"I have debts, a loan, and 5 cats": how to talk about money in a job interview, and which phrases are taboo

Before an interview, the question "how much am I really worth on the market?" worries every candidate. If you underestimate your expectations, you risk selling yourself short; if you overestimate them, you might not get an offer. The real market value is not a feeling of "I want more," but a combination of experience, the market, and the conditions you are willing to accept.Together with HR manager Anna Solovey LIGA.net It breaks down how to "soberly" assess yourself, discuss money correctly, and not ruin negotiations right from the start.How to understand your real market valueBefore going to an interview or sending a resume, it is important for a candidate to understand their real market value. To do this, first of all, it is worth conducting an internal self-reflection and determining your own financial expectations, says Anna Solovey.– The easiest way is to conduct a small mini-market research using job sites like DOU, Djinni, Work.ua, or Robota.ua. On these platforms, you can apply filters: select a position, city, and experience level – middle, senior, etc. – and see the salary range offered by companies. For example, if most vacancies offer salaries between 40-55 thousand, and one company offers 60 thousand, it's logical to aim for the market average – say, 45-55 thousand. This will be your approximate salary range.It is worth noting that not all companies indicate salaries in job postings. In such cases, you can focus on the expectations of candidates with similar experience in the same field, region, and position.Additionally, it makes sense to pay attention to analytics: for example, DOU often already lists average salary ranges, taking into account experience, region, and English proficiency level.Special attention should be paid to benefits. In many companies, the social package includes bonuses, remote or hybrid work, transportation, meals, a gym, or health insurance. It is important to convert all of this into money, because all of this can be from 5-15% of your salary.Ultimately, by analyzing the market, conditions, and your own current income, you can determine your market value with a fair degree of accuracy.Specify the amount or rangeWhen it comes to financial expectations, Anna Solovey advises stating a range rather than a single specific amount:– It's difficult to name an exact figure, and many candidates are afraid of selling themselves short or don't fully understand their position in the market. A range provides room for negotiation and looks more mature.This is not about the minimum "just to agree," but about the level you are actually willing to consider for leaving your current job. At the same time, it is important that this range is adequate and not too wide. The format "40-45 thousand UAH" is perceived much better than the range "I want from 1 to 2 thousand dollars."In addition, many companies have a probationary period. During the adaptation phase, the salary level may be one thing, and then be reviewed afterwards. In such cases, a range works particularly well. A correct phrasing could be: "I'm aiming for 40-45 thousand and would like to reach 45, considering my experience. What budget has your company allocated?"In this way, the candidate "passes the ball" to the HR or recruiter, and they can then provide guidance on the budget allocated for this vacancy, whether the company is willing to expand it, and if it is flexible at all.Common mistakes made by candidatesMost often, mistakes appear when a candidate has not conducted any financial self-reflection for themselves, explains Anna Solovey:"One of the typical answers to the question about expectations is 'I don't know. How much do you have?' – it immediately creates an impression of uncertainty."Another common mistake is to state your current salary: "I'm making 30 thousand now, I'd like more." But what does "more" mean? This immediately reduces the room for "bargaining."Similarly, it is incorrect to specify too broad a range, for example, "30-80 thousand".This is too wide a range. 30 could be a junior, 80 could be a middle or even closer to a senior. Such a wide range can give the impression that the candidate is not familiar with the market and just named figures "out of thin air".Another mistake is not to name any figure at all and to phrase it like this: "I currently have a certain amount, I would like a little more."There are two problems here: first, the candidate disclosed their current salary; second, they never stated their specific financial expectations.Instead, it's better to say, for example: "I'm aiming for an increase of about 20%. I've analyzed the market, and today my rate is approximately, let's say, $1000."Another serious mistake is when a candidate, even at the stage of a phone conversation, starts making excuses about why they need this money.– I ask: What are your financial expectations? And in response, I hear: "1000 dollars, but I have loans, debts, children, five cats." These are real cases. When a candidate starts explaining why they needed Money is a big red flag. It's much better to say, "According to market analytics, these are my financial expectations," rather than arguing it with personal circumstances.How to properly negotiate salarySalary negotiations are a sensitive topic, notes Anna Solovey:– Quite often, candidates don't state the amount, and in some companies, it's also forbidden to disclose it, as it's stipulated in their internal policy. For example, the amount might not be specified on job sites or during initial communication.In such situations, a kind of "ping-pong game" often arises: who will name the figure first – the candidate or the business. I still recommend that candidates state their range.In simple terms: what is the minimum amount for which you are willing to "get out of bed" and come to work, for example, at 9 a.m., and what is the amount you would like to reach.By stating your salary range, you genuinely simplify life for both yourself and the recruiter. The recruiter immediately understands whether it's worth fighting for you. If the amount is slightly higher than the pre-allocated budget, there are cases where, after discussion with the manager, and provided the candidate is strong, the budget can be slightly "adjusted."But what if you are offered a lower rate than you expected? Here it is important to honestly answer the question: are you ready to settle for less?If it's a categorical no, you need to politely decline and reiterate your value. For example, if you're offered a hypothetical $1000, and you're a senior lawyer, it's worth calmly explaining: "I have 15 years of experience, and I'm considering a different level of compensation for myself."You can leave a counter-proposal for the future: "I am not considering the $1000 amount, but if a position with a budget of, for example, $1600-1700 opens up in the future, I will gladly return to the conversation."I recommend making sure to clarify the benefits, as they can cover up to 15% of the salary. It's worth asking if the business is willing to provide additional options.The bonus system may include monthly, quarterly, or sales bonuses. They are usually activated after the probationary period (after three months), but for strong candidates, it is sometimes possible to activate them from the first day. All these conditions are discussed during the interview.Is it normal to discuss an upcoming salary review?"That's absolutely normal. I often initiate this conversation myself. Right after I talk about the company's perks and benefits package, I also discuss development: not just the salary level, but also how a person can grow within the company," says Anna Solovey.This includes opportunities for horizontal or vertical development, internal competitions, transitions between departments, as well as retraining options if you wish to change your professional direction over time. All of this is usually discussed during the interview.If the recruiter hasn't mentioned it, it's perfectly normal to bring up the topic yourself and ask:how often is the salary reviewed;What are the criteria for a raise?whether it is a general review for all employees, or if it is tied to results, KPIs, or overachievement of goals;what this process looks like in general.It is important for the candidate to understand when to expect a review – in 6 months or a year – in order to adequately plan their financial expectations and basic expenses.If, for example, a review is possible in 3-6 months and this is clearly stated, it sometimes makes sense to agree to a slightly lower starting salary if there is a clear prospect of growth. But here's an important point: it's advisable to document these agreements in the offer and discuss at least a plan for the probationary period with the manager. That is:what goals are set for these 3-6 months;Are bonuses provided?and whether a review of the compensation will be initiated after the plan is implemented.This is an absolutely normal and healthy practice.The issue of wages needs to be discussed. But it is important to – when and how, emphasizes the HR manager.– Honestly, as a recruiter, a red flag for me is when, at the very first contact, during the phone screening stage, the first questions are only:What is the salary?Is there a reservation?This is especially common now, during wartime. For men, in over 90% of cases, these two questions are the first to be asked. For women, the first question is most often about salary.In such moments, businesses begin to read the candidate's values. And this doesn't mean that you can't ask about money – of course, none of us are volunteers. But it shouldn't be the first or second question at the start of the conversation.To better establish yourself, it's worth asking the following questions first:by functionality and area of responsibility;by the team;work format (office / remote / hybrid);working conditions;by the company's culture."Therefore, the optimal strategy is to first show interest in the job itself, the team, and the company's values, and only then move on to financial matters," says Anna Solovey.Read alsoHow to successfully pass an interview and why "where do you see yourself in 5 years" is no longer of interest to anyone

"I have debts, a loan, and 5 cats": how to talk about money in a job interview, and which phrases are taboo

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