A decade of recruiting and facilitating interviews for candidates at global Fortune 500s through young tech companies in the digital space, and I’m still a traditionalist with this particular topic. Keep it old school and keep it simple, I say.

Wait for the employer to initiate salary discussion. This is the safest approach. Start there, and adjust accordingly if needed. (You are entitled to ask, and it is illegal for federal contractors and subcontractors to discriminate hiring based upon compensation).

(** And hey, employers: Do everyone a favor and address financials early in the process. Ask candidates about their compensation requirements, or at least shed some light on the range and/or budget allocated for the position, to get a baseline early).

Answer the salary questions. Here, I suggest a one-two punch of transparency followed by self-advocacy.

1. Furnish current/last salary information; it shows you’re collaborating, which builds rapport and creates trust.
2. Stand strong for yourself: “So there’s my current compensation. My current‘expectations’ moving forward are [_____] and that’s because of [insert justification here].” The employer should respect this and feel more comfortable with your approach here rather than you being defensive and not disclosing your numbers. You’re showing strong business acumen . . . you can handle this. It’s all in how you phrase things: the words you choose, your tone, etc. FYI: Many executive-level interview processes involve completing a detailed compensation form with total cash compensation from salary and bonuses, stock options including vesting schedules and historical percentages of payouts, summary of allowances, etc. So if you’re not at that level but want to be, better practice this now.

Assess and research. Consider the burden of leaving your current gig, market pay for the job, your accumulated PTO or incentives, etc. Additionally consider these factors (they may or may not be negotiation-worthy, but regardless, you should assess):

• The nature of the job, its purpose and unique scope of responsibility. Many jobs – though similar in title – are vastly different, from the unique stakeholders to business needs to the team where it sits. Does the scope seem appropriate?
• The history, position and outlook of the company in its marketplace and industry. Many, many variables here . . . past present and future. What you’re assessing here is risk potential. That may or may not translate into more money, but we’ve all heard stories of folks leaving decade-long tenures to join a new business that fails 9 months later, right?
• Current dynamics, resources and infrastructure available at the new job.What you have to work with affects your ability to do the job and your daily life in that job.

A good employer and sound hiring team will have these items positioned appropriately, and they should be transparent to the candidate about any key job nuances. But it’s the candidate’s responsibility to assess what they need for themselves, and what they’re stepping into.

In summary, my advice to candidates is to play the employer’s interview game and let them lead. And remember, it’s how you communicate your message. You know you’ll be impactful once you’re in there, but show you can run with them. You’d be assimilating into their culture if you got the job, so might as well see what it’s like and if you can still be yourself.

At the same time, dig in. Spend the time researching, assessing and educating yourself. Demonstrate collaboration and assertiveness. That’s the type of new hire a company wants.

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