Behavioral & STAR · Hard Questions & Communication · Lesson 3 of 4
Negotiation basics & questions to ask them
The interview ends with two moments candidates fumble: the compensation conversation and 'do you have any questions for us?' Both are signal — handle them with the same intentionality as a STAR answer.
- Salary timing: if the posting shows a pay range (most now do under transparency laws), anchor to it — 'the posted range works for me; given my X I'd expect the upper half.' Deflect politely only when no range exists, and note salary history questions are banned in many states — you never owe past comp. Anchor on market data and total comp, not just base.
- Negotiate the offer, not the interview: once you have a written offer you have leverage. Be collaborative, name a specific number with a reason, and negotiate the whole package (base, equity, sign-on, start date).
- Questions to ask them: always have 3-4 ready. Ask about the role's real challenges, how success is measured at 6 months, team health, and what would make them thrilled a year from now.
- Avoid: 'I have no questions' (reads as low interest) and pure logistics ('when do I hear back?') as your only ask.
Your questions are still being scoredThe reverse round reveals what you care about. Thoughtful questions about scope, impact, and how the team works signal seniority and genuine interest — a flat 'nope, all good' quietly hurts you.
◆ Lock it in
- Deflect early salary asks; anchor later on market data and total comp.
- Negotiate the written offer collaboratively, with a specific reasoned number.
- Always bring 3-4 real questions — they're scored too.
Feynman drill — say it out loudA recruiter asks your salary expectations on the first call. What do you say and why?
Step 1 rate your confidence · Step 2 pick your answer
A recruiter asks for your exact salary expectation on the first screening call. Best response?
Step 1 — how sure are you?