"What's The Budget?" - Why this Influencer "Secret" is High Risk

Why “Just Ask What the Budget Is” Is Bad Compensation Advice

Every few months, LinkedIn produces a new wave of “expert” job search advice that spreads fast because it sounds bold and empowering. The latest trend suggests that when a recruiter asks for your compensation expectations, you should refuse to answer and instead reply with, “What’s the budget?”

It’s a confident-sounding move—but it’s also one of the riskiest answers you can give.

As referenced in this recent LinkedIn post, a viral exchange between a software engineer and several HR professionals highlighted just how easily well-intentioned but uninformed advice can spiral. The engineer’s advice—asking for “the budget” instead of providing a range—was presented as a clever negotiation tactic, but it quickly became clear that it misunderstood how compensation decisions actually work inside real companies.

Why It Backfires

When you respond to a compensation question with “What’s the budget?” you’re not signaling confidence—you’re signaling a lack of understanding of how corporate compensation systems function.

Here’s what’s really happening behind the scenes:

• Recruiters already know the compensation range for the role.

• That range isn’t based on a leftover “budget.” It’s tied to job level, internal parity, market calibration, and compliance.

• When a candidate deflects or reverses the question, recruiters often assume that person will automatically expect the very top of the range without understanding how leveling and equity alignments work.

That assumption can quietly hurt you. Candidates who do this are often marked as “fit risks” or are positioned below the midpoint of the range to preserve internal parity. What was meant to sound strategic instead comes across as unaware.

What Works Better

The smarter approach is to answer the question directly while showing fluency in compensation structure.

1. Give a wide, realistic range.
   Offer a number based on market data and the scope of the role.
   Example: “I’m targeting somewhere between $145,000 and $180,000, depending on total compensation and scope.”

2. Ask informed follow-up questions.
   This shows you understand how compensation decisions are made, not that you’re trying to game them.
   Example questions:
   – “Can you share how this role is leveled internally?”
   – “Is that range base-only or total compensation?”
   – “How often are salary bands reviewed or adjusted?”

3. Avoid using the word ‘budget.’
   Compensation teams don’t manage job-specific budgets—they manage structured salary bands. Using “budget” suggests unfamiliarity with corporate compensation philosophy and parity models.

The Real Goal: Confidence, Not Combat

Compensation discussions are not traps—they’re an opportunity to align expectations and show professionalism. Transparency doesn’t come from confrontation; it comes from understanding.

So the next time you see a viral “negotiation secret” on social media, remember that compensation isn’t a guessing game or a standoff. It’s a structured, data-driven process that rewards clarity, curiosity, and collaboration far more than deflection.