Negotiating the Salaries & Benefits to Grab the Best Talent

Salary negotiations can feel like a high-stakes poker game—except you’re not just playing for money, you’re playing for talent. The best candidates won’t settle for peanuts, and companies can’t afford to overpay. So, how do you strike the perfect balance?

If you’re a recruit agency, headhunter, or hiring manager, you know that the right offer can mean the difference between hiring a rockstar employee or watching them accept another offer in two seconds flat.

Let’s break down the art of salary negotiation so that both sides walk away happy (and nobody has to fake a bad WiFi connection to escape the conversation).

Step 1: Know Your Budget (And No, Exposure Is Not One of Them!) 💸

Before you even start recruiting, you need to know: How much can you afford?

Research market rates for the role. Websites like Glassdoor and Payscale can help, but LatamRecruit and other job agencies also provide real-time salary insights.

Factor in experience level—a junior website developer won’t have the same salary expectations as a senior one.

Consider location. Remote talent from different countries may have different expectations.

Because let’s be real—if your offer is way below market value, candidates will ghost you faster than a bad Tinder date.

Step 2: Understand What the Candidate Wants 🎯

Salary is important, but it’s not just about the paycheck. Some candidates will accept a lower base salary if the benefits are amazing (think flexible hours, learning opportunities, or stock options).

Before quoting an amount, ask them questions such as this:

✅ “What are your salary expectations?”

✅ “What benefits matter most to you?”

✅ “Where do you see yourself growing in this role?”

This shows that you genuinely care, and this knowledge can help you tailor your offer to what really motivates them.

And free coffee for a remote employee? Seriously useless. ☕🙄

Step 3: Make the First Offer (And Make It Good) 🏆

Thinking it’s better to wait until a candidate gives you their number first makes some sense, but in reality, it’s not a good tactic.

Instead:

🚀 Make a competitive first offer (not just the lowest you can get away with).

🚀 Clarity on salary bands—mystery numbers appeal to no one.

🚀 If you’re a smidgen less than they expected, balance that all out with benefits (signing bonuses, extra PTO, learning stipends, etc.).

Establishing an almost irresistible front will make candidates trust you well and become less inclined to being taken in by counteroffers.

Step 4: Counteroffers and Negotiation Preparation 🔄

Great candidates WILL negotiate, so do panic. Instead, be prepared to justify your offer.

✅ If a candidate asks for more than you can afford, respond with:

“We’d love to meet you at that number, but here’s what we can offer instead: [better benefits, faster promotions, etc.].”

✅ If they mention another job offer, don’t rush to outbid—ask what matters most to them and highlight your unique perks.

The goal? Find a middle ground where they feel valued and you don’t break the bank.

Step 5: Seal the Deal Like a Pro 🤝

Once you both agree, send a clear, well-written offer letter ASAP. Delaying can cost you the hire because someone else might swoop in.

And remember: Happy employees stay longer. If you invest in fair pay and solid benefits, you won’t have to go through this exhausting process every few months.