Caution with Salary Expectations in the CV or Cover Letter
Why you should never answer the salary question too early and how you can assess yourself better.
Views are my own.
First of all: I generally DON’T recommend attaching a letter of motivation (this is generally not used as a filter anyway).
⚠️ Instead, invest your time in a tailor-made CV, a solid LinkedIn profile and perhaps a project portfolio. Click here to find out in detail why you should not senda cover letter.
Today, a cover letter is often NO longer mandatory. Even if some teachers or recruiters try to tell you something different.
Also, it is important to know the difference between salary expectations and the company’s salary range. The salary expectation refers to the applicant’s “desired salary”, whereas the budget for each position is usually set by the company itself (they can operate within this range).
Curious recruiters will always try to squeeze a figure out of you. This practice is particularly nasty when applicants obviously come from abroad and are not very familiar with the local salary structure or cost of living. If you also want to apply for a job abroad, be sure to follow these tips for international job hunting.
Dear recruiters, please avoid such nerve-racking pressure situations and only address the topic later in a face-to-face call. Save your time and learn here how you can make your job ads more inclusive with 9 UX tips.
Desired salary: Never share it too early
You often read empty phrases like “state your salary expectations in your cover letter.” But asking for a salary can make you really feel pressured and undervalued. Women in particular tend to fall into this trap.
Many applicants are tempted to quote a sum without knowing the details of the job, just to increase their chances. But there are also some outstanding companies: Maybe you will find salary details on one of these job boards for expats in Germany.
Salary expectations: Ask the company directly
So many factors play a role when it comes to salary, but this fact is often ignored! It’s your right to check all the important points first, because how else are you going to position yourself correctly? The most important add-on are the benefits for employees: find out here about sustainable company benefits such as eco-friendly mobility options and how they can save you a lot of money.
As soon as you are prompted to state your salary expectations, you should ask the following questions:
- 🚲 What benefits are available in addition to the salary or can you send me an overview with all (sustainable) benefits?
- 📈 Is there a bonus, shares or other flexible (special) payments and if so, when and how are these paid out?
- ⏰ How many hours per week are working hours? How many overtime hours are there and how are they compensated?
- 🌴 How many vacation days does an employee have per year?
- 💻 How many office days do you have (in the hybrid model)?
- 🪜 What career level do you assign me to/ what is the corporate title (at banks)? Which promotion opportunities or progression exist for this level?
Try to be skeptical if a company does not want to give you written information about this. Reliable companies will provide a benefits brochure or a website, and some also mention it in the job advertisement. No or vague details about benefits or these questions are always a red flag!
Avoiding salary details in the application form
In this article, you will find out exactly which data you do not have to disclose in the application form. This also includes salary details. Never rush to enter a premature figure wherever possible. Because that would be potentially disastrous: once entered, it is difficult to increase your expectations.
Unfortunately, some forms force you to do this, but there are clever tricks to get around this. It is your fundamental right to communicate your salary expectations later in the process. What’s important is that you send your application as early as possible to increase your chances. Some companies even use special filters to screen out certain amounts directly. Avoid this at all costs and focus on your strengths rather than your “price tag”.
By the way, some application forms that ask for salary details are really weirdly designed from a UX perspective. What company can pay an applicant 999 million a year?
Avoid the cover letter completely
Nowadays, it is quite normal in many countries to only send a CV and, if applicable, certificates or references/job references. As briefly mentioned above, you no longer need to write a cover letter. There are only a few exceptions, such as for a dual study program or in the public sector. Check out this article: “Apply Without a Cover Letter — Even in the Age of AI.” Discover why skipping the cover letter can work for you and how to make a strong impression with just your CV!
Honestly: Some companies don’t put much effort into applications these days, so why should you invest time and effort in them? Time is a valuable resource and you decide who deserves it!
Conduct in-person salary negotiations
If a company is totally enthusiastic about you, they will try everything to “get” you. Salary negotiations should therefore always take place at the end of the application process. Imagine you underestimated yourself in your cover letter. How do you get out of it? So it’s better to leave it out for now!
After all, the salary question is only really relevant once you know the tasks and responsibilities — and a contract is just around the corner. If you are out of the race earlier, your salary expectations are completely irrelevant. In the international VIE program in places like Hong Kong, Miami or Montreal, there are fixed amounts for each region. So there’s no need to negotiate!
Salary issues are best discussed in a personal interview anyway. This gives you the opportunity to clearly communicate your value and emphasize your strengths. Please note that it is best to state a range rather than a precise figure. It’s also totally okay to ask the recruiter what the range is — they need to know. Also, don’t be tempted to work for free as part of a homework or case study assignment! Click here for more info on take-home assignments or case stidies and learn about more efficient alternatives.
What’s been standard in the U.S. is finally catching on in the EU! Starting in 2026, job ads will actually be required to include salary details. This change brings more transparency to the hiring process, helping job seekers make informed decisions from the start.
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