Here’s something we see all the time: recruiters who are brilliant at coaching candidates through offer negotiations but struggle when it comes to their own salary conversations.
You know your value. You’ve got the billing figures to prove it. But when it’s time to negotiate, something gets lost in translation.
The truth? Wanting a salary that starts with a 3 or a 4 isn’t enough. Believing you deserve it isn’t enough either. If you can’t back it up with hard evidence and a clear commercial case, you’re not negotiating… you’re hoping.
The recruiters who consistently command higher salaries aren’t necessarily the loudest or the most confident. They’re the ones who understand what employers actually care about: proof. Numbers. Evidence that you can walk into their business and make them money.
So how do you prove you’re worth it?
1. Know your numbers inside out
If you can’t talk about your billing performance in detail, you won’t get the salary you want.
A hiring manager asks: “So, what did you bill last year?”
Weak answer: “Around £300K.”
Strong answer: “I billed £320K across 18 placements. My average fee was £17.8K, and I closed 1.5 deals per month. Q4 was particularly strong – £95K in the last quarter, putting me at 130% of target.”
Employers don’t just want a headline figure. They want to understand how you bill, how consistently you bill and whether you understand the mechanics of your own success.
Before any salary conversation, know:
- Your total billings (with evidence)
- Your average fee value
- Placements per month/quarter
- Performance relative to target
- Notable peaks or achievements
Document this now, not when you’re resigning.
Your Harrison Sands Rec2Rec consultant can help you gather this information if you need support.
2. Understand what you’re actually worth
Confidence without market knowledge isn’t ambition. It’s guesswork. You might think you’re worth £45K base because you billed £250K, but if the market rate for that performance is £38K, you’re not being ambitious, you’re being unrealistic.
Do your research:
- What are agencies paying for your level?
- What’s typical for your sector and geography?
- What are realistic OTEs based on current fee structures?
And be honest about where you sit. A 12-month recruiter with one good quarter isn’t in the same position as someone consistently hitting target for three years. The market knows the difference.
3. Lead with value, not need
No one cares that you need a pay rise to cover your rent or car payment. Harsh? Maybe. But it’s reality. Employers pay based on what you can do for them, not what you need from them.
What not to say:
- “I really need this salary because…”
- “It’s been a tough year financially…”
What to say instead:
- “Based on my billing history, here’s what I’m looking for…”
- “Given I’ve consistently hit 120% of target, I’m targeting a base of…”
- “I’ve averaged £10K per placement over 18 months and can replicate that on your desk within six months.”
Focus on what you’re bringing to the table, not what you’re taking away.
4. Ditch the entitlement
Too many recruiters expect high salaries simply because they exist, not because they’ve earned them.
“I’ve been in recruitment for three years, so I should be on £40K” isn’t a compelling argument. It’s entitlement dressed up as experience.
The question isn’t “How long have I been doing this?” It’s “What results have I delivered, and what can I realistically deliver for this employer?”
If your billing track record is inconsistent, your market knowledge is weak or you can’t clearly articulate how you’ll replicate your success, you’re not worth what you think you are – yet.
That’s not criticism. It’s a reality check. The good news? You can fix it.
5. Be prepared to walk away
If you’ve done your research, documented your performance and built a solid commercial case, you need to hold your ground.
That doesn’t mean being difficult. It means knowing your value and not accepting less.
If an agency offers you £35K when you know you’re worth £42K and they won’t budge despite the evidence you’ve presented, that tells you something: they don’t value what you bring. And if they don’t value you in the negotiation, they won’t value you six months in either.
Walking away isn’t failure. Sometimes it’s the smartest move.
The bottom line
Negotiating a higher salary isn’t about being pushy or entitled. It’s about building an evidence-based case that makes it easy for an employer to say yes. Walk in armed with clear data, realistic market expectations and a strong commercial argument, and you’ll command the salary you deserve. But show up with vague figures, unrealistic demands and no understanding of your worth? You’ll get exactly what you’ve earned: nothing.
Know your numbers. Do the work. And when the moment comes, negotiate like you mean it.
Need help positioning yourself for a move that reflects your value? Get in touch with us today and let’s talk about what’s possible.
