — 4 minutes.

There’s a stage in the interview process that terrifies pretty much everyone.

Seasoned executives fear it. Recent grads panic in anticipation.

It’s crazy how one little question can give us massive anxiety:

“What are your salary expectations?”

The compensation conversation feels practically designed to make you uncomfortable!

I know exactly how you feel.

I used to be the worst negotiator on the planet.

In my mid-20s, I lived in San Francisco. I had been out of work for a few months when I was offered a Marketing Specialist role at a big electronics company.

Even though it was a full-time, perm position, they offered me $24/hour.

That’s right - I received a low hourly rate for a corporate job.

But I had 3 years of prior corporate experience in salaried roles. And this was when the economy and job market were strong!

Because I had been out of work for a while, I didn’t think twice about the offer and accepted the position.

That’s sadly not the worst part. I ended up staying at that job for 4 years, never receiving any kind of raise.

I cringe thinking about it to this day. I lost the opportunity to make so much money because I didn’t advocate for myself.

I never want you to have this kind of experience or to feel this way.

Since then, I’ve become a huge advocate for salary transparency and for people being paid competitively for the value they bring (especially for women and under-represented communities).

You deserve to make a salary from a company that prioritizes paying you fairly. Please don’t settle for anything less (and I’ll show you how!).

In 2013, I started my first recruiting job.

That was a pivotal moment for me, personally and professionally.

I got a front-row seat to see how salary negotiations work.

I learned how hiring teams calculated offers. But I also listened to how candidates advocated for themselves throughout the interview process.

It made me realize that anyone can negotiate and make more money.

And I started putting some of the things I was learning into practice for myself.

In the last 10 years that I worked in recruiting, I increased my own salary by over $100K.

I’m proud to say that this is not a typo. I made big, strategic moves every 1-2 years.

But the biggest factor in my massive salary increase?

I believed that I was worth getting paid more.

And so I kept standing up for myself. I started asking for the money I thought I deserved.

I negotiated a top-tier job offer for myself during the pandemic in 2020.

So I don’t believe you should settle for less in 2024!

The Starting Point

Time and time again, I’ve seen so many people make a massive mistake with negotiation:

They wait to discuss salary until after they receive an offer.

Think about it though. Why would you put in all of that hard work to go through the entire interview process without knowing the salary range?

Save yourself the time and headaches. Negotiation should start with your first conversation with a recruiter.

That recruiter screen isn’t just meant for them to assess if you have the right qualifications for the role.

It’s also meant for both of you to align on a salary range.

“But Jenny, what if the recruiter doesn’t ask me about my salary expectations?”

You should raise the topic. This is a critically important piece for you to advocate for yourself!

Say something like: “I know we’re getting towards the end of our call. I’d appreciate it if we could align on salary expectations before we decide if it makes sense to proceed in the interview process.”

The vast majority of recruiters will be more than happy to oblige. It’s what we’re trained to do after all!

Pay Transparency

Did you know that there are several states with current pay transparency laws?

A pay transparency law means that an employer is required to be transparent about listing salary ranges in their posted job descriptions. They’re meant to help close the wage gap and prevent discrimination.

The current list includes California, Colorado, Connecticut, Hawaii, Maryland, Nevada, New York, Rhode Island, and Washington. There are also cities like Jersey City that have a local ordinance on pay transparency for residents.

This is a HUGE win for job seekers!

So how can you use this information to your advantage?

I have a couple of suggestions on how to navigate that conversation with the recruiter.

If you live in a state WITH a pay transparency law:

You can say: “I see the stated salary range in the job description for this role is $130-$190K, is that range still accurate?”

If the recruiter says yes, you say “Great! The range aligns with my expectations”. (You do not need to name any specific numbers, you can end the conversation here.)

If they say no, that’s a bit worrisome. I’d definitely question them on why their public range is different than the reality.

My personal .02 is that if an employer is going to use a bait-and-switch approach, you should take this as a sign and steer clear of pursuing this opportunity.

If you live in a state WITHOUT a pay transparency law:

You can say: “I’m aware that certain states have pay transparency laws. I realize that [Your State] doesn’t have a law in place, but at the same time, I highly value an employer who prioritizes salary transparency. So in the spirit of being transparent, can you tell me what the salary range is for this position?”

This strategy will give you PRIME insight into how much the company truly values candidates.

If they say “Sure thing, the salary range is $150K-$230K”, then you just gave yourself a keen advantage.

But if they say “I’m sorry but I’m not able to disclose that information”, you know that this is an employer who is unlikely to be honest with you during the interview process (or even after you get hired).

My .02 is that it’s total B.S. that any employer in 2024 can’t show you that baseline respect by telling you basic salary information. (It makes me really angry when employers don’t treat candidates well!).

A little disclaimer. Given the many nuances within both salary scenarios, it’s difficult for me to offer a one-size-fits-all approach. Utilize this advice as a general guideline and it should help you in the majority of cases.

A Layoff Lemonade Launch!

Since I’ve been laid off 4 times, I’ve experienced many of the same challenges you’re going through.

The biggest challenge I faced was that I didn’t know who or where to turn to for advice. The resources I found were often very general and didn’t translate directly to how I could rebound from a layoff.

These are the reasons why I created The Layoff Lemonade Handbook. This is the first-ever guide that was specifically designed for people like you who were laid off.

A sneak peek:

I know that money is a top concern for you right now. This is why I’m offering a free version of The Layoff Lemonade Handbook, to make it accessible to as many people as possible.

As Layoff Lemonade subscribers, I’m giving you 1-week early access before I offer it to the general public! 

Get your FREE download of The Layoff Lemonade Handbook: Starter Guide.

I want nothing more than for you to take a lemon of a situation - your layoff - and turn it into a positive experience.

Now you have The Layoff Handbook to be the catalyst to your comeback.

Let’s make this next chapter your best one yet. You can do it, I believe in you!

Big hugs, Jenny