Salary negotiations at offer stage can be one of the more interesting parts of recruitment.
A candidate goes through an interview process, everyone is positive, and an offer comes through. But instead of being an increase on their current salary, it matches what they’re already earning or, occasionally, comes in slightly below.
The reaction to that can vary considerably.
Some candidates are perfectly happy to accept the same salary, or even take a small reduction, if the overall move improves their situation.
The new job might be much closer to home. It might offer hybrid working when their current employer doesn’t. The hours could be better, there might be more flexibility around start and finish times, or the role itself might offer experience they’re struggling to get where they are.
For those candidates, salary is only one part of the decision.
For others, an offer at the same level or below their current salary can be disappointing. They may have invested considerable time in the interview process and feel that changing employer should come with some financial progression.
And sometimes the initial reaction is stronger than disappointment. Candidates can feel offended by an offer they believe doesn’t reflect their experience, particularly if their current salary and expectations have already been discussed.
When a lower offer makes sense
There are situations where an offer below the candidate’s expectations is understandable.
Sometimes a candidate applies for a role that is a genuine step up. They might have a lot of what the company is looking for, but not everything.
The employer may be willing to hire them knowing they’ll need additional training, support and time to develop into the full responsibilities of the position. In that situation, offering a salary below what would be paid to someone already operating at that level can be reasonable.
There are also internal salary bands, existing team salaries and budget constraints to consider. An employer can’t necessarily increase an offer simply because a candidate asks.
But that isn’t always what’s happening.
When there was room all along
Another situation I’ve seen over the years is an initial offer coming in at the candidate’s existing salary, slightly below it, or below what they had expected.
The candidate says no or asks for more.
The company then increases the offer.
It leaves an interesting question: if there was room to offer more, was there any benefit in starting lower?
Negotiation is a normal part of recruitment, and some employers may deliberately leave room for it. Candidates can negotiate too, and there is nothing wrong with having that conversation.
But the initial offer can have an impact beyond the number itself.
A candidate who was very enthusiastic throughout the interview process can suddenly start questioning the opportunity. If they feel they have to negotiate just to reach a figure they consider reasonable, the conversation can become less about the job and more about whether the company values them.
Even if an improved offer is eventually accepted, that first impression doesn’t necessarily disappear.
Salary isn’t always the deciding factor
At the same time, I don’t think every career move needs to come with a significant salary increase.
I’ve spoken to plenty of candidates whose priorities have changed.
Someone commuting a long distance five days a week might happily accept the same salary for a role ten minutes from home. A parent might place a much higher value on flexibility. Someone with very little opportunity to work from home might see two or three hybrid days as a significant improvement to their quality of life.
Others might accept less money to move into an area they really want to develop in or to get away from a role where they no longer see progression.
That’s why comparing two jobs purely on base salary rarely tells the whole story.
A €5,000 increase accompanied by a much longer commute and five days in the office may not actually feel like an improvement. Equally, staying on the same salary with better flexibility, progression, benefits and considerably less commuting can be a very worthwhile move.
The offer stage sets the tone
Where I think employers need to be careful is when they already know what a candidate is earning and what they are looking for.
If expectations are too far apart, ideally that conversation happens early rather than after several interviews.
And if a candidate has the experience required, their expectations are within budget and the company is prepared to pay a certain amount after negotiation anyway, there is an argument for making a strong offer from the beginning.
Candidates won’t all react in the same way to a lower offer.
Some will negotiate.
Some will look at the overall package and happily accept.
Some will decline.
And some will take it personally.
None of those reactions is particularly surprising because changing jobs is about much more than getting an extra few thousand euro.
For employers, perhaps the more useful question at offer stage isn’t simply “What’s the lowest salary they might accept?”
It’s “What offer gives this person a good reason to leave what they already have and join us?”
