Laid off and Nervous about Salary Question? Read This.
A coaching client—let's call her Mara—a brilliant marketing expert was recently laid off and is now interviewing for an exciting international role.
She was feeling shaky about negotiating for something close to what she made in her previous role. Why? Because she had a story in her head: “I was overpaid in my last job.”
So she considered playing it safe, asking for a lower number—just to get her foot in the door. But it didn’t feel good—or right.
Why Underselling Yourself Doesn’t Help Anyone
In coaching, I invited her to reframe the conversation using three practical strategies:
Honesty
Data-sharing
Flexibility
This is my version of the relational ask—a method backed by Harvard research and shown to be especially effective for women negotiators.
The Honest Script (That Doesn’t Sound Scripted)
Together, we crafted a clear and confident way to talk about compensation:
In my previous role—which had a similar level and scope—I earned just under $200K. Based on my research, that’s within the current market range.*
This is the kind of language she can use in the follow-up conversation.
No bravado. No hardball. Just facts and openness.
The Risk of Playing It Too Safe
Now, a quick word about ranges:
The risk with sharing any salary range is that the lowest number can become the anchor—the number that shapes the entire conversation. (In a tell-all podcast episode, I spilled the beans on how I learned this lesson the hard way -- by giving a range and ending up with $50K less than going market range.)
And here’s the truth: many of these pay ranges are arbitrary. That’s why I recommended to Mara she offer a tighter range, one where my client would feel good about the bottom number.
Building on what she found from public data like Glassdoor and Payscale, we landed on:
The going market range I found is between $180K and $250K.
This range is still accurate, but it’s easier to digest and closer to her previous salary—without apologizing for it.
The Power of Reframing
The quick salary research triggered these questions:
What if her previous salary wasn’t too much at all—but exactly right?
What if her background wasn't a risk—but a future asset?
We shifted the focus away from her self-doubt and toward her value—not just what she’s done, but what she could do for the prospective employer.
Because this negotiation isn’t about her comfort level nor about her recent layoff. It’s about the employer’s vision for growth.
They want to go “upmarket”—work with premium clients, charge premium rates, build a bigger brand. And her expertise? It’s the bridge between where they are now and where they want to be.
Your Pay History Is Not a Fluke
If you’ve ever questioned whether you were “overpaid,” let this be your reminder:
You weren’t lucky. You were valuable.
And chances are, you still are—especially to the right employer who’s ready to grow.
Because the negotiation doesn’t happen inside your insecurities. It happens in their vision of the future—with you as the catalyst for what’s possible.
Ready to Advocate Without the Self-Doubt?
If you’ve ever found yourself downplaying your value, second-guessing your salary ask, or shrinking your expectations just to feel “reasonable,” you're not alone.
For women of the global majority—especially those navigating predominantly white or male-dominated workplaces—the pressure to prove, to justify, and to not seem “too much” is real.
This can quietly eat away at your confidence and lead you to accidentally lowball yourself, even when you're absolutely qualified and ready for more.
That’s exactly why I’m hosting a free session on Friday, June 13th:
Impostor Syndrome Clinic for the Women of the Global Majority
This is an open and free group coaching session, where Black, Indigenous, People of Color clients will be prioritized and served as if you've already paid me.
Register here – it’s free: https://us02web.zoom.us/meeting/register/7qFdxK7ORDeigFUGWGmbBw#/registration
* P.S. A quick caveat about this strategy:
I don’t usually advise my clients to share their past salary in negotiations. Why? Because if you were underpaid before, revealing that number can unintentionally anchor the offer low—and further perpetuate the gender wage gap.
But in Mara’s case, I made an exception. She felt that earning something close to her previous salary would be a dream outcome—so we used it as a confident, anchoring reference point.
The key is: your strategy should reflect your goals and context—not just a formula. Learn more about my bespoke 1:1 coaching services HERE.
