You’ve found the right candidate. The team is on board, and you’re ready to make an offer. But then comes the most delicate stage of hiring: negotiation.
In 2025, organisational costs are high, budgets are tight, with living costs rising and flexibility now a top priority, candidates are more vocal and salary is just one piece of the puzzle. And if you don’t advertise salary ranges upfront, this moment becomes even more challenging, expectations may already be misaligned.
Negotiation isn’t about “winning.” It’s about finding balance: securing talent while protecting fairness, consistency, and cost control.
- Prepare Before You Negotiate
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- Know Your Range – Set a clear salary band based on benchmarks.
- Define Flexibility – Decide where you can move (benefits, start date, reviews) and where you can’t.
- Stay Grounded – Rising costs (higher NI contributions, increased living wage) mean budgets are tighter than ever.
- Be Transparent Early – If salaries aren’t in your adverts, share ranges as soon as possible to avoid wasted time and disappointment.
74% of candidates won’t apply for jobs that don’t include salary information, making salaries visible is critical to attracting top talent.
- Common Negotiation Challenges & How to Handle Them
When candidates want more than the budget allows
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- Be honest about limits and why salary bands exist.
- Highlight the total package, benefits, flexibility, culture.
- Offer phased pay rises, bonuses, or early reviews if possible.
When candidates expect the next band without the skills
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- Recognise ambition but link higher pay to future milestones.
- Outline a clear pathway: certifications, leadership, or project success.
When expectations are simply too high
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- Test whether flexibility, leave, or training could offset salary.
- Stay professional if there’s no alignment.
- Don’t overstretch, it risks internal equity and long-term retention.
- When the Offer Falls Flat: A Quick Framework
Pause and Listen – Ask: “What’s holding you back?”
Identify the Gap – Salary, benefits, progression, or competing offers?
Explore Alternatives – Reviews, bonuses, hybrid work, extra leave.
Reframe the Value – Culture, growth, stability, and career opportunity.
Decide – Adjust if fair and feasible; decline respectfully if not.
- Keep It Collaborative
Negotiation should feel like a partnership.
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- Listen actively.
- Be transparent about constraints.
- Aim for win-win outcomes.
With budgets under pressure and candidates expecting more, negotiation has become one of the toughest and most important parts of hiring. And if salary wasn’t shared in your job advert, it’s here that the gap between expectation and reality really shows.
The art lies in balancing organisational realities with candidate expectations and creating solutions where both sides feel valued. Do this well, and you’ll not only secure top talent, but also set the tone for trust and long-term success.
We can’t tell you how many negotiations we’ve guided over the years, or how many we’ve saved from misaligned expectations, budgets changed mid process, or candidates changing their minds. It’s about finding a solution where both parties feel it’s fair.
