Salary conversations can feel awkward, especially when you do not want to price yourself out or undersell your experience.

The best approach is to be clear, prepared and calm. You are not being difficult by talking about salary. You are making sure the role, package and expectations line up before anyone gets too far into the process.

Use this guide before speaking to a recruiter, interviewing with a client or reviewing an offer.

1. Know your number before the conversation

Before you discuss salary, work out three figures:

Your current package
This includes base salary or day rate, bonus, pension, equity, benefits, remote working, annual leave and anything else that has value.

Your ideal number
This is the salary or day rate that would make the move feel right.

Your minimum number
This is the lowest figure you would seriously consider, based on the role, commute, flexibility, progression and total package.

Do this before the conversation, not during it. It is much harder to think clearly when someone asks you directly.

2. Think about the full package, not just base salary

Base salary matters, but it is not the whole offer.

Before deciding whether a package works for you, look at:

  • Bonus or commission

  • Equity or share options

  • Pension contribution

  • Healthcare and insurance

  • Remote or hybrid working

  • Commute cost and travel time

  • Learning budget or certifications

  • Annual leave

  • Working hours and flexibility

  • Progression opportunities

A higher salary with a long commute, limited flexibility and weaker benefits may not be better than a slightly lower salary with a stronger overall package.

3. Be clear when asked about expectations

Try not to answer with “I’m open” unless you genuinely are. It can make the process harder later because the client may assume a lower figure than you have in mind.

A better answer is:

“Based on the role, my experience and the market, I’m looking for something in the region of £X to £Y. I’d be happy to understand the full package as well, because benefits and flexibility are also important to me.”

This keeps the conversation professional and gives enough room for discussion.

For contract roles, use the same approach:

“For this type of contract, I’d usually be looking at around £X per day, depending on the scope, length of contract and working pattern.”

4. Do not apologise for your expectations

Candidates often soften salary conversations because they feel uncomfortable.

You do not need to say:

“Sorry, I know that might be high.”

Or:

“I’d completely understand if that is too much.”

State your range calmly, then let the recruiter or client respond. If there is a gap, you can discuss it properly.

A simple answer is enough:

“That is the range I would be looking for to make a move at this stage.”

5. Keep your expectations consistent

Changing your number late in the process can damage trust, especially if the client has already shaped an offer around earlier conversations.

There are times when expectations may change. For example, if the role is more senior than first described, the office requirement is higher than expected, or the package is missing something important.

If that happens, explain it clearly:

“Having learnt more about the role and the level of responsibility involved, I’d be looking for something closer to £X. I wanted to raise that now so we can be clear before the process goes any further.”

The earlier you raise it, the easier it is to handle.

6. Let your consultant help you position it

Your SODA consultant should know the role, the client’s budget and how your experience compares with the wider market.

Use that insight before you speak to the client directly.

Ask:

  • Is my expectation in line with this role?
  • Where does this sit against similar candidates?
  • Is there flexibility in the budget?
  • How should I position my current package?
  • Are there any benefits I should factor in before deciding?

A good salary conversation is not about pushing for the highest possible number at any cost. It is about getting to a package that works for you and makes sense for the role.

7. If the offer is lower than expected, respond carefully

If an offer comes in lower than you hoped, do not reject it immediately unless it is clearly too far away.

Take time to review the full package and speak to your consultant.

You could say:

“Thank you for the offer. I’m really interested in the role and I appreciate the time everyone has taken so far. The salary is slightly below where I was hoping to be. Is there any flexibility to move closer to £X?”

This keeps the door open and shows that your interest in the role is genuine.

8. Know when to walk away

Sometimes the package simply does not work.

That is not a failure. It is better to be honest before accepting than to start a role already feeling underpaid or uncertain.

Before making a decision, ask yourself:

  • Does the package meet my minimum requirements?
  • Does the role help me move in the right direction?
  • Would I still be interested if the salary stayed as offered?
  • Am I accepting because I want the role, or because I feel pressure to decide?

If the answer is no, speak to your consultant and be clear about what would need to change.

Final salary conversation checklist

Before discussing salary, make sure you have:

  • Worked out your current full package
  • Set your ideal number and minimum number
  • Considered salary, benefits, flexibility and commute
  • Checked your expectations with your SODA consultant
  • Prepared a clear answer if asked about salary
  • Decided what you would do if the offer came in lower than expected

How your recruiter can help with salary conversations

Salary conversations are easier when you are not having them in isolation.

Your SODA consultant can help you understand how your expectations compare with the role, the client’s budget and the wider market. They can also help you think through the full package, not just the headline salary.

A recruiter can support by:

Checking whether your expectations are realistic for the role
This helps you avoid underselling yourself or asking for a figure that does not match the level of the position.

Giving context on the client’s budget
You may not always know how much flexibility there is. Your consultant can help you understand whether the range is fixed, flexible or dependent on experience.

Helping you position your experience
If you are asking for the higher end of the range, your consultant can help you explain why your skills, background or market experience support that figure.

Handling sensitive conversations with the client
In many cases, your consultant can raise salary questions for you, test flexibility and manage expectations before they become difficult.

Comparing the full offer
Salary is only one part of the decision. Your consultant can help you compare base pay, bonus, equity, pension, remote working, benefits, commute, progression and start date.

Advising you if the offer comes in lower than expected
If there is a gap, your consultant can help you decide whether to negotiate, accept, ask for changes elsewhere in the package or walk away.

A good recruiter should not pressure you into accepting a package that does not work. Their role is to give you the context, advice and confidence to make the right decision.

Speak to your SODA consultant before discussing salary expectations so they can help you understand the client’s budget, position your experience clearly and review the full package before you make a decision.

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