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Connective Services Issue 9
A strategic approach to the salary expectation field + what's the difference between a headhunter and recruiter?
Kevin Sailor
April 15, 2025
 Kevin Sailor | Happy Spring! We rolled right into Q2 and we’ve seen hiring ramp up accordingly. This month, I got an excellent question from a client about that pesky “salary expectation” field on online applications. What should you put in this required field? I’m sharing the advice I gave this candidate below. - Kevin P.S. Whether you’re a candidate or a hiring manager, if you run into a burning question like this one, I’m here to help. Just reach out. |
In this issue:
🔎 Exclusive Recruiter Insights: Navigating the salary field on applications
💡 Associate Spotlight: Rita Brannam
📄 Latest Resources from the Blog: Headhunter vs. recruiter: What’s the difference?
🔎 Exclusive Recruiter Insights
| Your Top Questions Answered: Navigating the Salary Field on ApplicationsBy Kevin Sailor |
As a recruiter who's guided countless professionals through career transitions, I'm frequently asked about new hiring practices. Recently, a candidate posed this question:
❓ "I'm seeing salary expectation as a mandatory field on job applications. Should I put what I truly expect? Or lowball the number to get through the first screening?"
This is an excellent question about a relatively new hurdle in the online application process. The short answer is: no, you shouldn’t lowball the number — but there’s some nuance here.
Here’s the advice I gave this candidate:
Research is your strongest ally. Before committing to a number, investigate market rates for your role, industry, and location using resources like Glassdoor, Payscale, and LinkedIn Salary.
Avoid undervaluing yourself. While it might seem strategic to enter a lower figure to pass initial screenings, this approach can diminish your perceived value and weaken your negotiating position later. Remember, companies use this field primarily to assess budget alignment, not to eliminate candidates.
Consider a strategic range. Start slightly above your target while remaining within industry norms. If you're aiming for $90K, a range of $90K-$105K provides both clarity and flexibility.
Context matters. Your approach should vary based on the position, company size, and industry standards. When possible, use "negotiable" to defer these discussions to later stages of the hiring process.
The salary question doesn't have to be a stumbling block. With research and strategic thinking, it can become an opportunity to position yourself appropriately from the start.
P.S. Struggling with salary ranges for your target roles? Let's connect for personalized guidance.
🎈 Just for Fun
You are here: The point of diminishing returns
💡 Associate Spotlight
Get to know our team: Q&A with Rita BrannamWhat’s a fun fact about you that might surprise people? |
“I absolutely love roller skating. It’s been a passion of mine since I was a young girl, and while I’ve taken breaks over the years, I’ve never truly stopped. Just before I turned 40, I had the incredible opportunity to audition for the Roller Derby — a lifelong dream of mine. Being recognized in that way was an absolute honor.”
📄 Latest Resources From the Blog
Headhunter vs. Recruiter: Strategic Hiring in Finance
From Financial Recruiters International
Thinking about working with a partner to hire your next key role? The distinction between headhunters and recruiters isn't just semantic—it represents fundamentally different approaches to talent acquisition that can significantly impact your hiring success.
Headhunters operate with surgical precision, focusing on executive and specialized roles requiring rare skill combinations. They're characterized by:
Narrow focus on high-impact positions (C-suite, senior management)
Discreet, targeted outreach to passive candidates
Deep industry networks and emphasis on confidentiality
Higher fees (25-35% of first-year compensation)
Longer search timelines (3-6 months) but precisely matched candidates
Recruiters cast a wider net, managing talent acquisition across multiple organizational levels:
Diverse role coverage from entry-level to mid-management
Balanced approach using job boards, social media, and professional events
End-to-end process management from job description to onboarding
Lower fees (15-25% of first-year compensation)
Faster placement (30-90 days) through broader candidate pools
So, which do you need? It depends on the position’s strategic importance, specialization level, and market availability. Here are some guardrails:
Use headhunters for C-level positions, confidential replacements, or highly specialized roles where candidate pools are limited
Engage recruiters for multiple openings, entry to mid-level positions, or time-sensitive hiring needs
Final thoughts: You don’t have to choose one path or the other. The most successful financial institutions develop a hybrid talent acquisition strategy that uses each methodology in different contexts.
Want more about these two different approaches? Read our full breakdown: Headhunter vs. Recruiter: What’s the Difference in Finance Hiring? >
📌 Featured Career Opportunities
We’re currently recruiting for a wide variety of roles in fiduciary services, including:
Specialty Asset Officer
Lead Advisor ($1.5B Office)
Financial Planner
Premium Audit
…many, many more
The full list of career opportunities, including locations and next steps, is exclusively available to Connective Services subscribers.
📰 Industry News
Assetmark debuts new advisor succession planning program
The three-track program provides tailored training and mentorship for advisors at all career stages as the industry faces a critical shortage, with 110,000 advisors expected to retire this decade while 72% of rookies leave shortly after entering the profession. Here’s how this could reshape succession planning strategies. >
📣 How Are We Doing?
Is the info in this newsletter helpful? What would you like to see more or less of? Please take a minute to give your feedback.
🔗 Connect With Your Recruiter
 Greg McDowell |  Denise Decker |
 Christie Burgess |  Jacob Aubel |
 Rita Brannam |  Adrian Hernandez |
👋🏼 About Connective Services
Connective Services is a newsletter brought to you by Financial Recruiters International and Alexander Raymond. Both firms are full-cycle recruiting companies connecting fiduciary services organizations with highly skilled candidates. Financial Recruiters International serves the financial sector while Alexander Raymond specializes in insurance and contract staffing.
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