It is kind of comical and sad. Every time that a recruiter gets to the salary negotiations, they become stupid.
Previous to this part they remember everything you said, are insightful and full of questions and trying to read between the lines. However once the salary negations start, they all act as though they don’t know anything.
Every recruiter will ask what is your salary requirements. When you tell them the NY law which is noted here: https://dol.ny.gov/pay-transparency-law-fare-grant they act as though they have never heard it. In fact one recruiter said and tried to gaslight me, I have recruited in NY for 17 years and never heard of this. Well then, learn something today.
I know this isn’t ignorance. You want to lowball. I don’t give recruiters who do this a second chance. For example, I had a recruiter ask me my salary requirements and I told him what I just said. He said the top of this range was X. I said Thank you but I am not interested and hung up. He called me back. He said why did you hang up we are in salary negotiations. I said that his salary didn’t meet my requirements and that it was at least $20 lower than the prevailing wage other companies was offering for this position.
He said that he could do a higher salary but I said that I don’t work with companies and recruiters who lowball candidates. I don’t. I asked him to never contact me again.
What you are saying when you lowball someone is that you think that their skills are so common that you can find other people and can afford to lose them. Great, find someone else, it won’t be me.
Now personally I had a company who low balled me when they offered me a job. Like an idiot I told them that my minimum was X and they matched it. What I learned is that company was toxic and deceptive and that it was a terrible place to work. Now a company that lowball is a red flag that they don’t value you, and they don’t care to help you maintain your skills at the top of the game. Which requires money for education, health and self-care.
You can’t use people and throw them away because that results in low glass door ratings and then people don’t want to work for you. Then companies say “There are no good candidates.” Well no doubt, you have scared them off with your own anti-employee behaviors.
You learn from your mistakes, and now I don’t give these people a chance.