It is a hot topic whether or not employers/recruiters should disclose a compensation range in the interview process. As a professional recruiter, it is a best practice NOT to disclose a compensation range. Most of the time, clients are depending on the recruiter to find the caliber of candidate they are looking for, then get market data on where they need to be to be competitive. Not to mention, there are a lot of factors to consider when talking compensation. It is not always straightforward base and bonus. Often times, organizations will adjust their budget to bring in the right person. If you refuse to talk to a company or recruiter without knowing the comp range first, you could be missing out on a great opportunity. Our advice is to listen to the scope of the role and learn more about the business and their challenges you can come in and help overcome. If you are working with a good recruiter, they will make sure the company can be competitive with your current comp plan.
Written by: Allie Milbrath, CEO
Bottom Line Growth Recruitment