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Recruiter: How did the interview go? Manager: She's a great candidate! What's her salary expectation? Recruiter: She told me she needs at least $80,000 to consider this role. Manager: Let's offer her $60,000 and see what happens. Recruiter: But she needs $80,000, which is well within our budget. Manager: This is a starting point. Just feel her out and we'll increase it if she pushes back. - A couple of days later - Recruiter: The candidate declined the offer. Manager: What? No counter? Recruiter: She said the number was too far off to counter. Manager: Fine. Offer her $72k, but we need an answer immediately. Recruiter: She's no longer interested and said our first offer showed her that we didn't truly value her, and that every future raise or promotion would be a struggle. She feels like we wasted her time. ________________ This is a typical interaction between the parties during a low-ball offer. You see, the moment the offer is presented is the most crucial in the negotiation process. It's when the candidate is most "in love" with the opportunity. All the lowball offer does is ruin the magic. Because now the candidate is no longer enamored with your role. Now you've effectively demotivated them even before they walk in the door. Offer the candidate your best out of the gate and stop playing games with "well, let's see if they come back with a counter". You're just messing with your team's chemistry for no good reason.