How to Respond to 'We Are Concerned That Your Salary Expectation Exceeds Our Internal Leveling for This Position'

Problem Description
During salary negotiations, an interviewer or HR representative might say: "We are concerned that your salary expectation exceeds our internal leveling for this position." This typically indicates that the company has an internal job leveling system, and your salary expectation may exceed the salary range associated with the level of this position. This presents both a challenge (the company may be reluctant to adjust the level easily) and an opportunity (if you can demonstrate that your value matches a higher level, you might achieve a breakthrough). You need to respond strategically, showing flexibility while striving for the best possible outcome.

Solution Process

1. Understand Their Intent, Avoid Confrontation

   • First, do not directly refute (e.g., "But my request is reasonable"), as this appears unprofessional.
   • Their core concern is ensuring salary aligns with the internal system while gauging your willingness to compromise. Respond by expressing understanding: "I understand that the company has a clear leveling system, which helps ensure internal fairness."
   • The goal of this step is to ease tension, show respect for company policies, and pave the way for further negotiation.

2. Ask for Details, Clarify the Gap

   • Proactively gather information to reduce uncertainty. Politely inquire: "Could you share the specific salary range for the level associated with this position?" or "What responsibilities and requirements does the level you mentioned typically encompass?"
   • If they are unwilling to share specific numbers, shift to comparing responsibilities: "I'd like to understand if this level covers [mention your core competencies, such as cross-departmental collaboration, project management, etc.]?"
   • Through these questions, you can determine if the gap stems from information asymmetry (e.g., they underestimate your experience) or a hard constraint.

3. Reiterate Your Value, Align with a Higher Level

   • Based on their response, align your capabilities with the requirements of a higher level. For example: "Based on the level responsibilities you described, I note that my [specific project experience] and [specific skill] typically correspond to a higher-level role, as these involve solving [specific advanced problems]."
   • Use concrete examples to prove your contributions exceed the basic requirements of the position: "In my previous role, I led [a specific project] that resulted in a 20% efficiency improvement, which aligns with the output standards of higher-level positions at your company."
   • Focus on highlighting the exceptional value you can bring, rather than simply emphasizing the salary figure.

4. Propose Flexible Solutions, Explore Win-Win Paths

   • If they insist the level cannot be adjusted, demonstrate flexibility: "If the level cannot be changed at the moment, can we explore other forms of compensation? Such as a signing bonus, additional vacation days, or an earlier performance review?"
   • Suggest a probationary period with a level review: "Is it possible to re-evaluate the level based on my performance after 3-6 months of employment?" This reduces the company's risk.
   • If the salary gap is small, you might concede but request other conditions: "If I accept the salary for the current level, could there be consideration for additional training resources or a faster promotion track?"

5. Final Decision: Evaluate the Overall Opportunity

   • If the company is completely inflexible, you need to weigh: Are the growth potential and cultural fit of this position worth a short-term compromise?
   • Conclude politely: "Thank you for your transparent communication. I will consider my overall career development before making a decision." This leaves room for further discussion while maintaining a professional image.