Record compensation expectations with currency, pay period, compensation type, and any conditions the candidate stated. A bare number such as “120” is not enough for a client to understand what the candidate expects. Ask about the target opportunity and keep the answer tied to its date.
Capture the complete expectation
Use a small block in the screen rather than hiding compensation in narrative prose. This is an expectation-recording worksheet, not guidance to collect salary history.
| Field | Fictional example |
|---|---|
| Currency and period | USD per year |
| Base expectation | $120,000–$130,000 |
| Variable pay | Candidate wants to understand the plan; no target confirmed |
| Conditions | Range assumes two office days each week |
| Confirmation | Stated during the current screen; recruiter to reconfirm for this role |
Do not combine base, bonus, commission, equity, or benefits into a total unless the underlying components are established. “Open to discussing the range” is not acceptance of the client's budget.
Preserve the candidate's conditions
An expectation may change with role scope, travel, work arrangement, or variable-pay structure. Keep the relevant condition beside the figure. Removing it can make a later conversation appear inconsistent when the opportunity itself changed.
If a candidate gives an hourly figure and the client asks for an annual number, do not silently annualize it. Hours, paid time, employment arrangement, and other assumptions may differ. Ask which comparison the client needs and label any calculation as an estimate with explicit assumptions.
Correct a vague note
Fictional draft: “Looking for 130 all in, flexible.” That leaves currency, period, compensation components, and the meaning of flexible unresolved. The appropriate client-facing version is “Compensation details require confirmation,” followed by a specific follow-up task. It is not “Accepts $130,000 base.”
Before sending a submittal, compare the expectation with the approved role brief. If there is a mismatch, describe it plainly and ask the account owner whether to discuss it with the client. Do not edit either party's range to make the match look better.
Keep the field consistent across documents
Use the same labels in the screening record, client write-up, and ATS handoff. Recruit Recap's candidate submittal workflow supports custom write-ups for recruiter review; the reviewer remains responsible for confirming the figures. This worksheet is an original documentation aid, not a verified product connector or compensation recommendation.