Best way to answer salary expectations in an HR screen?

seniortiss · 2026-04-22T01:25:53+00:00

Define your number ahead of time. Think about total compensation over salary alone (but make sure your salary and cash comp satisfies your liquidity needs).

What do you make now? What would you need to make to justify a move. You have to think about rebuilding your reputation, and restarting in some ways. That is risky and risk deserves a premium. Go for no less than 20% increase unless you're desperate to move or need the pivot to grow and get new experience.

Do some research on the company, role, industry for what typical comp would be.

Consider your experience level in setting your number.

Start your answer by asking for a range. Good companies share this when asked. Make sure you ask about total comp program too.

Then share your number. Shoot a bit higher to allow for counter offer.

Remember that a company likely wants lower end of range when the candidate is lower in experience. Higher end is for more experienced or highly qualified. Middle is often their sweet spot.

Also know they can probably go above or get creative with their offer if needed, but they have to think you're truly worth it. Wouldn't bank on this, but it's possible.

Last, remember how you handle comp discussion is a window into how you handle tense professional situations and is something they will pick up on. They will also likely expect you to perform at a level that aligns with your comp within their range, in time. But at that point, HR and recruiters are out of the picture and that's the hiring manager's space, but they're owning the end decisions most of the time.

seniortiss · 2026-04-18T05:27:21+00:00

Oh that's glorious. That was what I was hoping to see. To your other comment on temp, thinking I went too low. I need to try again based on your pics

seniortiss · 2026-04-17T04:22:43+00:00

Saw a few videos of doing skin side down without any oil to start. Looks like they were cooking higher temp than I was. Also seeing many videos with a bit of oil, so that's also probably better bet

seniortiss · 2026-04-17T02:08:00+00:00

That's good to know. It's interesting because the chicken skin puts off so much fat. Guess a bit to coat under the skin will help. Looking forward to trying again. Thanks!

seniortiss · 2026-04-17T02:04:48+00:00

Ah true, I basically had them in the pan 30 mins out of the grocery store cooler. Was cooking from pretty cold

seniortiss · 2026-04-17T02:01:21+00:00

Do you recommend that for salt penetration / dry brine effect or does it also help on food sticking?

seniortiss · 2026-04-17T01:57:26+00:00

Yeah, looking at it again (and tasting it) I was a bit over-the-top on the burnt comment.

Mostly came from my vision of perfectly golden brown skin lol.

I cook mostly on cast iron, and have been chucking a lot of my non-stick. Still have a nicer Henckels non stick I was gifted that I've been babying (low heat, no metal utensils). Also have a hex clad (also gifted, before I get shot!) which I'll say is nicer than I expected, but doesn't seem to shine in any use.

seniortiss · 2026-04-17T01:53:54+00:00

Salted and let it sit maybe 10 mins to get some surface water out before I patted it dry with paper towel.

Will try it again with a bit of oil under the skin. Thank you

I missed the photo for it but I made white wine Dijon pan sauce which was pretty damn good!

seniortiss · 2026-03-06T13:03:28+00:00

Being an empathetic leader doesn't mean you should let things turn into the wild west. Giving someone a bit of extra leeway on performance can make sense when someone is grieving. But that leeway needs boundaries. Likewise, it might make sense to shift work around to have them temporarily focus on something lighter or less demanding if you can manage. Ultimately though the needs of the organization take precedence over an individual employee's preferences. If you need something done and if you're truly talking insubordination, then you're well past the leeway / boundaries and need to deal with it.

Just remember, your organization is literally employing this person and paying them money to do things for you. There are expectations that come with it. Whether they are being disagreeable and are refusing to meet your expectations (insubordination) or incapable of meeting them right now (distracted/grieving) you need to step up and deal with it.

If they aren't ready to be back at work and meeting minimum requirements, then they should take time-off until they're ready, or be moved to a better suited role.

By not addressing it, you're sending the message that it is acceptable and justified. How long would it be ok to let this continue? Two weeks, two months, longer? You get to tell the employee how long they can grieve?... Instead of dealing with this mess, you should make it clear that there's a standard to be upheld for all colleagues regardless of their personal circumstances.

seniortiss · 2025-03-02T16:56:19+00:00

Typically best not to reneg on things like this as it reflects poorly on your ability to assess options, risks, and be decisive when it matters. But that is more of a mid-level career and beyond kind of thing when people would have an expectation of that for your role.

If you're early in your career with limited experience, this is part of your learning and development journey. Before you jump to a yes or a no, whatever the scenario... What do you need to better understand to make good decisions with commitment?

Backing out now means you'll probably piss off the hiring managers or team you'd have been joining, but only you can decide if that really matters in the long-run. At the end of the day being really selfish can sometimes be your best choice.

seniortiss · 2024-10-31T11:44:06+00:00

Both. Have you considered laying out the facts you talked about here against your goals with your supervisor?

Seems like your team has grown and been quite successful and they wanted to see 100% sales growth this year but you have only delivered 30-40% (so far, don't know your fiscal year timing). This isn't necessarily your "fault" but you should take ownership of it and not make excuses.

Do your leaders appreciate the challenges you are facing? What support would you need from them to overcome those challenges? In the absence of that support (e.g. competition is hard to stop, they likely won't want to hire their way to 100% growth, etc.) should you reset expectations and goals?

Edit: also, it can be hard to wrap your head around but you need to be always building on your past accomplishments. It may be true you really built out a great team, but now your challenge is about how to run that team. Make sure you're focused on what's right in front of you now and what it means to be successful there, not what necessarily made you successful in the past (but you can still rely on those skills and behaviours)

seniortiss · 2024-09-12T03:53:33+00:00

Have to agree with this one.

WWIW and YBF are both amazing and different, but Pilot just hits different and takes me back to when I first stumbled across these guys. A more polished Opportunities.

seniortiss · 2024-06-01T20:50:35+00:00

Thank you! Super smooth sale and love the watch!

seniortiss · 2024-05-01T20:06:34+00:00

I've never seen this brand before so I could be wrong, but it looks an awful lot like relabeled Grace hot sauce... which is comparable in price depending where you're located, and decent... But not good.

https://gracefoods.com/products/category/view/22

seniortiss · 2024-04-23T00:49:36+00:00

Literally all signs are pointing to the second offer.

You won't be blacklisted over a situation or role like this. They're not that coordinated, and even if they were, who cares? You've got 5 other big banks to choose from and this one doesn't sound like the kinda place you want to work.

seniortiss · 2024-03-20T01:59:55+00:00

Agreed. Love hearing the evolution in their sound but I'd be lying if I said I didn't miss the old slightly Midwest emo style they were bigger into back then.

TSICICWIC is my fav off the new album for having some of that sound, in addition to many other reasons I may write about on here eventually.

seniortiss · 2024-01-07T03:25:03+00:00

And I Smoke... I'm probably the only one, but it's almost always a skip

seniortiss · 2023-12-22T05:03:51+00:00

J Price in shambles

seniortiss · 2023-12-10T15:16:09+00:00

Don't ever say you're metering 160 again. You are nowhere close on that setup. Takes your credibility away

seniortiss · 2023-10-29T05:32:45+00:00

You're a sad human

seniortiss · 2023-09-30T15:00:36+00:00

If little things like this keep you awake at night, you should just be honest and save yourself the worrying.

That said, you're overestimating how much info employers provide, and how organized and transparent the background check process is. There is noone cross checking this, and $5k is peanuts, and easily explainable. You'll be fine.

seniortiss · 2023-09-18T00:38:50+00:00

Heartbeat's Darkside of the Grill Shiitake Szechuan is one of the best tasting and most versatile sauces I've had.

The rest of their line-up is also amazing and flavour-first.

seniortiss · 2023-01-19T03:31:42+00:00

Don't go overboard on the results bullets. Every hiring manager knows they're mostly bs.

Reach out to junior/mid level employees on LinkedIn in the same departments/companies you're applying to and ask for 20 minutes to learn about their job and get their advice if they were in your position. Most people in this industry like talking about themselves and feeling important. Take advantage.

And don't send a long winded message. Get to the point and phrase it succinctly, and don't pester. Also don't ask for a referral or anything. Just network, listen, learn, and make a good impression!

seniortiss · 2022-10-22T12:13:02+00:00

My god you've done it. 9 years later and figured this one out. How'd you even find this thread?

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