How to Respond to 'We are concerned that your expected salary exceeds the current salary level of team members'

Problem Description

During salary negotiations, interviewers might use "internal team salary balance" as a reason, hinting that your expected salary is higher than that of existing employees at a similar level. The underlying implications of this statement could be:

1. The company has strict salary confidentiality policies or internal equity principles;
2. The interviewer is attempting to lower your salary through comparison;
3. The company genuinely has concerns about salary inversion, but your capabilities might exceed the basic requirements of the position.
   The key to responding is to uphold your own value while avoiding making the other party feel challenged.

Solution Steps

Step 1: Understand Their Concern, Avoid Direct Conflict

Response Objective: Show empathy, indicate you understand the company's emphasis on internal balance, rather than directly questioning their statement.
Specific Wording:
"I completely understand the importance of internal salary balance, and team harmony is indeed the foundation for long-term collaboration. However, I would like to emphasize that my expected salary is based on a comprehensive evaluation of market rates and the specific value I can bring to the team."
Key Points:

• First acknowledge their stance to lower defensiveness;
• Shift the topic from "comparing with others" to "personal value and market standards."

Step 2: Emphasize Your Unique Value, Downplay Horizontal Comparison

Response Objective: Use specific skills or experience to demonstrate that your salary expectation is reasonable, not merely a comparison with others.
Specific Wording:
"In previous projects, I have achieved [specific results, e.g., a 20% cost reduction or a 30% efficiency improvement] in [a certain field]. This experience can help the team quickly address [pain points of the current position]. Therefore, my expected salary corresponds to these direct contributions."
Key Points:

• Quantify your differentiated strengths with data or case studies;
• Shift the focus to "the match between the role's requirements and your capabilities."

Step 3: Propose Flexible Solutions, Demonstrate a Cooperative Attitude

Response Objective: If the other party insists on internal balance, resolve the deadlock through other forms of compensation (such as a signing bonus or an early salary review).
Specific Wording:
"If adjusting the base salary in the short term is difficult, could we consider alternatives like a signing bonus or reassessing the salary based on performance after the probation period? This would maintain internal balance while also recognizing value."
Key Points:

• Offer alternatives to show flexibility;
• Transform "salary amount" into "how to achieve value recognition in stages."

Step 4: Probe Their Bottom Line, Clarify the Position's Budget Range

Response Objective: If the other party still uses team salary as a shield, tactfully inquire about the position's budget ceiling to gauge negotiation room.
Specific Wording:
"To facilitate further discussion, could you share the budget range for this position? This would help me assess if there's room for adjustment or if we need to reconsider the positioning of the role's level."
Key Points:

• Avoid getting stuck on "others' salaries" and directly address the position's budget;
• If they refuse to disclose, it may indicate limited salary flexibility, requiring you to weigh whether to accept.

Summary

The keys to responding to "team salary balance" are:

1. Avoid Conflict: First agree with their logic, then shift the focus;
2. Show Value: Justify salary expectations with concrete contributions;
3. Find Alternatives: Compensate for base salary gaps through bonuses, benefits, etc.;
4. Probe the Bottom Line: Directly ask about the budget to avoid meaningless comparisons.
   The ultimate goal is to uphold your own value while making the other party perceive you as a professional and considerate collaborator.