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Recruiter Secrets: Talking Salary and What Really Matters on Your Resume
Launch #80
James Cooper
September 14, 2024
On Today’s Launch
Free Edition: Why some recruiters get squeamish about salary talk
Bonus: What recruiters really look for: myth-busters style!
In Case You Missed It…
Salary Questions: The Elephant in the Room
Let’s be real—everyone wants to know the salary, but almost no one knows how to ask without making it awkward.
You’re probably thinking, “Why can’t I just ask for the number?” And trust me, recruiters wish it were that simple too.
But salary questions are the elephant in the room during job interviews, and it’s a tricky one to address early on.
Why do recruiters get squeamish when you ask about pay? For one, they don’t want to scare you off. If they throw out a number that’s too low, they’re worried you’ll bolt.
On the flip side, they also don’t want to promise something too high, only for the actual offer to disappoint you later. It’s all about balancing expectations.
But you’re not just here to read about why salary talks are awkward—you want to know how to bring it up, right?
When to ask about salary
Timing is everything. Jumping the gun and asking about salary in the first 5 minutes? Nope, that’s too soon.
Most recruiters suggest waiting until you’ve already had a conversation about the role and expectations.
If the recruiter seems genuinely interested and things are moving forward, that’s when you can start feeling out the pay range.
But how do you bring it up without feeling like you're stepping on a landmine?
How to ask without making it weird
Instead of flat-out asking, “How much does this pay?” (which can feel too direct, too soon), try something like, “Can you share the typical salary range for this role?”
It’s a softer approach and makes it clear you’re not expecting an exact number—just a ballpark figure. This takes the pressure off both you and the recruiter.
Phrasing it as a range also helps set the stage for negotiation later. If you know the range, you can mentally prepare for where you might fit and figure out if the role aligns with your expectations.
Why recruiters might avoid the topic
Here’s something you might not know: sometimes, recruiters don’t actually know the final salary.
The hiring manager may be the one setting it, and it might depend on factors like experience, education, or how you perform in the interview.
So, if a recruiter seems vague or dodges the question, it’s not always because they don’t want to tell you—they just might not have the full picture yet.
Also, some companies have strict policies about when salary details can be shared, so if they seem tight-lipped, it might be out of their hands.
What to do if you don’t get a straight answer
If the recruiter isn’t able to give you the salary range upfront, don’t panic. Instead, use this as a chance to talk about other benefits that might be offered.
Ask about bonuses, perks, flexibility, or opportunities for advancement. These things can sometimes make a lower base salary more appealing.
The takeaway
Asking about salary can feel like a delicate dance, but the key is in the timing and phrasing. Don’t rush into it—build rapport with the recruiter first, and when the moment feels right, ease into the conversation by asking about the typical range for the role.
You’ll be surprised how much more comfortable the conversation becomes when you’re not putting anyone on the spot for a concrete number right away.
So, next time you’re on that call and itching to know the pay, remember—timing and wording are everything. Play it cool, and you’ll get the info you need without making things awkward.
What’s your go-to strategy for asking about salary? Let me know—I’d love to hear how you handle this tricky conversation!
About the Author
I’m James, Cofounder of Final Draft Resumes. I’ve been in the career consulting space for 13 years, and before that, I was a recruiter for AECOM.
I’ve helped thousands of job seekers, from industries like software engineering, IT, sales, marketing, manufacturing, and more generate job opportunities through well-written resumes that translate unique backgrounds into coherent narratives.
If you’re struggling with your resume for whatever reason, reach out - I just might be able to help!
If you’re more of a DIY person, then check out Resumatic, my free-to-try resume builder.
What Recruiters Really Look For: Debunking Job Search Myths
Ever spent hours crafting the perfect resume, loaded with buzzwords like “team player” or “strong communicator”?
Guess what—you might be wasting your time. If you've been focusing on the wrong keywords, it's time for a reality check.
Spoiler alert: recruiters aren’t searching for those soft skills you're so proud of (at least not in the way you think).
Let’s debunk some common job search myths and talk about what really matters when it comes to getting found by recruiters.
The keyword myth
A lot of people assume that using soft skills as keywords on their resume is the secret sauce for landing interviews.
Think about it: how many resumes have you seen (or written) that list "strong communicator" or "passionate" right at the top? It feels like a must, right?
Here’s the thing—recruiters never search for those terms. According to Amy Miller, a recruiter with 25+ years of experience, recruiters simply aren’t using those kinds of keywords to find candidates.
So, when you're spending all that time making sure your resume highlights how passionate or great at teamwork you are, you're actually focusing on the wrong things.
Take it from Amy:
"In 25 years, I have never searched for a soft skill on a resume—not once. You're never going to catch me writing a Boolean string that includes 'strong communicator' or 'passionate.'"
So, what are recruiters actually looking for?
What recruiters actually look for
It’s pretty simple: recruiters care about hard skills, tools, and job titles.
That’s it.
If you’re applying for a structural engineer role, they’re going to search for “structural engineer” and specific tools or technologies that are relevant to the job.
Things like "flight hardware" or "mechanical engineer" are what’s getting you found—not how "passionate" you are about the field.
Here’s an example:
Say a recruiter is looking for a project manager. What do you think they’re going to search for?
You guessed it—project management tools like Jira or Trello, plus job titles like "Project Manager" or "Scrum Master."
If those keywords aren’t in your profile or resume, you're flying under the radar.
Now, I know what you’re thinking—“But I’m a great communicator!” Cool, but that’s something that will come up later.
Recruiters are laser-focused on finding candidates with specific skills that match the job description.
Soft skills in the wrong place
Don’t get me wrong, soft skills do matter—but they don’t belong in your resume’s keyword section.
You’ll have plenty of opportunities to talk about your leadership, teamwork, and passion during the interview process.
At that point, recruiters already know you can do the job—they’re just trying to see if you’re a good fit for the company culture.
But listing soft skills on your resume in place of hard skills? Not helpful. You’re just wasting valuable space where you could be showcasing your expertise.
Misspelled words: A recruiter's secret
Okay, here’s something most people don’t realize: some recruiters actually search for misspelled words.
Yep, they do it on purpose! It’s a sneaky way to find candidates that other recruiters might have missed.
For example, Amy mentioned that she’ll sometimes search for “manger” (yes, without the extra “a”) because it’s a common misspelling of “manager.”
That little typo could make you invisible to most recruiters but stand out to those searching for slip-ups.
So, does that mean you shouldn’t worry about typos? Not exactly. But it does show that recruiters are casting a wide net to find potential candidates.
The ‘Clever Headline’ trap
Let’s talk about LinkedIn profiles for a sec. You might think your clever headline or witty summary is going to get you noticed.
Maybe you even spent an extra 30 minutes tweaking it to perfection.
Here’s the reality: recruiters aren’t searching for headlines—they’re searching for job titles, hard skills, and accomplishments.
If your profile says “Marketing Ninja” or “Sales Rockstar” but doesn’t list the actual skills and tools you’ve used, you’re not going to show up in search results.
Instead of trying to get cute with your headline, make sure your profile includes the right keywords: specific tools, technologies, and job titles that recruiters are actually searching for.
You might think “Marketing Ninja” sounds cool, but if I’m looking for a marketing manager, I’m not going to find you.
Stand out for the right Reasons
At the end of the day, if you want to be found by recruiters, you need to focus on what really matters: hard skills, relevant experience, and specific tools of the trade.
Those are the things recruiters are searching for.
The resume keywords that make a difference aren’t “team player” or “strong leader”—they’re “mechanical engineer,” “flight hardware,” or “Trello.”
So, ready to update that resume with what recruiters are actually searching for? Try some of these tweaks and see if you notice more outreach from recruiters.
As always, I’d love to hear your thoughts! Have you tried making these changes? Drop me a line and let me know what’s worked for you.
Until next time!