The Salary Question Isn’t One Question. It’s Two Different Games.

The Salary Question Isn’t One Question. It’s Two Different Games.

“What are your salary expectations?”

Most candidates treat this like a single question with a single right answer.

That mistake costs them thousands.

I’ve coached candidates across IT and cybersecurity who gave the “right” answer and still capped their offers. Not because the number was wrong, but because the context was.

The right answer depends entirely on who’s asking.

The Problem: You’re Ignoring Incentives

Candidates assume everyone in hiring wants the same outcome.

They don’t.

Recruiters fall into two categories:

• External recruiters who earn more when you earn more
• Internal recruiters who are measured on budget and speed

Same question. Opposite incentives.

If you ignore incentives, you give away leverage.

The Framework

1. The Recruiter Type Check

Before you answer anything about salary, identify who you’re talking to.

It takes 10 seconds:

• Check their email domain
• Check their LinkedIn profile
• Look at their company name

If they work for a staffing firm, they’re external.
If they work for the hiring company, they’re internal.

I’ve seen candidates increase offers simply by adjusting their approach after identifying this.

You don’t answer the question first. You identify the player first.

2. The Agency Alignment Strategy

External recruiters get paid based on your salary.

Higher offer = higher commission.

So use that.

When speaking with an agency recruiter, be direct:
“I’m targeting around $X to $Y depending on the full package.”

Give a strong range near the top of what you want.

They’ll take that number and advocate for it.

I’ve seen agency recruiters push candidates higher than they would have asked for themselves.

When incentives align, clarity wins.

3. The In-House Deflection Strategy

Internal recruiters already have a compensation band.

Their job is often to keep offers within it.

If you give a number too early, you anchor yourself low.

Instead, redirect:
“Happy to discuss compensation. Can you share the range budgeted for this role so we can make sure we’re aligned?”

This does three things:

• Forces transparency
• Preserves your leverage
• Signals professionalism

If they share the range, aim for the top.

If they don’t, that tells you something.

The first number controls the conversation. Don’t give it away for free.

4. The Anchor Control Principle

Salary conversations are about anchoring.

Whoever sets the anchor first shapes the outcome.

I’ve seen candidates:

• Say $80K
• Get offered $82K

Same role could have paid $95K.

The difference was timing.

When you delay your number and gather theirs, you negotiate from strength.

You don’t win by asking for more. You win by controlling when numbers enter the conversation.

Action Plan: What to Do in the Next 7 Days

1. Build Your Salary Range (Day 1–2)

• Research your role using platforms like Glassdoor
• Define your minimum, target, and stretch number

Goal: Enter conversations with clarity.

2. Identify Recruiter Types Before Calls (Day 3–5)

• Check email domains and LinkedIn profiles
• Label each recruiter as agency or in-house

Goal: Match your strategy to their incentives.

3. Practice Both Responses (Day 6–7)

• Prepare your agency answer (clear range)
• Prepare your in-house answer (deflection + ask)
• Rehearse until it feels natural

Goal: Respond confidently in real time.

Final Thought

Most candidates answer the salary question too quickly.

That’s the mistake.

The candidates who land higher offers pause, assess, and respond strategically.

That half-second decision is often worth tens of thousands of dollars.