Recruiters warn that job postings that claim to offer a "competitive salary" may not actually be competitive.

The increase in job postings that promise a "competitive salary" puts more pressure on job seekers to determine the expected salary for a new role.

It's better to have a salary range in mind before starting negotiations, so you don't end up accepting less than what you're worth.

If you're at the start of a hiring process without pay clarity, there may be early indications that the promise of a "competitive salary" is an empty one. Keep an eye out for these red flags in your conversations with recruiters and hiring managers.

They avoid talking about salary when you bring it up

Bonnie Dilber, a recruiting leader at software company Zapier, states that one red flag is when a recruiter is unwilling to discuss compensation.

A hiring manager who avoids discussing salary to avoid influencing a candidate's interest and an employer who requests salary expectations but refuses to reveal their range are both red flags.

Dilber states that while she wouldn't eliminate a potential employer solely based on a lack of salary transparency, she would expect them to discuss this openly during the interview process.

They keep postponing the salary conversation

An executive recruiter with 28 years of experience, Jeff Hyman, explains that there are several valid reasons why a company may not disclose a salary range during the early stages of the hiring process.

The employer may not have enough candidates to determine a salary range, or the person speaking to you may need their boss's approval before providing a number.

If the company avoids discussing pay after multiple interviews, that's a clear red flag, according to Hyman.

The employer may not have a clear idea of what they want to pay for the role, so it may be a waste of time until they have done their research and determined a fair salary. Alternatively, the company may be trying to keep you engaged until the last minute, in an attempt to use your desperation or limit your negotiation options.

""If they want to push the conversation past the third session, it's a red flag," he says."

Should a company keep stalling, you can push back tactfully.

Hyman proposes the following script: "We've had productive discussions. I'm genuinely interested and confident I can contribute significantly with X, Y, and Z. However, we're both busy and may not want to invest time in a fruitless conversation if our compensation levels don't align. Why don't you take some time to consider and then let me know once you've established the compensation level?"

"Playing a little hard to get" can prompt a quicker response time, Hyman notes.

They overemphasize non-monetary perks

An emphasis on office perks like free snacks and generous time-off policies can indicate a lack of competitive salary, according to Hyman.

The rewritten sentence is: "While those add-ons may have some value, they also come with potential red flags."

"If you keep hearing things other than money, it's at least a yellow flag, if not a red flag."

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