“Competitive salary.”
It sounds encouraging, but it’s one of the least informative phrases in hiring.
In reality, it often signals uncertainty rather than opportunity.
What “Competitive Salary” Can Mean
1. The company hasn’t defined the range
This often leads to:
- Slow offers
- Internal disagreements
- Negotiation friction
- Retention issues later
Lack of clarity upfront rarely improves downstream.
2. The budget is tight
Sometimes “competitive” means:
“We’ll see what we can do once we understand how badly we need someone.”
That puts candidates in a reactive position, and creates power imbalance.
3. The company is avoiding the conversation
Avoiding compensation discussions often reflects:
- Internal misalignment
- Leadership discomfort
- Lack of market awareness
None of those benefit candidates.
What Candidates Should Ask Instead
Seeing “competitive salary” isn’t an automatic dealbreaker – it’s a prompt to ask better questions:
- “Is there a range budgeted for this role?”
- “How is compensation determined internally?”
- “What factors influence where someone lands in the range?”
Clear answers build trust.
Vague ones signal caution.