# Handle salary expectation questions early in the hiring process

Talk tracks for discussing pay early, so recruiters align expectations without losing candidates or breaking pay laws.

- Topic: HR & Hiring
- Framework: RTF
- Level: Standard
- Tags: HR & Hiring, Career, Fill-in Template
- Source: https://www.thinkwithprompt.com/prompts/handle-salary-expectation-questions-early-in-the-hiring-process

## Prompt

```text
Help me handle salary conversations with candidates early in the process.

**Role and pay range:** [RANGE, and whether I can share it]
**Other compensation:** [bonus, equity, benefits, perks]
**Where we hire:** [LOCATIONS - pay-transparency and salary-history laws differ]
**Typical situations:** [e.g. candidates above range, candidates who won't share a number, candidates asking for the top of range]

Give me:
1. An opening line for the first call that shares the range (where allowed) and asks about expectations, not history.
2. Responses for these situations:
   - The candidate is well above the range.
   - The candidate refuses to give a number.
   - The candidate is far below the range (and how to avoid underpaying them).
   - The candidate asks where in the range they would land.
   - The candidate asks about equity or bonus details I can't confirm yet.
3. How to explain total compensation clearly and honestly.
4. When to stop a process because the gap is too big, and how to say so respectfully.
5. A note template for logging pay expectations in our ATS consistently.

Rules: never ask about current or past pay where it is banned; keep offers tied to the role's band and internal equity, not to what the candidate earned before. This is general information - confirm local rules with HR or legal.
```

## What to fill in

- RANGE, and whether I can share it
- bonus, equity, benefits, perks
- LOCATIONS - pay-transparency and salary-history laws differ

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