Research ranges and role scope
Use comparable evidence and acknowledge gaps instead of presenting a universal market number.
Goal and context
Use comparable evidence and acknowledge gaps instead of presenting a universal market number.
Original teaching material. All numerical examples are hypothetical, not live market benchmarks. Adapt scripts to your actual situation; no messages are sent from this course.
What, when, why and how
Comparable observations
- what
- Useful benchmarks match location, employer type, role scope, level and time period.
- when
- Before choosing a target or evaluating recruiter range.
- why
- A title alone can cover different responsibility and compensation bands.
- how
- Record source/date, base versus total, currency, location and sample limitations. Triangulate employer range, recent comparable postings and informed conversations.
Example: A remote role paid on a location band may not match a headquarters posting with the same title.
Range interpretation
- what
- A posted range can describe several levels, locations or a broad internal band.
- when
- The advertised maximum looks attractive.
- why
- The maximum is not a promise that every candidate can be hired there.
- how
- Ask which range applies to this location and level and what determines position within it. Separate the hiring range from potential progression.
Example: Ask whether a band combines Senior and Staff rather than assuming the title resolves it.
Evidence quality
- what
- Reported data can be stale, self-selected or based on different compensation definitions.
- when
- Sources conflict.
- why
- An unsupported precise number weakens an otherwise credible request.
- how
- Keep an evidence range and confidence note; label inference as inference. Update the brief with the actual offer definition before countering.
Example: Five reports that include equity at different prices cannot establish an exact guaranteed cash range.
Worked example
A research table records employer A’s disclosed base band, the date, applicable city and level. A second self-reported total includes variable equity and cannot be substituted directly for that base range.
Conversation example
Could you clarify the hiring range for this location and level, and whether it refers to base salary or the complete package? That would help us check alignment before we go further.
Replace bracketed placeholders with truthful details. Review any draft yourself before choosing whether and how to communicate it.
Mistakes and follow-ups
- Quote a US total-comp figure as an India fixed-pay benchmark without explaining location or currency.
- Use the oldest/highest data point as the entire case.
- Assume years of experience map directly to a particular employer level.
Engineer: What if I have little compensation data?
Use the employer’s applicable range and a role-scope discussion; uncertainty is better stated than filled with invented precision.
Senior: Can I compare two identical titles?
Only after comparing ownership, reporting structure, location and compensation definitions.
Staff: What matters beyond title?
Cross-team influence, ambiguity, technical direction, business accountability and the organization’s actual expectations.
Practice and self-review
Create a benchmark table with at least three evidence types and a confidence note.
Reveal worked answer guidance
Do not fabricate missing data. Explicitly identify what remains unknown and ask the recruiter for the applicable band.
Check your response for accurate units, real evidence, a prioritized ask, a genuine alternative and a clear next step.
Sources and scope
Harvard MCS: Evaluating and negotiating offers ↗ · Reference checked 2026-10-18
Career-services reference for offer evaluation, preparation and negotiation conversations; original lesson scripts and examples are authored for this course.
This course teaches preparation and communication. It provides no live pay ranges, employer guarantees, tax calculations or personalized legal/investment advice. Governing documents and local rules determine actual award and employment terms.