| > I thought we were supposed to never answer this question. It is legal to ask what they're looking for or "expect". It is not legal in many US jurisdictions (California, New York as notable ones) to ask what they made at their prior job. The first question is necessary since the numbers have to start somewhere. The second question tends to perpetuate any comp bias the interviewee may have been subject to previously. That said, as the interviewee, it's fair to turn the order of setting expectations on its head: “I hear your question, but first, what are you expecting to spend to fill this?” If they object you can try again: “You are a differentiated business with differentiated priorities, meaning your roles provide different returns on investment relative to other companies. What value do you put on this role?” If they object again, and you are confident in your value creation, try: “One of us has to start with expectations, so I'll start with this — based on my prior roles, I expect to have fully paid for myself within the first X days/weeks/months. My expectation is that will be true here as well.” Reality is a candidate's dollar "value" to a firm does in fact depend on the utility the firm can make of that skill. This is largely out of the candidate's control. As such, the firm should reveal the range they have in mind first. |
It’s not, though. The only thing asking the candidate for a number specifically generates is leverage for the company performing the interview. The company can just as easily provide a range to start “the numbers” and display good will to boot.