I've learned through experience never to assume what comp will be for a given position. Depending on the company and how they typically structure total package, it can vary quite a bit.
Whether through a recruiting firm or direct with the hiring company, is it considered acceptable to pose the question early on (after submitting resume, but before or during initial interview)?
I've burned time with firms in the past and found out at the end of the process that the comp was below what I was willing to accept, and am trying to avoid wasting time if the expectations aren't in-line.
Thoughts?
My 2 cents, I think most firms and recruiters expect this topic to come up early on. In fact, most recruiters I have dealt with will bring this up on the initial phone call prior to actually passing my resume on to their client. From their perspective, they don't want to waste time pitching potential candidates if there is going to be a big delta between what the job pays and what the candidate needs/wants. At the same time, it can be challenging to define a hard number, as it may result in the hiring manager or recruiter putting you in the "no" pile, despite how good a fit you might be for the job.
That being said, I do agree that depending on the firm, the pay grade could be different. I know Directors of Acquisitions who are making anywhere from $100K base salary all the way up to the low $200K range base salary. Just depends on the firm, how large they are, how active they are, AUM, etc etc.
Agreed, every recruiter/ HH I've ever had contact with discussed compensation up front. Usually ballpark figures, but enough to get the ball rolling.
http://celassociates.com/prime/wp-content/uploads/2012/04/CELAssociates…
Curious how "realistic" people feel the salary ranges are on this list, compared to your current jobs or what you have seen in the industry.
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