As a recruiter who specializes in recruiting audit and GRC professionals, I spend significant amounts of time each week reaching out to prospective candidates, via email, InMail, or phone, about the opportunities for which we are recruiting. Over the past year-plus, I have noticed an interesting phenomenon: I’m getting a lot of one-sentence responses, “How much does it pay?,” or “Is this role fully remote?”
Before I talk about why this response is problematic, let’s acknowledge a couple of things. First, compensation is certainly an important part of the right fit for a professional scenario, and perhaps even more important if you happen to live in an area with especially high cost of living. Second, this reply could in part be in response to pay equity laws that have been implemented by many US states over the past several years that limit companies/recruiters from asking what a candidate is currently making, and that empower candidates to be able to ask how much the position pays. For the record, I am a big fan of the pay equity laws, and I do feel anecdotally that they are helping to achieve their intended goal.
My issue, then, is not with the question itself, but with the ordering of the question: Should this really be the first question you ask about a potential opportunity? Imagine for a moment that a close friend was going to set you up on a date with someone with whom they feel you might have a lot in common. Your first question probably wouldn’t be, “How much does he/she make?” – at least I hope that wouldn’t be your first question. Instead, you might be more interested about their background, family, interests, character, appearance, etc.
The same can be said about professional opportunities. While compensation is certain relevant, it should seldom be the primary reason you are making a move or determining whether an opportunity is worthy of exploration. When I think about the executive-level candidates I’ve placed throughout my career (people who have had a great track record of career success), I can think of very few if any of those conversations that started with the money question. We of course get there eventually, but these candidates are really looking for career fit first, and then the money needs to make sense.
So, what should you be focused on? First and foremost, I am a big believer in choosing company first. Choose the company that you can see yourself growing with for five or more years. Are they strong, stable, and a leader in their niche? Or, do they have a great growth story? Do you believe in their product/service/mission? Are their values/culture aligned with yours?
Next, I look at career fit. Does the role and level make sense with my current career trajectory (note: that doesn’t mean it has to be a level up or promotional opportunity)? Are there enough tasks of the role that I feel I can execute with confidence? Are there enough new areas or learning challenge to keep me stimulated and growing over the next year or two? Are they working with new/relevant technologies? What is the visibility of the role? What is the potential to make an impact? Does this company/department have a strong track record of growing/developing their people? Are the potential career path options aligned with the areas I am interested in growing my career?
From there, I delve into the lifestyle aspect of the role. Is the work/life balance consistent with what I am looking for? What is the workplace flexibility and/or return to work scenario? Is the commute viable? Is there travel required and is that travel consistent with what I am open/interested to do?
If all of those things are aligned, then it’s time to have a deeper conversation about compensation and benefits.
Also, be aware that while companies are now required to share a range, do understand that the range you will be quoted is a ranged determined by HR/TA at the beginning of the search. That number may end up being below market [and adjusted during the search], and even if that is not the case, it certainly does not mean that a company will never stretch beyond the initial quoted range for a very strong candidate. However, by just asking how much a role pays, you aren’t going to understand the full story.
In other words, first figure out if the company/role make sense for you, and then explore the compensation fit.
The same thing can be said about the question “Is this role fully remote?” While there is not room to fully address the pros/cons of remote work in this article, it is safe to say that if one is only open to remote roles, that candidate may be significantly limiting their access to potentially great career growth opportunities, and possibly limiting both their short- and long-term marketability.