Has your heart ever skipped a beat while reading a job description that’s checked off every one of your boxes, only to falter when you see the listed salary range is less than what you’re making?
Recent salary transparency laws are a step forward in narrowing pay inequality, but they haven’t come without a few growing pains—like vast salary bands that defeat the purpose of a range in the first place or lower ranges that scare off potential applicants from an otherwise great role.
Don’t let yourself be one of them, experts say.
“Listed salary ranges are often starting points rather than fixed ceilings,” says Bernadette Joy, who spent a decade working in human resources and recruiting roles at places like JP Morgan and Goldman Sachs. Now a money coach and the author of Crush Your Money Goals, she says that candidates should still apply if they’re genuinely excited about the job and it aligns with their career goals. “Companies sometimes have flexibility, especially for candidates who bring exceptional skills or unique experiences to the table.”
Lisa Frank, who runs boutique PR and communications recruitment firm LBF Strategies, says that she’s worked with many employers during her 20 years of recruiting who were open to hiring candidates making more than the given salary range.
“Most employers are interested in finding the right talent for their team, and sometimes they need to get creative in level and compensation to make that happen,” she says, adding that not all employers have the flexibility to make above-range offers, but some do.
If you’re head over heels for a seemingly lower-paying role, here’s how to navigate with transparency.
Be honest, but strategic
If the salary range is significantly lower than what you’re currently making, Frank advises being open about that in an application. There’s a risk this will put you out of the running, but “most things are still negotiable within reason,” she says.
Even if the difference does disqualify you, she says that employers might still invite you for an informational interview, consider you for a different role, or create a more elevated role that better aligns with your experience and compensation.
Once you get to the interview, don’t discuss salary until the interviewer does. Instead, highlight your experience, alignment, and interest in the role. If salary doesn’t come up during a screen call, Frank advises waiting until you’re more advanced in the interview process to have the conversation. If it does come up, be strategically transparent
Joy suggests saying: Based on my research of similar roles and my past experience, I anticipate a salary in the range of X to Y. Can you share more about the total compensation package and how flexible it is?
“This opens up the conversation while showing that you’re well-informed and serious about considering the opportunity and exploring a win-win for both you and the company,” she explains, adding that you should articulate what you can bring as value above the listed range.
Clarify any discrepancies
Sometimes, the recruiter offers a smaller salary band over the phone within the salary range listed on the job posting. If this happens to you, it’s important to ask clarifying questions.
Joy recommends: I noticed the listed range was X to Y, but you mentioned a budgeted range. Can you help me understand the discrepancy?
“This shows that you’re paying attention and seeking transparency. If the budgeted range is significantly lower, I still think in most cases you should pursue the interview all the way to an offer stage,” she says. “Interviewing is an opportunity to get to know the company and have candid conversations with people within the firm, so even if this role doesn’t work out, people will remember you and might consider you for roles down the line.”
Avoid a bait and switch
But don’t bait and switch, proceeding with the range with plans to ask for more once the company has seen how great you are and extends an offer. Frank says it can be misleading. “I’ve had candidates do this in the past, and it’s not usually well received by an employer.”
Again, it’s best to be upfront if you want to proceed but have a number in mind for later negotiation. Joy suggests saying: I’m comfortable moving forward with this range for now, but I’d like to revisit the compensation discussion once we get to the offer stage.
Such honesty helps maintain trust with the recruiter, she says. “As a former recruiter, I fully expect candidates to negotiate. I also encouraged them to look at the full package, not just the compensation, and often had room to negotiate on other terms other than salary to make up the difference if there was a gap.”
After all, the total compensation package could put more money in your pocket. A company’s benefits could net more than your current employer’s, such as a higher 401(k) match.
“Oftentimes, candidates scan job descriptions and only hone in on the things that may disqualify them from the role before they have actually applied,” Frank says. “In this competitive market, candidates should leave no stones unturned. If they are truly interested in a role or company and their compensation or level isn’t drastically different from what is listed, they should throw their hat in the ring.”
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