When negotiating your salary, it’s important to remember that you’re dealing with people, not just a company. Getting to know the person you are negotiating with can make a big difference in how you approach the conversation and increase your chances of success.

Recruiters are people hired by companies to find and hire the right candidates for job openings. They play a key role in the hiring process and can be categorized into different types:

1. In-House Recruiters

These recruiters work directly for the company that has the job opening. They are part of the company’s HR department and understand the company’s culture and needs very well.

2. External Recruiters

Also known as third-party or agency recruiters, these recruiters work for a recruiting firm.

Companies hire them to find candidates for their job openings. They may work with multiple companies at the same time.

3. Technical Recruiters

These recruiters specialize in hiring for tech roles. They understand the specific skills and qualifications needed for positions like software engineers, developers, and other tech-related jobs.

Why It Matters

Different people in the hiring process have different roles and priorities.

For instance, negotiating with your potential boss is very different from negotiating with someone from HR.

Your boss is focused on how you will fit into the team and contribute to projects, while HR is often more concerned with maintaining company policies and ensuring fairness across all hires.

When you understand the role and concerns of the person you’re negotiating with, you can tailor your approach accordingly.

If you’re talking to HR, it’s usually fine to ask detailed questions about the offer and benefits. They expect these questions and are equipped to handle them.

However, if you’re negotiating with your future boss, you might want to focus more on how your skills and contributions justify your salary request. This way, you’re aligning your negotiation with their primary concern: getting a valuable team member.

Building Rapport

Knowing the person across the table can help you build rapport.

For example, if you know your recruiter’s background and role, you can find common ground or show appreciation for their efforts. This can make the conversation smoother and more collaborative.

When people feel understood and respected, they are more likely to be open and accommodating in negotiations.

Also, each person you negotiate with has different levels of flexibility. HR might stick strictly to company guidelines and salary bands, but your future boss might have more room to negotiate if they believe you’re the right fit for the team.

Understanding this can help you decide who to address your requests to and how to frame them.

For example, if you know your potential boss is keen on your particular skills, you might emphasize how those skills will benefit the team and justify a higher salary.

Therefore, understanding who your recruiters are and how they work can greatly help you during the job application process. Here are some simple steps to help you get to know your recruiter better.

1. Ask Questions

When you first talk to your recruiter, don't be afraid to ask questions.

You can ask them various questions like:

• "What is your role in the hiring process?"
• "How long have you been with the company?"
• "What do you like about working here?"

You can also ask about the company’s culture and what the hiring manager is looking for in a candidate. These questions show that you are interested and engaged, and they can give you useful insights into what to expect.

2. Pay Attention to Communication

How your recruiter communicates with you can tell you a lot about their working style.

Notice if they are prompt in replying to your emails or calls and if they provide clear and helpful information.

Good recruiters are usually responsive and keep you informed throughout the hiring process.

If your recruiter is hard to reach or vague in their answers, it might be a sign that you need to be more proactive in getting the information you need.

3. Seek Feedback

After an interview, it's helpful to ask your recruiter for feedback. This can give you valuable insights into what you did well and what you can improve.

You can ask for feedback by saying,

"Could you please provide me with some feedback on my application and interview performance?"

Good recruiters will be honest and constructive, helping you prepare better for future interviews.

Feedback can also give you a sense of how close you are to getting the job and what the next steps might be.

4. Observe Professionalism

Professionalism is key in the recruiter-candidate relationship.

Notice if your recruiter treats you with respect and professionalism. Are they punctual for meetings and interviews? Do they follow up when they say they will?

Professional behavior from a recruiter can indicate how the company values its employees and candidates.

By taking these steps, you can get to know your recruiter better and make the job application process more effective.

Building a good relationship with your recruiter can help you feel more confident and prepared.