Divulging Your Current Salary Whether or not you choose to divulge this is up to you, and in some states this is not a question a recruiter can ask. If you prefer to provide that information, you may have to openly do so yourself. It is a good idea either way to be as open and honest as possible in the initial stage with the recruiter with at least some idea of a range in order to avoid getting into the interview stage if the company is not willing to pay what you need.
Create a Salary Range As simple as this should be, you have to be careful with this. If your minimum is too high, you may miss out on the opportunity of your dreams. If it is too low, you may end up in a situation where you are unable to meet your cost of living or will be anxious to leave for an opportunity that pays more.
I usually suggest keeping the bottom of the range as something you would accept, but as long as you would be able to cover your current cost of living. For the top of the range, a rate that would excite you and keep you comfortable with the company years down the road gives your employer a more thorough idea of your expectations. If your current salary is in the middle of this range (it shouldn’t be if your reason for leaving your current opportunity is solely due to wages) it may be a good idea to divulge what you are currently making as well.
Prioritize Your Incentives Understanding what drives you the most and properly conveying that to your recruiter or potential employer can help create the best and most enjoyable corporate culture. Try designating a system in detail regarding what you
Corporate Culture Do you prefer ‘fun’ corporate culture? To have your own office? To work with a diverse team that inspires you? Company events? Sometimes writing down exactly what drives you in a team environment or even as far as the amenities or aesthetic appeal of the office can help you truly identify what is most important. This all can affect someone's requested compensation.
Flexibility for Telecommuting This is a perk for some, less for others. It’s most important to identify how much it would be a perk for you.
Commute Depending on your area, this could be a scenic road or traffic chaos.If the commute is significantly shorter (or longer) it may be a good idea to calculate the difference in gas, depreciation, time (priceless, and also worth money) and stress as well as the environment.
Incentives that Encourage Teamwork Company-wide profit sharing and equity is often considered a major perk
Commissions While not always apparent on day one, the value of an uncapped commission structure or a more generous percentage can sometimes be worth more than the entire base compensation depending on your success. It may be a good idea to do the math based on product size, average sales and history of success amongst others in the company, quota, life cycle of the sale and payout period.
Benefits If you or anyone in your family will need benefits, it’s important to let the recruiter know initially. If the benefits are not offered, calculate the cost per year for insurance and add it to the base salary to purchase yourself before abandoning the opportunity altogether. Show You Care If a company is able to offer incentives that are worth more to you but cost them significantly less than what they are offering, it shows you care about the company’s budget without hurting your situation.