As third-party recruiters, we walk a fine line. We’re trusted by candidates to advocate for their goals, and by clients to deliver top talent within a defined budget. But what happens when those two sides don’t align?
One of the most common and delicate challenges we face is this: You’ve found the perfect candidate. They’re qualified, motivated, and genuinely excited about the role. But then comes the curveball…they want more money than your client is willing to offer.
Worse yet, your client won’t budge, not even to meet the top of their posted range.
So now you’re in the middle, trying to keep everyone happy without control over the one thing that could close the deal: compensation.
Here’s how to navigate that situation with professionalism, transparency, and your long-term relationships intact.
1. Respect the Ask
When a candidate asks for more money, it’s not a red flag, it’s part of the process. They’re advocating for themselves, and that deserves your respect.
Start by acknowledging their position in a way that builds trust:
“Thanks for being upfront about your expectations. I completely understand where you’re coming from.”
Avoid jumping into problem-solving right away. First, show that you’re listening.
2. Be Transparent About Limitations
Now it’s time to gently reset expectations. The key here is clarity, not sugarcoating.
You might say:
“I want to be transparent. This client has a firm budget, and they typically don’t go beyond the range that’s already been approved. I’ll always advocate for you, but in this case, their flexibility is very limited.”
Being honest upfront prevents future frustration and reinforces your credibility.
3. Highlight the Full Value of the Offer
When salary isn’t flexible, the value of the opportunity becomes your best tool.
Help the candidate look beyond the paycheck. Ask:
“Aside from salary, what else matters most to you in your next role?”
Then pivot the conversation to the full scope of the offer:
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Career growth and promotion potential
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Work-life balance or remote flexibility
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Strong leadership or team culture
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Reputation or mission of the organization
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Benefits package, PTO, continuing education
Often, candidates will reconsider when they see the bigger picture.
4. Gauge Their True Interest
Don’t be afraid to ask for a reality check. If compensation is a dealbreaker, it’s better to know sooner than later.
Try:
“Now that you’ve had a chance to think through the role and offer, do you feel it still aligns with your goals?”
If they’re in, great. If not, parting ways respectfully protects your time and keeps the relationship intact.
5. Play the Long Game
Not every opportunity will work out, but how you handle the tough conversations is what candidates remember.
You could say:
“If this one isn’t the right fit, that’s totally okay. Let’s stay in touch. I’ll keep an eye out for roles that better match your target range.”
The door stays open, the relationship stays strong, and you’ve earned their trust for future placements.
Final Thoughts
Salary standoffs are part of the job, especially in today’s competitive talent market. But the way you navigate these moments is what separates good recruiters from great ones.
- Be upfront about limitations
- Listen without judgment
- Shift the focus to the bigger picture
- Protect your relationships on both sides
When candidates want more than a client can offer, it can feel like you’re stuck in an impossible position. But these moments are where great recruiters stand out. By being transparent, thoughtful, and solution-oriented, you show both candidates and clients that you’re a true professional, not just a middleman. You may not control the offer, but you docontrol how the conversation unfolds. And in recruitment, your ability to navigate those conversations with integrity is what builds trust, strengthens relationships, and keeps the door open for future wins.