#Compensation #SalaryIncrease #TalentAcquisition #HRManagement #RemoteWork
Hey everyone! 👋 I’m in a bit of a predicament and could use some advice. I’ve been in talent acquisition for 5 years now, managing a team of recruiters, and have both a bachelors and masters in HR Management. I work remotely in Orlando, FL, and have yet to receive an annual increase in my current role within the banking industry.
I’m currently making $105K with a $2,000 bonus, but I feel like I should be compensated more for my experience and contributions to the company. I have a meeting with my manager coming up to discuss a potential increase, but I’ve heard rumblings that not everyone may be getting raises this year.
So, what do you think would be a fair ask for an increase? I’m considering requesting a bump to $108K or even $110K, but I’d love to hear if anyone has any data or insights to share on what might be reasonable. Any tips or guidance would be greatly appreciated! 💡
Possible Solution:
– Research salary ranges for talent acquisition managers with similar experience and education
– Highlight key accomplishments and contributions in the meeting with your manager
– Emphasize the value you bring to the company and how a salary increase would reflect that.
What industry and size company?
You are underpaid IMO. But do you really want to rock the boat over 3k?
Also if there’s no cola or merit increase there might be larger concerns at play
Put a job posting up for HR managers and see how flooded your inbox gets. You add in remote with that and you wouldn’t be able to keep up with the resumes. Wait till the job market changes
100k+ and remote. That’s lucky lol
To clarify, in your current role, there are two people on the TA team? Are you the TA manager with one recruiter reporting into you? Or you are the one recruiter reporting into a TA manager?
Honestly, $105k for a remote senior recruiter is, in this market, probably considered competitive. What I mean by that is that any remote TA roles right now are absolutely flooded with highly qualified applicants from really phenomenal companies. There’s a huge discrepancy in supply and demand for our skill set right now… throw remote into the mix and it’s absolutely absurd. So in the current market landscape, I would consider your salary competitive. 3 years ago I would have told you I think you’re underpaid… but things are just different right now.
I would say you’re paid in the middle of the bell curve for remote work. If you were in office you could command $125-130K. With the current market, companies think that remote work allows them to pay on the middle to low end of the scale.
I recommend asking for $115K with qualifiers that you would like to take on more challenges and maybe do more recruitment data analysis. Always lead with “value” and continue to make yourself valuable to both yourself and to the organization. When you ask for a raise, show them tangibly how you can bring more value with the bump in pay.
If your boss values you, they will not want to lose you and will most likely meet you in the middle at $110K.
Don’t sell yourself short!
I would say you should have received a one year annual review and raise. I don’t exactly know the cost of living in Florida but I have a MBA team of 5 with 15 plus years and earn 115k. I’m in Midwest.
If you’re looking for a real increase, go agency side and never look back.
Question, are you agency or corporate? Sounds like corporate.
If agency, try to tie higher commissions or bonus based on your team performance if you can’t get a significant increase (don’t just ask for $3k – $5k increase).
If corporate… then I’m not sure what to tell you because I’m all agency and I have my own company now. But what I do know is if you scare your employer they WILL contact someone like me to start looking for your replacement if you give off the wrong impression. So however you decide to negotiate for a better compensation, just keep in mind if you shoot too far and they can’t follow through then you need to understand… we are ALL replaceable, even me being the CEO of my boutique company. So try to be delegate but firm on what your needs are. If you know they can’t meet your needs, don’t ask for it and find it elsewhere. That being said, I’ve always said gage what they can do before you begin looking elsewhere, accepting counter offers are risky too.
I am sick right now so can’t go much further I have tons more thoughts, particularly if agency. If corporate, or agency, all I can say is if you’re not positively contributing to the bottom line you have little room to negotiate. You have loyalty and knowledge of the company and culture they will pay increase for. But if you’re just a manager that’s not actively recruiting and contributing to the bottom line you’re by definition a cost center. Justify how you increase their bottom line either through profit or efficiency or team/project management. Hard to explain right now, sorry. Hope you catch my drift.
Feel free to DM for any questions or chastisements.