Salary and negotiation

Highest-paying jobs in Hong Kong: Top 10 in 2026

Carol Yeoh — Mon, 29 Dec 2025 06:45:08 +0000

Highest-paying jobs in Hong Kong: Top 10 in 2026 Carol Yeoh

Hong Kong’s employment landscape remains resilient, supported by low unemployment and steady investment activity despite global economic headwinds. Major infrastructure projects, such as the Northern Metropolis development, are set to drive demand in construction, engineering, and professional services.

Financial services continue to be a key pillar of Hong Kong’s business growth, while the expansion of Mainland Chinese enterprises abroad is creating new opportunities for cross-border collaboration and regional roles.

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Top 10 highest-paying jobs in Hong Kong

To help job seekers make informed decisions about their next career move, we have compiled a list of the highest-paying jobs in Hong Kong, derived from our 2026 Salary Guide.

While the list features a selection of senior roles from our salary guide, it will help job seekers at any point in their careers, even fresh graduates, identify the sectors that can offer competitive salary packages and prepare for effective salary negotiations.

In addition to high salaries, many of these roles offer strong job security, as they are in consistent demand and have long-term growth potential.

Number	Roles	Function / Industry	Average Annual Salary
1	C-suite roles	C-suite	HK$3,500,000 to HK$2,400,000
2	Head of Legal	Legal	HK$3,300,000
3	Head of Retail Banking	Banking	HK$3,000,000
4	Named Company Secretary	Financial Services	HK$2,400,000
5	Regional Head of Compensation and Benefits	Human Resources	HK$1,800,000
6	Solution Architect	Technology	HK$1,680,000
7	General Manager	Sales	HK$1,440,000
8	Supply Chain Director	Procurement & Supply Chain	HK$1,400,000
9	Head of Communications	Marketing	HK$1,300,000
10	Quality Director	Engineering & Manufacturing	HK$1,200,000

1) C-suite roles

It is not surprising that executive positions are among the highest-paying jobs in Hong Kong. The average annual salary of a Chief Client and Marketing Officer, Chief Risk Officer, Chief Information Officer, Chief Operations Officer, Chief Client Officer, and Chief Marketing Officer in Hong Kong can range from HK$2,400,000 to HK$3,500,000 a year (approximate monthly salary: HK$200,000 - HK$290,000).

C-suite roles bring immense value to organisations by shaping business strategy through strategic leadership, vision, and innovation. Individuals in these roles combine financial management, operational excellence, talent development, stakeholder engagement, risk management, governance, and change management. Their expertise is critical to driving organisational success, fostering growth, and ensuring long-term sustainability.

Executive Directors can be remunerated at comparable levels, but this is not the norm across all organisations. It depends heavily on industry, company size, and regional scale. These responsibilities justify strong remuneration, but the CEO and CFO remain the top earners due to their unique fiduciary and strategic roles.

(Browse for C-suite roles.)

2) Head of Legal

One of the most senior roles in Hong Kong’s legal job market is the Head of Legal (Regional) within global buy-side institutions. They can earn an average annual salary of HK$3,300,000 (approximate monthly salary: HK$275,000), reflecting the strategic importance of this position in managing cross-border legal operations.

This role carries significant responsibilities, as the Head of Legal oversees all legal and regulatory matters across multiple jurisdictions, ensuring compliance and mitigating risk for complex investment products and transactions. They act as a trusted adviser to senior leadership, guiding corporate governance, regulatory strategy, and high-value negotiations.

This position is ideal for seasoned professionals with deep legal expertise in funds, corporate law, and financial regulations, who can balance strategic vision with operational execution in a fast-paced, global environment.

(Browse for legal roles.)

3) Head of Retail Banking

One of the most prominent roles in Hong Kong’s banking function is the Head of Retail Banking. This position commands an average annual salary of HK$3,000,000 (approximate monthly salary: HK$250,000), reflecting its strategic importance in driving retail banking growth and profitability.

The Head of Retail Banking oversees the entire retail banking division, shaping product strategy, customer acquisition, and service delivery. They are responsible for aligning operations with regulatory requirements while ensuring competitive offerings in a highly dynamic financial market.

Effective financial planning is also a key part of this role, supporting sustainable growth and profitability. This position suits leaders with deep expertise in retail banking, strong commercial acumen, and the ability to manage large teams across multiple channels.

(Browse for banking roles.)

4) Named Company Secretary

A key governance role in Hong Kong’s financial services sector is the Named Company Secretary, earning an average annual salary of HK$2,400,000 (approximate monthly salary: HK$200,000). This position is critical for listed companies and financial institutions to maintain compliance with Hong Kong’s stringent regulatory framework.

The Named Company Secretary ensures adherence to corporate governance standards, manages board processes, and acts as a liaison between the company and regulatory authorities. This role is ideal for professionals with strong knowledge of listing rules, risk management, and stakeholder communication, who can safeguard organisational integrity while supporting strategic decision-making.

(Browse for financial services roles.)

5) Regional Head of Compensation and Benefits

One of the top HR leadership roles in Hong Kong is the Regional Head of Compensation & Benefits, with an average annual salary of HK$1,800,000 (approximate monthly salary: HK$150,000). This role is pivotal in designing and implementing reward strategies across multiple markets to attract and retain top talent.

The Regional Head of Compensation & Benefits develops competitive pay structures, oversees benefits programmes, and ensures compliance with regional regulations. They work closely with senior leadership to align reward strategies with business objectives, making this role ideal for professionals with strong analytical skills, market benchmarking expertise, and strategic HR experience.

(Browse for human resources roles.)

6) Solution Architect

One of the top technology roles in Hong Kong is the Solution Architect, with an average annual salary of HK$1,680,000 (approximate monthly salary: HK$140,000). This role is pivotal in designing and implementing enterprise-level technology solutions that align with business objectives.

Solution Architects work closely with stakeholders to define system architecture, ensure effective data management, and integrate emerging technologies. They ensure scalability and security by leveraging cloud computing and modern frameworks. Ideal candidates combine technical depth in cloud, DevOps, and application architecture with strong communication and problem-solving skills.

(Browse for technology roles.)

7) General Manager

A leading role in Hong Kong’s sales function is the General Manager, earning an average annual salary of HK$1,440,000 (approximate monthly salary: HK$120,000). This role oversees sales strategy, revenue generation, and client relationship management across diverse markets.

The General Manager drives business development initiatives, manages large teams, and ensures alignment with organisational goals. Ideal candidates possess strong leadership and negotiation skills, and a proven track record in high-growth environments.

(Browse for sales roles.)

8) Supply Chain Director

One of the top roles in Hong Kong’s supply chain function is the Supply Chain Director, with an average annual salary of HK$1,400,000 (approximate monthly salary: HK$116,000). This role is critical for optimising end-to-end supply chain operations and ensuring resilience in global logistics.

The Supply Chain Director leads procurement, planning, and distribution strategies, leveraging technology and data analytics to enhance efficiency. This position suits professionals with strong operational expertise and strategic vision.

(Browse for procurement and supply chain roles.)

9) Head of Communications

A senior marketing leadership role in Hong Kong is the Head of Communications, earning an average annual salary of HK$1,300,000 (approximate monthly salary: HK$108,000). This role shapes corporate messaging, brand positioning, and stakeholder engagement strategies.

The Head of Communications manages internal and external communications, crisis management, and media relations. Ideal candidates combine strategic thinking with exceptional communication and leadership skills.

(Browse for marketing roles.)

10) Quality Director

A senior leadership role in Hong Kong’s engineering and manufacturing sector is the Quality Director, earning an average annual salary of HK$1,200,000 (approximate monthly salary: HK$100,000). This position is critical for ensuring product quality, regulatory compliance, and operational excellence across global supply chains.

The Quality Director oversees Quality Assurance (QA) and Quality Control (QC) functions, develops and maintains Quality Management Systems (QMS), and drives continuous improvement initiatives. They manage supplier audits, mitigate risks, and collaborate with cross-functional teams to uphold international standards and enhance efficiency.

Ideal candidates possess strong technical expertise in quality systems, leadership experience in large-scale manufacturing, and excellent language proficiency for regional collaboration.

(Browse for engineering & manufacturing roles.)

Explore salary insights

Get a comprehensive view of salaries across various industries and roles with our 2026 Michael Page Salary Guide, which features the average salary of roles in Hong Kong’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Disclaimer: Salaries can differ from company to company and depending on your skills, knowledge and experience.

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Carol Yeoh

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Salary negotiation tips and strategies for new job offers

Simone Wu — Sat, 01 Feb 2025 19:00:00 +0000

Salary negotiation tips and strategies for new job offers Simone Wu

Salary negotiation isn’t just about getting a bigger paycheck right now – it’s about setting the stage for your earning potential in the years ahead.

Every salary increase often builds on the one before, so getting your salary negotiation right is crucial for your career growth. Whether negotiating a salary for a new job or discussing a salary increase during your annual performance review, knowing how to position yourself is key to getting the compensation you deserve.

Step 1: Do your research and know your market rate

When you know your market rate, you can enter a salary negotiation with confidence and realistic expectations. If you skip the research, you might end up selling yourself short, which could hurt your finances in the long run and leave you feeling unfulfilled at work.

And if you set your sights too high, you might scare off the employer or miss out on great opportunities that still offer good pay and a chance to grow your career.

How to research your market rate:

Use reliable salary comparison tools like the Michael Page Salary Comparison Tool to understand what people in your role typically earn. These tools give you data specific to your job, industry, and location.
Compare multiple salary guides from different recruitment agencies and organisations (aim for at least three) to get a more accurate picture of salary data ranges for your role. Individual guides, like the Michael Page Salary Guide, may have varying data based on their job market coverage and research methodology.

Our recent Candidate Pulse survey, which gathered insights from job applicants on the Michael Page job portal, found that 35% of job applicants use salary guides to stay informed about competitive salaries.
Be cautious of online salary portals where people share their salaries. You don’t know how accurate or recent that information is. They can give you a rough estimate but don’t take them as the absolute truth. Think of them as a starting point, not the final answer.
Look at job advertisements for similar roles in your industry. Our Candidate Pulse survey also shows that 29% of applicants rely on job advertisements to determine salary numbers. Companies often include salary ranges in their job postings, giving you an idea of the market rate for the position you’re applying for. Pay attention to whether the job includes additional benefits or bonuses, as these can affect the overall compensation package.
Talk to recruitment consultants to gain insights into what companies are offering in your field. Our Candidate Pulse survey revealed that 28% of job applicants rely on recruitment agencies for salary information, highlighting their value as a trusted resource for market insights.

Step 2: Understand your worth beyond the job title

Your market value is not just based on your job title; it’s influenced by your unique skills, experiences, and the additional value you bring to the company.

Show the company what makes you unique – your strengths, past successes, and how you can make a real difference. This will give you a stronger position, especially if the role requires a wide range of skills.

How to understand your worth beyond your role:

Identify transferable skills you bring to the role that go beyond the job description, such as leadership, project management, or expertise in cutting-edge technology.
Quantify your achievements: Use metrics like sales growth, cost savings, or increased efficiency to show the direct impact of your work.
Highlight any specialised knowledge you have that is in high demand but rare in the market.

Example: If, as a Marketing Manager, you have successfully managed a digital campaign that has increased conversions by 25%, this quantifiable success justifies a higher salary within the given market range.

Step 3: Navigating salary during career transitions

If you’re transitioning into a new field, your experience may not perfectly align with the traditional career path. However, your skills are still highly valuable. The key is to understand the typical expectations for entry-level roles in your new field and then demonstrate how your unique background gives you a significant advantage.

How to discuss your pay when switching roles

Industry changes:

Research similar-level roles in your target industry to understand typical compensation ranges and structures
Identify and communicate how your current industry expertise could bring fresh perspectives to the new sector
Demonstrate your commitment through relevant upskilling, certifications, or training specific to the new industry
Highlight experience working with stakeholders from your industry
Focus on universal achievements that transcend industries (e.g., cost savings, process improvements, revenue growth)

Function changes:

Map out how your current functional expertise complements the new role
Emphasise projects where you’ve already demonstrated skills relevant to the target function
Showcase cross-functional collaboration experiences that align with the new role
Highlight any informal experience or side projects in the new function
Demonstrate how your unique background could innovate the new function

Example: A finance professional moving into a business development role can highlight their deep understanding of financial modelling and risk assessment as valuable skills for evaluating business opportunities. Similarly, a marketing professional transitioning to product management can highlight their customer insight expertise and experience in gathering market feedback.

Step 4: Timing is everything

Timing is key when it comes to salary discussions. Bringing it up too early can throw the whole hiring process off track, and you might even jeopardise your chances of getting the job. The best time to discuss salary is usually after you’ve received a formal job offer. That’s when you’re in the strongest position to negotiate.

How to time your salary talks for maximum impact

Wait for a formal offer: The best time to negotiate salary is after you have received a job offer but before you accept. At this point, the company has already invested time and resources in you, and you have the upper hand.

If the salary discussion comes up earlier, respond with a range based on your research. Avoid giving an exact number until you have more details about the job and responsibilities.

Example: If a recruiter asks about salary expectations early in the interview, you might say, “I would love to discuss the role in more detail before finalising compensation, but based on my research, I’m looking at a range of $40,000 to $45,000 for this role.”

Step 5: Present your salary expectations strategically

Providing a clear salary range instead of a specific figure allows flexibility while demonstrating that you’ve done your research and understand your market value.

Offering a range can help you find common ground with the hiring manager while ensuring you don’t undersell yourself or price yourself out of consideration.

How to state your salary expectations at job interviews

Provide a well-researched salary range with a 15% to 20% spread between minimum and maximum. Your minimum should be a figure you’d be comfortable accepting, while your maximum should align with the upper market rate for your experience level.

Back up your range with data from multiple salary guides, market reports, and industry benchmarks that reflect your experience and skills.

Consider the total compensation package, including bonuses, healthcare benefits, signing bonus, stock options, professional development opportunities, additional leave, flexible working hours, remote working options, and other variables, when determining your range.

Examples: “For a Human Resources Manager role with my level of experience leading regional campaigns, I’m looking at a monthly salary range of $40,000 to $55,000, depending on the overall package and scope of responsibilities.”

“Based on my research of similar roles in the technology sector and considering my expertise in digital transformation, I’m targeting a range between $50,000 to $60,000 monthly. This aligns with market rates for professionals with my skill set and leadership experience.”

Pro tip: Be prepared to explain both ends of your range. Your minimum represents the baseline value you bring to the role, while your maximum reflects your optimal contribution potential based on the role’s scope and your capabilities.

Step 6: Handling the discussion about your last-drawn salary

In many parts of Asia Pacific, employers often ask about your past salary. It’s tricky because while you want to be honest, how you answer can really impact your negotiation. The goal is to focus on what you bring to the table now, not just what you made in your last job.

How to manage the discussion about your previous salary

Professional deflection strategies:

Initial response:

“I understand you’d like to know my previous salary, but it’s more helpful to focus on the value I can bring to this role. I’d love to make sure my compensation aligns with both your budget and the market rates. Can you share the salary range you have in mind for this position?”
“I’m not comfortable disclosing my previous salary at this time. Could we instead discuss the salary range for this position?”

If pressed further:

“My previous salary may not accurately reflect my current market value due to [reason, e.g., increased responsibilities, new skills acquired, etc.].”
“Based on my market research and experience in this field, I’m seeking a salary within the range of [X-Y]. This aligns with the market value for professionals with my skills and experience in this role.”
“I’m concerned that disclosing my previous salary may limit my earning potential in this role. I’m confident in my abilities and deserve a competitive salary.”

Emphasise market value:

“I’m open to discussing my salary expectations further once we’ve had a chance to discuss the role and responsibilities in more detail.”

When previous salary disclosure is unavoidable:

Frame the context by explaining any unique circumstances of your previous role. Highlight any upskilling, additional responsibilities, or achievements since then.
Example: “While my previous base salary was $X, I’ve since completed [relevant certification/achievement] and taken on [additional responsibilities] that have significantly enhanced my capabilities.”

Important note:

These are general strategies; the best approach may vary depending on the situation and your comfort level.
If you encounter significant resistance from the employer, consider whether this is the right opportunity.

Using these tips will help you handle those tricky salary questions and make sure you’re not shortchanging yourself.

Step 7: Be prepared for rejection and stay professional

Not every negotiation will go your way. But how you handle a ‘no’ can still impact your future. Stay professional, ask for feedback, and you might be surprised at how it can open doors down the line.

How to handle salary negotiation rejection professionally

If your salary request is rejected, don’t become defensive. Instead, ask for feedback on the offer and find out what it would take for them to meet your expectations.

If the company has budget constraints, discuss alternative benefits, such as performance-based bonuses, additional paid leave, or opportunities for salary review after a set period.

Example: If the salary offer is below your expectations, politely respond, “I understand the budget constraints. However, based on my skills and experience, I believe my compensation should align with the market rate. Is there any flexibility in the budget, or could we discuss other elements of the compensation package, such as benefits or additional responsibilities?”

Step 8: Closing the conversation on a positive note

Ending the salary negotiation on a positive note is crucial, regardless of the outcome. Maintaining a professional and respectful demeanour preserves your reputation and potentially opens doors for future opportunities, even if you don’t accept the current offer.

How to conclude salary discussions effectively

Express sincere appreciation: Whether you accept or decline the offer, always express gratitude for the opportunity and the time the employer invested.

If accepting:

Confirm all terms in writing: Once an agreement is reached, obtain a written offer letter summarising all agreed-upon terms, including salary, bonuses, benefits, start date, and other relevant details.
Express enthusiasm: Reiterate your excitement about joining the team and contributing to the company’s success.

If declining:

Be direct and polite: Clearly and respectfully decline the offer while acknowledging the company’s time and consideration.
Provide a concise and professional reason for declining: Briefly explain your reason for declining, such as another opportunity better fitting your career goals. Avoid negative or overly personal reasons.
Express continued interest (optional): If it feels right, you can mention that you're still interested in the company. For example, “I appreciate the opportunity to learn more about [Company Name], and I hope to stay in touch for future potential roles.”
Maintain professionalism: Do not burn bridges. Even if you decline, maintain a professional and courteous demeanour throughout the conversation.

Example (declining offer): “Thank you again for offering me the position of [Job Title] at [Company Name]. I truly appreciate the time you’ve taken to interview me. After careful consideration, I’ve decided to accept another offer that is a better fit for my current career goals. I appreciate the opportunity to learn more about [Company Name], and I wish you all the best in your search for a qualified candidate. I hope our paths may cross again in the future.”

Additional tips:

Be mindful of cultural norms. Directness may be less common in some cultures. Tailor your approach accordingly.
Follow up with a thank-you note: Send a brief note or email to reiterate your appreciation and maintain a positive connection.

Following these guidelines, you can effectively close the salary negotiation while maintaining a professional and positive relationship with the employer.

Mastering salary negotiation strategies for career advancement

Knowing how to negotiate your salary is essential to advancing your career. When you understand your market value, and are able to communicate your worth and confidently navigate the negotiation process, you can secure a compensation package that truly reflects what you bring to the table.

And remember, negotiation skills are something you can always improve and refine over time. Practice these strategies, adapt them to your situation, and you’ll be a pro at salary talks in no time.

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our 2026 Michael Page Salary Guide, which features the average salary of roles in Hong Kong’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Start your job search

Simone Wu

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Get a free weekly update via email here and help kick start your career.

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How to respond to a counter-offer from your employer

Simone Wu — Thu, 30 Jan 2025 01:15:00 +0000

How to respond to a counter-offer from your employer Simone Wu

Counter-offers are becoming increasingly common in today’s competitive job market. After investing time and effort into securing a new role, you might find yourself facing an unexpected dilemma: your current employer, eager not to lose you, presents a counter-offer.

At first glance, the offer can feel flattering – perhaps a pay rise, new responsibilities, or additional perks. But is accepting it in your best interest, or does it support your long-term career plan?

While every situation is unique, counter-offers often raise the same questions: will this opportunity finally address the frustrations that pushed you to explore the market? Or is it simply a temporary fix that delays the inevitable?

Use this guide to jump to what you need to know about handling a counter-offer:

What is a counter-offer?
How to evaluate a counter-offer
Revisit your core motivations
Should you negotiate a counter-offer?
Red flags to watch for
Ethical and professional considerations
If you choose to accept the counter-offer
If you choose the new job opportunity instead

What is a counter-offer?

A counter-offer is a proposal from your current employer to persuade you to stay after you resign. It can take many forms, from a straight salary increase to a new job title, additional responsibilities, or additional company benefits like flexible working hours.

Understanding the motivations behind the counter-offer is key. Is your employer recognising your value, or are they focused on avoiding the disruption and cost of replacing you?

The answer can guide your decision on whether to remain or move forward.

How to evaluate a counter-offer

When weighing a counter-offer, look beyond the salary increase. Compare the entire compensation package – bonuses, benefits, equity – with the new role you have been offered.

More importantly, ask yourself whether the counter-offer truly addresses the reasons you began your job search in the first place.

If you were seeking better growth prospects, a healthier work-life balance, or a new challenge, does this revised offer provide them? If not, the raise may only mask the same frustrations that pushed you to explore external opportunities.

Revisit your core motivations

Take time to revisit why you began your job search. Was it purely financial, or were there deeper issues – like limited career progression, a lack of recognition, or a desire for a new challenge?

Research shows that employees who accept counter-offers often re-enter the job market within months, as the underlying issues remain unresolved. This brings up a major question: if you were

Should you negotiate a counter-offer?

If you decide to explore the counter-offer further, negotiation requires a clear strategy. To validate your market value, be transparent with your current employer about the new job offer you’ve received.

Be ready to provide details of the new offer – such as salary, title, and benefits – since your employer will likely aim to match or exceed them. Your leverage lies not only in the competing offer, but also in your unique contributions, the cost of replacing you, and the time pressure if you must respond quickly.

Red flags to watch for

A significant, immediate salary bump without a change in role and vague promises are a major warning sign. If your employer suddenly offers a large pay increase but leaves your role exactly the same, it could be a sign that you were being undervalued all along.

Without a written commitment, these promises may be designed to buy time rather than provide a real solution. Candidates who accept such counter-offers often find that little changes in practice, leaving them back at square one.

Another red flag is feeling pressured or being made to feel guilty for considering other opportunities. Genuine career support comes with respect for your need to weigh options, not ultimatums or emotional appeals.

The strongest indicator of a short-term fix is when the counter-offer ignores the real reasons you began your job search. If lack of career progression, poor work environment, or limited recognition were the drivers behind your resignation, and the counter-offer focuses only on salary, those deeper issues will remain unresolved.

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Ethical and professional considerations

Counter-offers involve more than personal gain; they carry ethical responsibilities to both your current and prospective employers.

If you have already accepted a new role, reneging may damage your reputation in the industry and waste resources invested in your onboarding.

Similarly, if you accept a counter-offer but leave soon after, you risk burning bridges with your current employer, making it harder to secure strong references in future. Professionalism requires careful thought about how your choices affect others, not just yourself.

If you choose to accept the counter-offer

Choosing to accept a counter-offer is a significant decision. You should communicate your choice with professionalism to both your current employer and the prospective employer.

Thank your current employer for their new proposal, and commit to your renewed role and responsibilities. Inform the prospective employer that you will be declining their offer. Be gracious and thank them for the opportunity, as it is a small professional world and you may cross paths again.

The trust factor

Even if you accept a counter-offer, your employer’s trust in you may be permanently altered. Having signalled your willingness to leave, you could find yourself sidelined from promotions, excluded from critical projects, or perceived as “first in line” in future restructuring.

Counter-offers may preserve your position in the short term, but they rarely restore the full confidence of your employer once you’ve indicated an intention to move on.

Considering the wider market

Another factor to keep in mind is your long-term market value. A substantial pay rise through a counter-offer might temporarily boost your earnings, but it can also distort your salary relative to your experience level. This may make it harder to secure a competitive external role in the future, as prospective employers may hesitate to match an inflated figure.

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If you choose the new job opportunity instead

Declining a counter-offer can be daunting, but it often provides the clearest path to growth. If you decide to leave, communicate your decision with professionalism and gratitude.

Thank your manager for the opportunities you have had but remain firm in your choice. Avoid rehashing grievances – leaving on good terms preserves valuable relationships and demonstrates maturity.

Think long-term

At its core, the counter-offer dilemma is about more than money; it’s about whether your career is moving in a direction that excites and challenges you. Counter-offers can be flattering, but the best career choices are those that align with your long-term goals.

Before making a decision, weigh your aspirations carefully, seek advice if needed, and use tools like our Salary Comparison Tool to ensure your next move is fair and informed. Counter-offers can be flattering, but the best career choices are those that align with your long-term goals.

Michael Page

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How to answer ‘What are your salary expectations?’

Simone Wu — Sat, 18 Jan 2025 06:50:57 +0000

How to answer ‘What are your salary expectations?’ Simone Wu

While it may sound straightforward to answer the salary expectation question, it can be challenging to structure your answer to convince the hiring manager that you are the right candidate and are satisfied with the salary offered.

Related: Hong Kong Salary Guide 2025

Job interviewers ask candidates about their expected salary for several reasons. Here are some common reasons behind this question:

Assessing job alignment: Hiring managers want to gauge whether your salary expectations align with the budgeted salary range for the position. They need to ensure that their compensation aligns with your expectations and financial requirements.

Budget considerations: Hiring managers operate within specific budget constraints. By asking about your salary expectations, they can assess whether they can afford to hire you and whether your expectations fit within the allocated funds for the job.

Evaluating seniority and experience: Salary expectations can provide insights into your perceived level of seniority and experience. If your expected salary is significantly higher than what is typical for someone at your level, it may indicate that you are overqualified for the role. Conversely, if your expectations are too low, it may raise concerns about your experience and qualifications.

Negotiation and offer considerations: Hiring managers use salary expectations as a starting point for negotiation and crafting a competitive offer. By understanding your expectations, they can determine how to structure the compensation package to attract and retain top talent.

Comparing candidates: Hiring managers often interview multiple candidates for a position. Asking about salary expectations helps them compare candidates and make informed decisions based on qualifications, experience, and desired compensation.

It’s essential to approach the question of salary expectations with preparation and understanding. Researching industry standards and knowing your value can help you navigate this conversation effectively.

How to answer salary expectations

Crafting an ideal reply to this interview question on expected salary requires a thoughtful and strategic approach. Here are some key elements to consider when formulating your response.

1. Research and Preparation

Before the interview, thoroughly research the average salary range for the role you have applied to and consider your experience level. Find out about the minimum salary for this job post, and also consider your current salary. This will provide you with a solid foundation and enable you to have informed discussions about pay with potential employers.

2. Showcase Your Value

Throughout the interview, you can highlight your skills, qualifications, and achievements that make you an exceptional candidate. Instead of providing a specific salary figure, emphasise the value you bring to the organisation and how it aligns with the position.

By demonstrating your unique contributions, you position yourself as a valuable asset, which can positively impact the salary negotiation process.

No one answer or approach is “better” or “more correct” than the others. Here are a few responses that would allow you to assess which answer is most appropriate, given the tone of the interview.

3. Provide a Salary Range

Instead of stating a fixed number, consider offering a salary range that reflects your salary research and aligns with industry standards. Ensure that the range is realistic and consider factors such as your level of experience, qualifications, and the job market conditions.

Before coming up with a salary range, it’s important to bear in mind no to offer too broad a range of salaries. Try to keep your range relatively compact, with a variance of around $500-$700 monthly.

Job interviewers may aim for the lower end of the scale. So if you have an “ideal” figure, ensure it’s closer to the bottom of your salary range than the top.

Example response

“Based on my research of the role and my experience in the industry, I understand that the average compensation for similar positions ranges from $5,200 and $5,700 monthly. Considering my qualifications and the value I can bring to the organisation, I believe my skills warrant a competitive salary within this range.

However, I am also open to discussing the complete compensation package, including benefits, bonuses, and opportunities for growth. I value the opportunity to contribute to the company’s success and look forward to a collaborative discussion regarding salary that aligns with my contributions and the organisation’s goals.”

Every interview situation may vary, so it is essential to tailor your response to the specific context and company culture. Additionally, practice delivering your response confidently and professionally to leave a lasting impression on the interviewer.

4. Reverse the question

When a hiring manager asks about your expected salary range during job interviews, consider reversing the question and asking the manager about their salary range in mind. However, it’s essential to approach this tactic with caution and consider the context and dynamics of the interview. Here are some factors to think about:

Timing

Timing plays a crucial role when using this approach. It is generally recommended to wait until you understand the position, its requirements, and the company’s level of interest in your candidacy.

If the job interview is in the early stages or you haven’t had the opportunity to showcase your value, it may be premature to reverse the question.

Company culture and interview dynamics

Consider the company culture and the dynamics of the interview. Some organisations may be more receptive to open and transparent discussions about salary, while others may prefer to follow a more traditional approach.

Also, assess the overall tone of the interview and the rapport you have established with the hiring manager. You may feel more comfortable reversing the question if the atmosphere is collegial and the conversation allows.

Politeness and tact

When reversing the question, it is crucial to do so politely and tactfully. Frame your response in a way that shows your genuine interest in the role and aligns with the flow of the conversation.

Express curiosity about the company’s salary range without coming across as confrontational or solely focused on compensation. Remember, the goal is to gather information to determine if the position aligns with your expectations.

Example Response

“Thank you for discussing the role and its responsibilities in detail. Based on my understanding of the position and the value I can bring to the organisation, I am curious about the salary range you have in mind for this role.

Understanding the salary range will help me assess how my expectations align with the company’s compensation structure and ensure that it is a mutually beneficial fit. Could you please provide some insights into the salary range for this position?”

By using this approach, you demonstrate your interest in finding a mutually satisfactory arrangement while also gaining valuable information about the salary expectations within the organisation.

However, adapting your response based on the specific circumstances and cues you receive during the interview is crucial. Every interview and situation is unique, so it’s important to trust your judgment and adapt your approach accordingly.

5. Consider the overall compensation

If you do not have a lot of work experience, or are moving into a whole different job function (for example, switching from a marketing role to an engineering role), you need to consider the overall compensation package.

While salary is important, entry-level positions may offer other benefits such as training opportunities, mentorship programs, healthcare benefits, or the potential for rapid advancement. Take these factors into account when discussing your salary expectations.

6. Emphasise flexibility and openness to negotiation

Express your willingness to collaborate when discussing salary. Communicate that you are open to considering the entire compensation package, including health benefits, bonuses, and opportunities for growth. This demonstrates your flexibility and willingness to find a mutually beneficial agreement.

You do not have to finalise your salary expectation during the hiring process. Instead, you can answer the question in a way that opens the possibility of further negotiations within the company.

Example response

“While I have a range in mind based on my research and industry standards, I am also very open to discussing and negotiating the compensation package. My main priority is to find the right fit for both the role and the organisation, and I believe that salary is just one aspect of that equation.

I am more interested in exploring the opportunity to contribute my skills and experience to the team and grow within the company. I am confident that we can find a mutually beneficial compensation plan that aligns with my value and the company’s resources and goals.”

What’s next?

If you have a job interview on the horizon, be sure not to leave your preparation to chance. Explore the vast catalogue of job interview tips in our career advice content hub, where you’ll find guidance on everything from resume writing to explaining where you see yourself in five years.

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our 2025 Michael Page Salary Guide, which features the average salary of roles in Hong Kong’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Ready for a new role? Check out our job portal, submit your CV, or get in touch with a specialist Page Personnel recruitment consultant today.

Simone Wu

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How to ask for a pay rise: 10 practical tips for success

Simone Wu — Wed, 08 Jan 2025 08:00:00 +0000

How to ask for a pay rise: 10 practical tips for success Simone Wu

For some people, asking for more pay comes naturally, but for others, it can be daunting. The fact is that we all work for a monetary return. If you think you deserve more than your current pay and your request is within the relevant salary range, you should consider letting your boss know.

As the saying goes, if you do not ask, you do not get. Here are some tips to help you succeed in asking for higher pay while keeping your current job scope.

1. Inform your manager that you want to discuss salary before the actual meeting

You don’t want to ambush your manager because they might not be ready to talk about money. You should not just walk in on their free slot, or book their time without setting an agenda, as this can be seen as disrespectful and unprofessional.

When setting up a meeting with your boss to discuss your salary, inform them of the purpose of the meeting beforehand. This can be done through email or in person, depending on your preference and the culture of your workplace.

When sending an email to request a meeting with your boss, it is important to be clear and concise in your communication. Use a professional tone and provide specific details about the purpose of the meeting, including the topics you would like to discuss and any supporting information or documentation that may be relevant.

This will help to facilitate a productive discussion and increase the likelihood of a positive outcome.

2. Pick the right time to speak to your boss

When you ask for a rise in your basic salary and perhaps an improved benefits package, identify the right time for a one-on-one, face-to-face meeting. Mind your timing and do not plan it after a project has failed, or during a peak season.

Wait at least 6 months

You should only consider asking for a pay increase when you feel underpaid or if you have been working hard enough to justify a salary increase.

If you are new to the company, you should wait at least six months before requesting an increase. This allows you the minimum amount of time to prove yourself as an asset to your current employer.

For the best chance of success when asking for a rise, waiting for more than a year may be a better timeframe to ask for more money.

Consider the fiscal year

To ensure your request can be processed, two or three months prior to the end of the fiscal year is ideal.

During this crucial period, many department heads are making budget plans for the upcoming year – so if you time it just right, your request could be considered during that time.

Asking the human resources manager about when salary increases are approved is also a smart move – they will be able to tell you if there’s an optimal time for submitting your request.

Keep it during office hours

Also, make sure you are asking for a rise during business hours. Do not ask for a salary rise after work hours because you will likely get turned down. You could also consider bringing up the topic during your mid-year review.

Don't do it at performance reviews

It may be helpful to schedule a meeting with your manager outside of performance review periods, so you can discuss your salary without it being conflated with your overall performance evaluation.

3. Consider the company’s financial position

When the company’s financial health is poor, employees should avoid asking for rises and wait for an annual review. There could be a hiring freeze.

You should check the news for stories about the company or industry. Collecting salary data about the company’s finances is also a good idea. Even if the company is doing well, you should check out key factors before starting a salary negotiation.

4. Ask for pay rise after exceeding your key performance indicators

Demonstrate that you have met your key performance indicators or that of the organisation. Be sure to mention any additional responsibilities that you have taken on as well.

Be sure to identify what is within your job scope and what you had gone above and beyond for. This is crucial because companies are not there to give you pay rises just because you completed a project well – that is essentially your job, and it does not justify a pay increase.

5. Keep your personal reasons out of it

A higher salary is based on merit, not on your number of years at a company, or whether you have taken on a new mortgage, or are getting married.

No employer will give you a pay increase unless you have done something that merits it. Exercise common sense before asking for a salary rise.

6. Prepare a presentation to back your salary request

Have solid data to support your claim about your contribution to the company, such as salary research and market rate.

You need to document your accomplishments and show how they have benefitted the company. An excellent way to present the data is to create an eye-catching presentation.

Negotiating is an essential skill set to have, especially when asking for a more pay. When negotiating, be prepared, set goals, show how your pay rate compares to the rest of the industry, and know what you want from the deal.

7. Pay attention to soft skills

It is not enough for employees to be good at their jobs. Employees’ value lies in their ability to work together. You need to be a team player and someone who demonstrates empathy and care in a genuine matter.

Be sure to demonstrate your value by sharing conflict-resolution stories or showing how you help out colleagues. The way you conduct yourself professionally contributes to your value as an employee too.

8. Gather feedback on your performance

On top of your main reporting line, if you have a dotted reporting line to a few managers and collaborate with other team managers or senior stakeholders, you should use that opportunity to gather feedback from them.

This can help you understand how you can further add value to the company, and also help you find out if your actions have been aligned with the company’s goals.

You can use the positive feedback from these stakeholders to add to your glowing portfolio too.

Related: Building your personal brand

9. Research your industry’s pay structure

You must include the correct information when asking for salary increase.

If you can, find out the salary information of other employees and across the industry, how much they make on their annual salary and then use information about competitive salaries as a basis for your request.

Your boss may not know anything about the market value of similar jobs. Make sure you back up your request with more and more data.

You can look at websites like Glassdoor to get an idea of the salary you should be earning, and you can also refer to annual salary guides published by recruitment companies, such as our Page Insights Salary Guide, to understand salary benchmarks in your industry.

These usually take the average salary numbers that recruiters come across over the past year for various jobs, and are a reliable source of salary data for you to get a good estimation of the salary for your role.

10. Salary negotiation may take more than one meeting

Speaking up and advocating for yourself is the first part of the negotiation. If you were rejected, ask for clarity on what would be needed for a future rise, and set a time for checking in again.

You need to have an idea of the amount of salary increase that would keep you contented. That will help you decide if you want to stay in the role or start looking for a new job.

Approach the conversation with a collaborative mindset and be prepared to have a constructive discussion with your manager about your goals and expectations.

Don’t be discouraged if your initial request for a pay rise is denied. Here’s how to recover and move forward:
Stay professional: Thank your manager for considering your request and for their feedback.
Seek specific feedback: Ask what you need to do to earn a raise in the future. Request clear, measurable goals.
Set a follow-up date: Propose a date to revisit the conversation, perhaps in 3-6 months.
Create an action plan: Based on the feedback, develop a plan to meet and exceed expectations.
Consider other benefits: If a monetary raise isn’t possible, explore different forms of compensation like additional time off, flexible working hours, or professional development opportunities.
Reassess your options: If you feel consistently undervalued, it might be time to explore opportunities elsewhere.

Remember, a ‘no’ now doesn’t mean ‘no’ forever. Use this as an opportunity to demonstrate your commitment to growth and excellence in your role.

Explore more salary insights

Michael Page

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Why do I need to tell recruiters and employers my last-drawn salary when making a career move?

Simone Wu — Thu, 02 Jan 2025 03:00:00 +0000

Why do I need to tell recruiters and employers my last-drawn salary when making a career move? Simone Wu

Having worked in the recruitment field for close to 10 years, one of the common questions I get from candidates is, “Why do I need to disclose my last drawn salary?”

Candidates wonder why their latest salaries should be a benchmark for potential offers, rather than employers offering a salary based on market rate or initial budget.

Whenever I come across this question, I feel for the candidates. Some of them will think that if they are underpaid currently, they will be underpaid forever, with their current salary as the (always low) base. Indeed, some candidates are underpaid compared to the market average (and of course, there will always be a small portion that simply thinks they are underpaid!)

Regardless of perception, this is still one of the critical questions that we need to ask candidates at advanced stages of the interview process (if not right at the beginning) for the following reasons:

1. Justification of proposed salary

In the Hong Kong market, whether working with an MNC or local company, many employers request the last drawn salary before getting approval for the hire. This will justify the proposed offer and is often a set part of the administration process.

2. At the minimum, matching your last-drawn pay

The “market rate” can be pretty subjective. It can be tough to have an absolutely accurate indicator of the right rate, even with salary surveys by recruitment firms or HR consultancies in the market. Knowing your latest pay package makes the employer aware of what you are earning. If their offer (even ones they think are market rate), cannot match your latest salary, it is mutually beneficial to all parties to stop the recruitment process sooner, rather than later.

3. A job title does not always reflect the salary

Titles and organisational structure differ significantly among different organisations. Some companies may have a flat structure with seemingly humble titles that carry a great deal of responsibility. In contrast, other companies may have job titles that are inflated. Judging only from the CV or resume, a job title may not reflect true seniority, so salary can add to the complete picture of your responsibilities and knowledge.

What is an appropriate salary increase to ask for?

Usually, when making a career move, recruitment consultants would advise candidates to aim for a salary increment of 10-20%. However, if you’re one of those candidates who really are underpaid, or you simply expect a big jump in salary for your next move, we advise adopting the below approach to reach the salary you want.

Be upfront with your salary expectations from day one that you apply for the job. Some candidates try to meet the company first, impress them, and then negotiate hard on the salary when they feel the ball is in their court. This can work, but many times it does not work well and instead has a detrimental effect on your overall impression as a candidate.

Justify the larger percentage that you are asking for. Ensure you have solid reasons for asking for a certain amount, and the experience to back it up.

Perhaps you held equity or stock in the previous company on top of your paycheck. Perhaps it is because a large portion of your last salary was a variable bonus/commission. If this is the case, try to present data points that show you are entitled to this portion of the variable bonus for the past few years or quarters.

Keep in mind that it might be challenging for your future employer to factor your variable bonus into guaranteed basic salaries because bonuses are, after all, variable. However, it helps to have the numbers ready.

Have a fair and honest assessment of your own profile

You can expect a more considerable increment if you have a stable CV with steady experience. Alternatively, if you are in a hot, niche and up-and-coming function with a talent pool that is highly sought after (for example, a digital role), it may also be easier to secure a higher increment percentage.

We all work hard to look for reasonable rewards, and so it is natural for all job seekers to hope for a competitive package whenever possible. However, it is equally important to learn about the market landscape, market practice and the timing and techniques of negotiation to get to the salary that is fair and reflective of your skills and experience.

Explore more salary insights

Gabriel Nam

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Salary negotiation email: Free templates

Simone Wu — Wed, 01 Jan 2025 07:11:13 +0000

Salary negotiation email: Free templates Simone Wu

Salary negotiation can be a delicate topic for even the most skilled professionals, but it’s crucial for making sure you secure a compensation package that is commensurate with your skills and background. It can feel awkward to ask your hiring manager for more money but once you get past that initial discomfort, you will realise that advocating for yourself is immensely empowering.

Take a look at our top tips and salary negotiation email templates to increase your chances of salary negotiation success.

Top tips for salary negotiation by email

If you’re planning to send a salary negotiation email or write a salary increase letter to the hiring manager, follow these guidelines:

● Be clear and concise about what you want

● Be courteous but straightforward

● Back up your expectations with relevant average salary data and examples

● Invite further negotiations, but know your limits

Standard salary negotiation email template

For an initial salary expectation email, do some research to find out the average salary range in for your job/sector, and back up your request with a concise overview of your relevant skills and experience.

Dear (Name),

I am thrilled about the prospect of joining [Company] as [Position].

As requested, my expected base salary is ($_______). This amount is based on the average annual salary range of ($_______ to $_______) for this position, as well as [2–3 qualifications/skills or summary of major past achievements]. I’m open to further discussions about the base salary depending on other factors such as opportunities for career progression and training.

Thank you for getting in touch. I look forward to speaking with you further.

Regards,

(Name)

Salary negotiation email using salary market averages

It’s not uncommon for companies to offer salaries that are below market average due to budget constraints or simply not having a good understanding of salary benchmarks for their sector. In this case, your email response should outline average salaries for the role based on your research, and reiterate your relevant skills:

Dear (Name),

I’m thrilled to have the opportunity to work at [Company Name] as [a/an/the] [Position Title] and contribute to your team. With my [2–3 qualifications/skills or summary of major past achievements], I am confident that I will achieve great results for [Company Name].

Before I sign the offer, however, I would like to discuss the base salary. According to my research, the average salary for similar positions in the [work location] area is in the [average salary] range. I would like to discuss the possibility of moving the offer closer to [proposed salary] in line with my skills and the requirements of this job.

Thank you again for your offer. I look forward to speaking with you again soon.

Regards,

(Name)

Salary negotiation email if you receive a higher offer from another company

When you’ve received a job offer with higher pay from one company but would prefer to work with another potential employer (due to better job prospects, etc.), your salary negotiation email should clearly and concisely explain your position:

Dear (Name),

Thank you for offering me the position of [Position Title].

I’d like to discuss the base salary for this position before accepting your offer. Although [Company] is my first choice, I’ve received another offer with a higher base salary of ($______).

I’m very excited to join your team and would readily accept your offer if you could match this base salary. I understand that this figure may be above your planned budget, but I’m flexible and willing to find a solution that suits both of us.

Thank you again for your offer. I look forward to speaking with you again soon.

Regards,

(Name)

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our 2026 Michael Page Salary Guide, which features the average salary of roles in Hong Kong’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Securing the salary you want is all about being armed with the right knowledge. Get insights into average salaries in Hong Kong as well as salary negotiation tips and more in our Hong Kong Salary Guide.

Michael Page

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10個切實又有效的爭取加人工技巧

emilie.c — Tue, 20 Feb 2024 03:52:32 +0000

10個切實又有效的爭取加人工技巧 emilie.c

對於部份行業與職位的人來說，公司每年都會自動加薪，不需刻意開口要求；但對於不少人而言，要加薪可能是個艱鉅的挑戰，想加人工便要開口爭取。期望收入與付出相稱是人之常情，如您認為自己值得更高人工，不妨向老闆提出加人工的要求。本文準備了一些讓您在目前工作崗位內，成功爭取加人工的10個技巧。

延伸閱讀：香港薪酬指南 [2024年更新]

加人工技巧1－事前知會上司您想討論薪酬問題

一般來說，上司不希望在未有心理準備下，突然與員工討論薪酬問題；因此您不要毫無預警地向上司提及加薪的意願、或在未有約定會議的情況下提出面談。這樣或會令上司感到不被尊重，亦是一種不專業的表現。您可以按公司職場文化，選擇以電子郵件或面對面方式，與上司約定討論薪酬話題的會議，謹記約定會議時，要事先說明會議的目的。

如您決定與上司討論，謹記在邀約的電郵中使用專業語調，讓對方清晰知道會議的具體目的和細節，例如您想要討論的話題、相關市場調查報告等相關資訊或文件。準備更多資料助證，可讓您的上司明白您已經做好充分準備，說服他您值得加薪，提升成功加人工的機會。

加人工技巧2－選擇適當的時機與上司討論

如您希望爭取加人工，或改善福利等待遇，您需要選擇一個適合進行一對一會議的時機與場合。切記不要在某個項目失敗後、或辨公室整體工作繁忙時安排會議，以免影響您的成功機會。以下是安排會議時間時要考慮的因素：

新入職員工至少等待6個月

您應在有實證支持自己能力和貢獻下，才考慮提出加人工。尤其當您是新員工，最好入職至少6個月後，再向上司爭取加人工。半年能開始讓上司考慮自己是否值得重視的資產。而在不少成功例子中，工作超過一年時向公司爭取加人工是最理想的時機。

考慮財政年度

如果您希望更容易地爭取加人工，建議在財政年度結束兩至三個月前提出。對大部份公司或機構而言，這是部門負責人為新一個財政年度制定預算的關鍵時期。因此在財政年度結束前的兩、三個月內提出請求，您的上司將會更認真地考慮加人工的建議，亦會更容易獲得管理層批准。

在辦公時間內提出

沒有人希望在下班後仍需討論公事。因此避免下班後向上司提出加人工的要求，否則會被直接拒絕。您可以考慮在一個相對清閒的工作天提出請求。

在進行績效評估期外提出

選擇在績效評估期外安排會議，很大機會是更好的時機與上司討論加人工。避開繁忙的績效評估期，可讓您和上司有更多時間單獨討論，不必讓加人工與績效評估直接掛鉤。

加人工技巧3－考慮公司的財政狀況

您應該避免在公司財政狀況不佳、或停止招聘時，向上司要求加薪，最好待進行年度評估時才爭取。緊記先了解公司或行業的整體現況，收集公司財政狀況、同事或行業平均薪資水平等數據，再開口爭取加人工。即使公司的經營狀況良好，缺乏充分準備就開始談判，多數都難以成功。

加人工技巧4－在超越KPI後再要求加薪

當您達成上司為您制定的KPI，表現甚至遠超過目標KPI，或有新的額外工作，例如負責培訓新入職員工等時，正是開口要求加人工的好時機。要知道公司不會因為一個員工做好份內事就貿然給他加人工，畢竟在公司的角度，這是您的本職，並不足以支持您的爭取。但當您有出色的表現時，提出加人工就會變得有理有據。

延伸閱讀：根據亞洲女性領袖的看法，如何在工作中變得更自信

加人工技巧5－個人原因並非加人工的理由

公司主要視乎您的貢獻，再決定應否給您加人工。在公司工作的年資、置業、結婚計劃等，與工作表現無關的私人理由並不視為加人工的考量。公司不會因為私人原因，即使沒有於KPI中交出亮眼數字時，貿然為您加人工。

加人工技巧6－準備報告為加人工提高說服力

您可以準備一份報告，在開口爭取加人工時，用真實數據來讓您的上司明白應該為您加人工，例如您對公司的貢獻，或市場上其他公司的行情等；您亦可於報告上記錄您的成就，例如您如何帶領團隊的同事，成功為公司爭取盈利等。實際又客觀的數據是成功談判的基石，尤其您要向上司展現您的薪酬與市場上其他公司有落差，再讓他知道您對公司的價值，說服他為您加人工。

加人工技巧7－讓公司知道您具備哪些軟技能

對公司而言，僅僅完成工作並不足夠。團隊協作能力亦是員工的重要價值。如果您是一名與整個團隊合作無間的員工，同時真誠地展現出同理心和對他人的付出表示感激，將可大大提高您加人工的機會。您可以分享以往在公司解決衝突、指導同事的經驗、同時展示您在工作中，如何協助同事順利完成工作，以此證明您能為公司帶來金錢以外貢獻。當然，您在日常工作中的態度和處事手法，亦是您在談判中不可或缺的籌碼。

加人工技巧8－收集工作表現的評價

除了您的直屬上司，如果您的工作性質上會與其他部門合作，您可以嘗試從他們身上，收集他們對您工作表現的評價。從他們身上收集意見，可以了解到您與公司不同部門合作時，是否能夠令工作更流暢；同時亦可反映，您的付出對公司整體營運有多大作用。最重要的是，您可以將他們的評價，加入到您的報告中，在談判時，讓上司更易了解您的工作表現。

延伸閱讀：如何建立您的專業形象

加人工技巧9－研究行業的薪酬結構

在爭取加人工時，嘗試了解公司其他同事，以至整個行業的薪酬情況。先研究年薪範圍，再用競爭對手的薪酬資料，向您的上司爭取加人工。您的上司及公司可能不清楚相似職位的平均薪酬，搜集越多資料，就有越多數據支持您加人工的要求。建議可以查看Glassdoor或 jobsDB 之類的網站，了解您所處職位的薪金水平；您亦可參考招聘公司發布的年度薪酬指南，比如我們的Page Insights 薪資指南，查看各行業的薪酬中位數。這些指南會整合過去一年，透過獵頭公司等求職中介，市場上最終獲聘用的求職者的平均人工，是非常可靠的參考資料，助您計算出最合理的加薪幅度，向上司爭取雙方都滿意的加薪方案。

加人工技巧10－不要介意多次面談

主動發聲為自己爭取是談判的第一步。但如果您的要求被拒絕，您可以請求上司給予明確指引，讓您更清楚了解，要加人工需要什麼條件，待時機適合再提出。此外，您亦需要考慮清楚，您心目中最滿意的加薪幅度，一旦未能成功爭取加人工時，您就可以更容易作出「留在現在的公司」或「開始尋找新工作」的決定。

應用以上10個爭取加人工的技巧，將有助您於談判中成功爭取加人工。緊記，用專業的態度，準備好充份資料及數據，再運用這些技巧與您上司進行有建設性的討論，談論雙方對未來的目標和期望，上司為您加人工的機會就會大幅提升。

準備好尋找新的職位了嗎？立即瀏覽正在招聘的崗位，或向我們提交您的履歷。

Michael Page

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What to do if you don’t get the salary increment you want

Simone Wu — Mon, 15 Jan 2024 01:00:00 +0000

What to do if you don’t get the salary increment you want Simone Wu

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

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To get a comprehensive view of salaries and market benchmarks across various industries and roles in Hong Kong, download the full 2025 Salary Guide, which features the average salary of roles in Hong Kong's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

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How to negotiate the salary you want

Anonymous — Fri, 12 May 2017 02:26:18 +0000

How to negotiate the salary you want Anonymous (not verified)

Many people don’t realise that the salary they’re offered along with a new role isn’t necessarily the final offer, but a starting point to negotiating the salary you want. The idea of asking for a higher figure is daunting, but it’s an expected part of the hiring process.

However, to negotiate your new salary from a position of strength, preparation is crucial. You must have clear and realistic expectations of what your skills and experience are worth and be prepared to ask your potential employer for what you want – graciously.

Use the tips below to help negotiate your new salary with confidence:

Know your worth

It is critical to research what your role is worth before you begin negotiating your salary. Visit the Michael Page Salary Centre to find out the average range for your sector, location and experience. Scan similar jobs on job boards and LinkedIn, and talk to your Michael Page recruitment consultant and industry colleagues for advice on what people are earning in similar positions.

Remember that your role isn’t a ‘cost’ to the business so much as a means of creating value. What value will you bring to your role? How can you prove that you create this value? Consider your unique skillset and why it’s crucial to your new employer’s business objectives.

Research conditions

Make sure you also research the financial performance of the company, its recent staff movements and industry conditions. This will help you to better understand the company’s position and anticipate potential objections when negotiating your salary.

If you can speak to someone who works within the business already, they’ll be a great source of information. For a broader look at the industry, look to press coverage of economic drivers and outlook.

Determine your needs

Balance your research with your personal needs to determine a realistic salary range for negotiation. Decide on a figure that:

· You need to live on

· Allows you to save for the future or for a particular goal

· You would be satisfied with (the minimum you would accept)

· You would be delighted with (your ultimate goal)

The last two figures comprise the salary range for which you should aim. You should always start negotiations at the higher end to allow room for negotiation.

Watch your timing

Always wait for the potential employer to raise the topic of salary negotiation first, rather than bringing it up during the interview. If you wait until an offer has been made, you are then in the ideal position to negotiate salary when the employer has offered you the role, is hopeful of employing you and has suggested a figure first.

If you are asked about your salary expectations, tell the interviewer you would like to know more about the role first. Avoid divulging your previous salary – your new salary shouldn’t be based on a previous one but on the value that you can bring to the business. Instead, tell them what you believe you are realistically worth based on your research, skills and experience. This may be a different figure to what you were earning in your last job – one of the benefits of moving jobs is to increase your salary package beyond what’s available in your current role.

Consider other options

Think about non-pay alternatives if the opportunity to negotiate salary is limited. Good negotiators will enter a meeting with a range of options.

Support for education and training, a car allowance, more annual leave or flexible working arrangements are potential alternatives to financial incentives. The job might offer a clear promotion path or the opportunity to review pay in three to six months, so make sure you consider these alternatives as part of your salary negotiation.

Increasing your take-home pay may be your ultimate goal, but it helps to be prepared to accept a compromise.

Get the best deal

Employers respect applicants who are hard but fair negotiators. Having the confidence to negotiate well for yourself shows the employer that you could bring these skills to the role, and strengthens their belief that you would be a valuable addition to the team.

However, if the budget simply doesn’t exist to increase the package on offer, it’s important to either gracefully decline the job offer, or to accept – but not to begrudge the lower amount. If the offer doesn’t meet expectations, you should either re-evaluate your expectations or continue your job search.

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5 tips to secure the pay rise you deserve

Anonymous — Tue, 24 Nov 2015 08:27:29 +0000

5 tips to secure the pay rise you deserve Anonymous (not verified)

An important element of job satisfaction is being paid what you’re worth – but when it comes to negotiating a pay rise, people are often plagued by fear or self-doubt. Assume full control of your career by overcoming this obstacle.

We know that the economic climate, timing and your current salary rate play key roles in whether or not you’ll get the pay rise you want. In our experience, the biggest mistake professionals make is not proving how their value surpasses their current pay packet.

Successfully securing a pay rise depends on two key factors – clearly quantifying your contribution to the company, and building a bulletproof case. Here are five ways to prove you deserve a pay rise:

1. Skill up to get ahead

If you’ve completed a new qualification, finished some training or are undertaking a new career development program, make sure your boss knows about it. You don’t get any prizes for being shy. Spell out how you plan to translate your new knowledge and skills into benefits for the business so they can clearly see the value you are adding.

2. Go above and beyond

Meeting your targets is great – but that’s what your current salary rewards you for. To prove you deserve more, you need to regularly surpass your KPIs – and keep a record of it. The key word here is metrics – gather revenue figures, customer feedback and growth statistics to show how your performance is reaping dividends for the business.

3. Team leadership

Do your colleagues regard you as a leader? Do they often come to you for advice or guidance about their work? If you’re a junior staff member who has demonstrated leadership capabilities, use this position. Go to your boss with concrete examples of scenarios where you’ve led your team. Show how your effective leadership approach turned a project into a success.

Successfully securing a pay rise depends on two key factors – clearly quantifying your contribution to the company, and building a bulletproof case.

4. Business benefits

Did touching base with an old contact bring the business a hefty new account? Or maybe your campaign idea worked to multiply your customer base? If you’re proactive when it comes to accelerating the business, you should detail these initiatives to your employer and show them the tangible results.

5. A case for innovation

Some professionals are relentless innovators who design processes that can mean big cost savings for their business. If you belong in this category, we recommend flagging it with your employer. Outline the improvements you’ve made – in monetary terms – to inspire them to reward your new approach.

There are many ways to work towards a pay rise. Your best chance of reaping monetary benefits is making your employer aware of your true value to the business. That could be upskilling, going above and beyond your targets or bringing in new clients for the business.

What techniques have you used to successfully negotiate a pay rise? Share your experience in the Comments section below.

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Negotiating a pay rise

Anonymous — Tue, 24 Nov 2015 07:23:04 +0000

Negotiating a pay rise Anonymous (not verified)

The key to successful negotiation is smart preparation. Knowing the market value of your role, quantifying your contribution to the company, and having a clear idea of what you want is essential for confident negotiation.

Follow the steps below to present a reasonable and persuasive case for your next pay rise.

Step 1: Research your worth

To find out what your role is currently worth, benchmark your existing rate of pay with average market rates. Visit the Michael Page Salary Centre for an indication based on your sector, location and experience. Talk to your recruitment consultant and people in the industry for guidance and scan similar jobs on the internet for additional information on salary.

Step 2: Understand the context

It is important that you appreciate the conditions within which your company is operating. Is your industry booming or experiencing decline? Is your company’s financial performance strong or are belts tightened? Researching these factors allows you to enter into pay rise negotiations from a holistic, well-informed viewpoint.

Step 3: Determine your value

To negotiate a pay rise from a strong position you must clearly quantify the value you add to the company. The goal is to position yourself as a valuable, high performer who would be difficult to replace. Note down any recent training or qualifications you have completed, as well as your key achievements and the measurable ways they have benefited the business. Include examples of responsibilities you have taken on outside your normal role and other ways in which you have demonstrated initiative.

Step 4: Practise your pitch

Rehearsing a strong, convincing rationale for your request will increase your chances of success. To determine your negotiating position, use your research to determine your ideal figure (including benefits), as well as the minimum you would accept. Practise your pitch with someone you trust to gain feedback on whether you are presenting yourself in the best possible light.

Step 5: Ask for what you want

At the pay rise meeting, remind your manager how long you have been in the position, and how your role has developed over time. Talk about your key achievements and the measurable benefit they have given the business. Share your research findings as to the current industry rate for your role and experience. Emphasise that you do not want an answer on the spot; you appreciate they need time to think it over. End with a ‘thank you’ and your confidence that they will do their best for you.

Step 6: Have a contingency

Getting a pay rise depends on many factors, including issues outside your manager’s control. A good contingency is to discuss alternatives that are linked to improving your performance, such as time off to study or internal training. Presenting a well considered non-pay alternative means you are more likely to walk away from the discussion with a positive outcome.

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Salary and negotiation

Highest-paying jobs in Hong Kong: Top 10 in 2026

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加人工技巧8－收集工作表現的評價

加人工技巧9－研究行業的薪酬結構