TRADITIONAL APPROACH:
- Get the candidate to commit to a base salary expectation.
- Use that as the “target” when negotiating with the client.
- Assume that if you hit that number, the candidate will accept the offer.
WHY IT FAILS:
- Money is only part of the equation: candidates weigh role scope, culture, growth opportunities, team dynamics, work-life balance, reporting lines, and sometimes even gut feeling.
- Assumptions aren’t checked: recruiters often don’t verify whether a salary number reflects true priorities or just a placeholder.
- Context shifts: by the time the offer lands, circumstances or perceptions may have changed — maybe the candidate had another offer, or the team dynamic isn’t as expected.
- Nuances are overlooked: things like timing, client attitude, and subtle candidate concerns can derail the deal even if salary aligns.
THE MODERN APPROACH:
- Explore the “why” behind the number: why is this salary important? What would make a slightly lower number acceptable?
- Assess the full decision matrix: what else matters to the candidate? What could tip them either way?
- Maintain alignment through the process: don’t assume the initial number is static; keep checking priorities.
- Frame negotiation as problem-solving: position yourself as helping the candidate make the best career decision, not just securing a yes.
KEY TAKEAWAY:
Salary is necessary but never sufficient to close. The deals you “lose” despite hitting the target often fail because the other dynamics were invisible or ignored.