“Competitive Salary” isn’t a salary. As a team of experienced recruiters, we know that being vague around pay actually costs. We’ve compiled our insights on what you need to question:
Watch for:
The terms “Competitive” or “DOE” - but with no range added. In some cases there is flexibility, but often this means the budget is low or undecided.
Reluctance to discuss pay. If a salary conversation gets dodged or delayed until the last stage, take this as a red flag.
A package that shrinks. Benefits, holiday or hybrid arrangements that change between interview and offer are a serious warning.
Workload that doesn’t match the salary. A job that expects regular unpaid hours around deadlines, launches or conferences needs to be priced accordingly. What price is your weekend?
Freelance terms that stay vague. Unclear day rates or payment terms are worth clarifying before you start, not after.
How a specialist recruiter helps
As an experienced industry recruiter, we know what publishing roles pay. Because we place candidates across editorial, production, digital and scientific publishing, we can tell you whether an offer is fair for the role, the sector and the location.
We raise pay early, so you’re not surprised late. And if an offer isn’t right, we negotiate on your behalf, which is far easier than haggling with your future boss.
Want an honest view of your market value? Get in touch: info@redwoodrecruitment.com