How to Respond to 'We are concerned that your expected salary is higher than our employees at the same level'

Problem Description
During salary negotiations, an interviewer might present the feedback, 'We are concerned that your expected salary is higher than our employees at the same level.' This statement suggests your salary request may disrupt the company's internal pay equity, potentially raising fairness issues or team conflicts. You need to understand the underlying concerns (such as budget constraints, internal equity, team stability) and respond strategically to demonstrate your value while preserving room for negotiation.

Solution Process

1. Stay Calm and Clarify Intentions

• First, avoid directly contradicting the interviewer or showing defensiveness. The interviewer might be testing your reaction or genuinely expressing internal policy limitations.
• Example Response:
  "Thank you for sharing this transparently. To better understand, could you please share the level associated with this position and its typical scope of responsibilities? I'd like to confirm if my expectations align with the role's responsibilities."
• Purpose: Shift the focus from the "salary figure" to the "position's value," while gathering information to assess whether the concern is a negotiation tactic or a real constraint.

2. Emphasize Your Unique Value, Not Just Comparison

• Avoid directly asking for "special treatment." Instead, explain how your experience, skills, or achievements exceed the standard for that level.
• Example Response:
  "I understand the importance of maintaining internal equity. Based on our previous discussions, this role involves [specific responsibilities, e.g., cross-departmental coordination, independently managing a project]. My experience in [relevant area], achieving [specific results, e.g., cost savings of X%, efficiency improvement of Y%], may exceed the typical responsibilities of an employee at this level."
• Purpose: Change the negotiation basis from "being the same as others" to "deserving differentiated compensation due to higher value."

3. Propose Flexible Solutions to Address Internal Concerns

• If the other party insists on a rigid salary structure, try breaking down the compensation into "base salary + other benefits" or propose a future evaluation mechanism.
• Example Response:
  "If the base salary is completely fixed, is it possible to bridge the gap with a signing bonus, additional vacation days, or an early performance review (e.g., after 6 months)? This approach would respect the internal structure while recognizing the company's acknowledgment of my value."
• Purpose: Demonstrate a collaborative attitude while indirectly meeting your expectations through alternative solutions.

4. Ask Follow-up Questions to Gauge Flexibility

• If the other party remains firm, politely inquire whether the company has exceptions or defined progression paths.
• Example Response:
  "Has the company ever made salary adjustments as exceptions for candidates with unique experience? Alternatively, is there a potential for rapid promotion to a higher level in the future for this position?"
• Purpose: Test the other party's bottom line and secure long-term growth opportunities for yourself.

5. Weigh the Overall Opportunity, Avoid Over-compromising

• If the company cannot adjust the salary at all, evaluate other valuable aspects of the position (e.g., growth potential, cultural fit).
• Example Response:
  "I highly value the opportunity this platform offers. If the salary cannot be adjusted at the moment, I hope to confirm if aspects like [e.g., training resources, project leadership] are guaranteed. This would allow me to demonstrate my value in the short term and revisit the compensation discussion later."
• Purpose: Express genuine interest while avoiding hastily accepting terms that might affect long-term satisfaction.

Key Principles

• Always communicate with a collaborative, not confrontational, attitude. Emphasize "problem-solving" over "debating who's right."
• Internal equity is a real constraint, but exceptions often stem from irreplaceable value—your task is to prove that.
• If the final salary is below expectations, be sure to secure written commitments (e.g., a re-evaluation in six months) to avoid empty promises.