For many jobseekers, the world of salary negotiations can be filled with uncertainties and unknowns.
Many find themselves anxious about negotiating incorrectly or fearful that they’ll lose an offer by pushing too hard.
Here at Robert Half, we often get asked about OUR role in negotiating salaries with employers on behalf of our candidates. As it turns out, it’s one of the biggest surprises for jobseekers, many of whom are unaware that it’s a service we offer.
If you are looking for a new role, now or in the future, it’s important to acknowledge that a specialised recruiter, like Robert Half, can be your best ally in the salary negotiation process (especially if you’re looking to secure a lucrative package, lasting financial stability and long-term career growth).
If you’ve ever wondered, ‘Do recruiters negotiate salary?’, this article is for you.
We’ll explore the salary negotiation process and discover why engaging a recruiter could be your best bet. Consider this your guide to strategic salary negotiation – once you’ve reached the end, you’ll know exactly how to work with a recruiter to maximise your salary (without minimising your potential offer).
Related: How to ask about the salary in a job interview
Why do recruiters negotiate salary?
In 2025, it’s more important than ever to negotiate with purpose and power.
According to a recent Robert Half study, 49% of Australian employers say job candidates are more demanding when it comes to salary this year compared to last year*. The same study reveals that 72% of employees believe it has become more challenging to negotiate a pay rise in the same period*.
With employers and employees experiencing salary negotiation challenges, it’s little surprise that many jobseekers are nervous about their impending negotiations.
Will Cannaby, Director at Robert Half and specialised finance and accounting recruiter, says candidates are understandably anxious.
“Negotiation anxiety is a real issue for jobseekers today – they simply aren’t confident in their negotiation skills. A large portion are afraid of leaving money on the table, and they’re open to any strategies that can maximise their offer without jeopardising the opportunity.”
Enter the recruiters.
“Professionals are often surprised that they can leverage recruiters to do a lot of the ‘heavy lifting’ in their salary negotiations. When you stop and think about it, a specialised recruiter like Robert Half is perfectly poised to deliver a positive outcome. It’s something I think all jobseekers should consider when approaching salary negotiations.”
So, why are recruiters your best ally in these important salary conversations?
Recruiters know the market and can provide salary benchmarks.
They have inside info on what employers are willing to pay.
They act as a buffer—reducing awkwardness in direct salary discussions.
They negotiate often and understand hiring psychology.
When it comes to salary success, Will believes recruiters are a smart investment.
“Negotiating your salary can be intimidating, but a skilled recruiter can make the process easier, efficient and more effective. Don’t let your excitement for new opportunities be overshadowed by your negotiation nerves - consider the help of an expert recruiter to maximise your salary potential,” he says.
Related: How much should I get paid? 3 tips to consider before a negotiation
Understanding the role of a recruiter
If you’ve found yourself asking, “Do recruiters negotiate salary?” it’s important to understand the parameters that may influence their efforts.
Will says, “Generally speaking, recruiters act as the conduit between job seekers and employers. They work to match the right candidate with the right role, ensuring that both parties are satisfied with the terms.”
“That being said, it’s important to distinguish between internal recruiters and external recruiters. They both work differently - facing different challenges, motivations and incentives that can impact your potential outcome.”
Let’s take a look at the key differences between internal and external recruiters:
Internal recruiters
Prime Focus: Securing top talent for their company.
These HR specialists are employed by the company you are negotiating with.
They work to attract top talent while balancing budget constraints.
They negotiate candidate salaries in line with the employer’s set compensation structure, making them less likely to negotiate for you.
They may have some flexibility to adjust offers based on market conditions and candidate expectations.
External recruiters
Prime Focus: Advocating for jobseekers using market insights.
These agency/third-party recruiters are not tied to the company you are negotiating with.
They work independently or for recruitment firms, representing multiple job seekers.
These recruiters are incentivised to secure competitive salaries for candidates (basically, their commission is tied to your salary, making them more likely to help!).
While there are some key differences between internal and external recruiters, Will says they are all united when it comes to salary negotiation etiquette.
He says, “Many candidates ask me, ‘Do recruiters negotiate salary?’ I always stress that recruiters are a powerful partner in the salary negotiation process, however, I also caution jobseekers to be aware of their limits.”
“Of course, they can help you understand salary trends and can advise on negotiation strategies. What they can’t do is force an employer to increase their offer or negotiate without your input.”
How to use a recruiter to get the best offer
Want to secure the best salary and benefits while feeling valued and respected in your role?
Unsure about the right salary benchmarks in your field?
Rest assured, these are all normal feelings for jobseekers like yourself.
The good news? They’re all common scenarios that can be alleviated with the help of a skilled recruiter.
Will says, “Leveraging a recruiter for salary negation isn’t just about the pay. It’s a proactive way to make more informed decisions while positioning yourself for sustainable career growth. Their expertise and insights are instrumental in negotiating a total package that reflects your true value. The key is knowing how to use them to your advantage.”
Let’s take a look at how you can use a recruiter to get the best offer:
Ask the right questions early
As the adage goes, “The only stupid question is the one you didn’t ask.”
Take the time to ask the recruiter all your burning questions – it goes a long way in building open dialogue and realistic expectations.
Some good questions to consider include:
“What’s the typical salary range for this role?”
“Has this company negotiated salaries in the past?”
“What benefits and perks are negotiable?”
Be transparent about your expectations
Transparency is pivotal if you want to build trust with your recruiter.
Ultimately, sharing information and insights will help you to secure the best results.
Will says, “Recruiters can serve as your best advocate in salary negotiations, so it’s important to share your ideal salary, your non-negotiables and your bottom line upfront. Similarly, if you have another offer, letting them know will help to strengthen your position.”
“Honesty is the best policy – be upfront with your recruiter about what matters most to you. This kind of transparency will allow them to advocate effectively on your behalf when negotiating with prospective employers.”
Let the recruiter handle the initial ask
How confident are you in your negotiation skills?
If the answer is “not very”, it could be a sign to enlist the help of a recruiter.
It’s nothing to be ashamed of; after all, many jobseekers find discussing salary with a prospective employer to be a very uncomfortable scenario.
By using a recruiter to handle these difficult conversations, you can rest assured that the negotiation process is handled professionally. Furthermore, you can skip the awkwardness while ensuring that your interests are still passionately represented.
Will says collaboration is key.
“Instead of saying, ‘I need $95K,’ tell the recruiter, ‘I’d be comfortable at $95K—do you think we can get there?’ This kind of dialogue puts the recruiter in a collaborative position rather than making demands.”
Use the recruiter’s knowledge as leverage
Ever wondered, ‘How do recruiters negotiate salary?’
Well, their unique insights and expertise have a fair bit to do with it.
Will says this is one of the biggest advantages of working with a recruiter.
“As a jobseeker, it’s important to leverage a recruiter’s insider knowledge – they have a deep understanding of salary trends, industry specifics and salary benchmarks, which all help to yield fair compensation,” he says.
“In the interest of transparency, be sure to ask them if they’ve placed candidates in similar roles before and what the market rate might be. Also, find out if the company is flexible on salary or benefits (like bonuses, remote work, or extra PTO) to help form the best overall package.”
If you’re toying with the idea of enlisting the help of a recruiter, remember that recruiters know what hiring managers value most in jobseekers. Partnering with them can help you shine a light on your marketable skills and experience to justify a higher salary. Furthermore, they can provide great guidance around counteroffers and backup data to support your salary goals.
“The relationship you have with your recruiter can make or break your chances of salary success,” says Will.
To improve your chances of a positive outcome, Will says it’s important to avoid the most common mistakes below:
Not being upfront about your salary expectations.
Relying too much on the recruiter and not doing your own research.
Accepting the first offer without asking for more.
Related: How to negotiate a higher salary offer via email (sample included)
If you’re anxious about impending salary negotiations, you’re certainly not alone. But you don’t have to tackle it alone, either. Working with a recruiter could be the smartest decision you make in your quest for salary success. They can provide invaluable insider info and a roadmap to help you harness exciting new opportunities (for the best price).
Related: Can you negotiate your salary after accepting a job offer?
*Source: The study is developed by Robert Half and was conducted online in November, 2024, by an independent research company of 500 hiring managers and 1,000 full-time office workers in finance, accounting, business support, and IT and technology. Respondents are drawn from a sample of SMEs, large private, publicly-listed and public sector organisations across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management and trends in the workplace.
Frequently Asked Questions (FAQs)
How to work with recruiters to negotiate your salary?
Ask the right questions early.
Be transparent about your expectations.
Let the recruiter handle the initial ask.
Use the recruiter’s knowledge as leverage.
Should you let recruiters negotiate for you?
While you should let the recruiter handle the initial ask, you must avoid relying heavily on the recruiter. (It’s also important that you conduct your own research).
Letting the recruiter negotiate for you will help to ensure the process is handled professionally.
Furthermore, you can skip the awkwardness while ensuring that your interests are still passionately represented.
It’s important to note that they cannot negotiate without your input.
How can a recruiter help you negotiate salary?
Recruiters are perfectly poised to help you negotiate your salary because:
They know the market and can provide salary benchmarks.
They have inside info on what employers are willing to pay.
They act as a buffer—reducing awkwardness in direct salary discussions.
They negotiate often and understand hiring psychology.
What is the general relationship between a recruiter and salary negotiations?
Generally speaking, recruiters act as the conduit between job seekers and employers. They work to match the right candidate with the right role, ensuring that both parties are satisfied with the terms.
