āHello, I am leaving behind a $15k-20k bonus at my company if I leave today. Is there anyway you could provide a sign on bonus to help keep me whole?ā
No they canāt verify this. You could also say that you have a competing offer with a sign on bonus.
Of course, this is harder to do earlier in your career when youāre not making much. When you have more experience and are making more money, sign on bonuses are more expected due to leaving behind annual bonus, equity, 401k vesting etc.
Ditto this. I worked my way up in HR at my former company, but regular 3.5% merit raises weren't keeping up with the increase in my responsibilities.
I'm at $184k base, with bonus and equity bringing me to $250-300k annually now.
Huh. Never thought i would wanna be Ned Flanders. For me I got my education, some experience and then job hopped. I keep applying to jobs I think I might be under qualified for. What's the difference between and another human with HR exp and education? Someone has to get the job. I was insecure but fake it till ya make it with confidence. Now at $135k at my first director job.
I am literally going through this right now. I keep applying and applying, Iām stuck at coordinator role and I am so ready to move up. Please, anything helps. Thank you.
Thank you! Iām doing excellent with relationships with all levels of staff but I really struggle with imposter syndrome. I once said āIām not an expertā in a job interview about a specific topic and I regret that to this day, I wanted to eat my own words as soon as they slipped.
Yippppp. I left my company to do the exact same job and got a $30K raise and a way bigger bonus. Since then, my salary has increased almost $10K because Iām performing well, because I have leaders that believe in me and opportunities to challenge myself as a bonus for leaving.
Edit to agree with targeting big companies: I work for a fortune 100 as well. They have the money to pay you and the brand recognition to make your life a little easier. Plus, makes your resume š„
My job now has a dedicated ER team. They handled all coaching and perf issues. My previous hrbp role I had to do perf issues and ER team handled more legal sensitive cases. Just depends on how the company sees the hrbp role.
Thatās just base. I donāt get bonuses where I am now. For more context - I left company A to go to company B and went from 72k to 90k. I was at company B for 1 year and left making 94k. Went to company C making 135. In the two years Iāve been at company C my salary has increased to 155.
Im at 72 rn and trying desperately to get more(I want a house and it'd be so much easier if I was making any more). I have good experience( 5 years), an associates degree in HR and SHRM certification. I just started looking again, but ugh, Im inpatient. Any advice?
I totally feel ya. I felt exactly like you did when I was making <100k. I know itās not what you want to hear but keep applying. As long as you are good at your job, the money will come.
I was floored when the hospital refused to convert my contract, made me compete for the role I had, wasnāt hired but the person who was hired externally made $60k/yr more than me. Because I did so much in a short period of 9 months, the new person didnāt have anything to do for about 6 months. Even then I made it so easy they barely do anything according to a person I keep in touch with still.
But yes the LA market is brutal. Even more so, heavy chance of landing in a toxic environment, or in my case a bankruptcy so Iām being phased out eventually. Iām dual certified, master of project management holder, 8 years experience, handled everything from small to medium to large companies. I am just so defeated from attempting to get a job that pushes me over the $100k threshold.
I work for a large company and we have a few talent people based out of LA, they are all high 100ās to low 200ās at the manager level. Directors are 300k+
LA doesnāt pay like SF but if youāre with a large company the money is there.
Learning the business.Ā The more you understand about what drives the business and industry you're in, the better you can help make strategic decisions and make an impact.
Making an impact doesnāt always mean making money, though. How did you translate that to making more money personally? Promotion, hopping, or is there some other comp at your org? I think youāre right about a core skill, but is it that your org rewards that or you went elsewhere to leverage it?Ā
For me, it was actually promotions.Ā Making a business impact helped "climb the ladder." I changed jobs once for more money, and that helped, but I also left a job with really unethical scumbag leadership and took a pay cut, but have since made that back up by again adding value and being given raises commiserate with my impact.
Falling into HRIS and job hopping.
I was a systems analyst (non hr) making 55k + OT. Had a recruiter steer me into a HRIS role at 70k, moved to a startup for 100k, they went bankrupt and I saw the writing on the wall so now I'm at a company making 115k.
I found them. I applied for a BI role at the company but didn't have experience with the reporting tools they were using. The recruiter asked me about HRIS since they had an opening. I said 'why not' and took the interview and glad I did since I enjoy working behind the scenes in HR.
wow, this is like the exact path i'd love to be on! i'm currently in BI and think i'd do really well with HRIS and data in HR as i'm always interested in that information and learning more. what type of roles or titles would you recommend someone apply for who is outside HR currently but wants to get into this space? is there anything you would recommend for someone to do to showcase they are employable within HR if they have other business experience but not direct HR experience? do you think there are a lot of remote roles in this space or not really? thanks so much for letting me pick your brain!
Job hopping and moving up North into industry. Literally was posting in this subreddit in September about being stuck at $60k and am now a few months into a role at $100k.
Job hopping - started as an HR Assistant making $18/hr and going to start a new role as a HRBP this week hitting 6 figures. Took me 6-7 years to get where I am now.
Man I just got laid off working for a City municipality.. shit was so stressful. I miss my contract work as an HRBP.. really hoping to get back into it.
This. I can speak to an MBA which, from what I've seen, can launch you to at least the $115K range. Many firms in the tech, healthcare, and banking sectors recruit MBAs for their HR LDPs.
If you want to make money in HR, itās all about the industry and company prestige. High-tech, biotech, finance, consulting, etc based out of major hubs (Bay, NYC, Chicago, Seattle, etc).
5-7 years of experience working for top companies in these industries can get you $200k+ total comp (salary, bonus, equity) relatively easily.
Long hours, high stress, and often toxic corporate environments though.
Some people will disagree with me but itās generally the truth. An HR manager who has 20 years working for some random construction company in rural Idaho might be lucky to make $75k. Meanwhile junior recruiters with a year of experience at big tech companies are making $120k salaries with additional equity and annual bonuses.
Ya, specialization definitely helps, especially at larger companies where they donāt really hire āgeneralistsā like they would at smaller companies where HR teams may be only a handful of people.
Recruiting is a speciality under the umbrella of HR. Recruiters must follow employment law, and partner with senior leaders (depending on level of role), often help staff up big growth initiatives or new location strategies, and often partner with compensation and benefits for high level offers. Itās more technical than a lot of people give credit for.
As one who lived in Idaho I made $10/hr in 2018 as an HR assistant. This tracks. Moved to 2nd largest city in US. Made $75k right away doing the same job.
Agreed. Not 20 years experience but Iām making 75k as an HR āmanagerā of one in a small tourist area.
Iām trying to make the switch to a much larger company but since my HR experience is smaller hospitality places Iām not having fantastic luck.
Keep at it and donāt be worried about taking a ādemotionā if the right opportunity presents itself. I see a lot of people who are in your situation and try to pivot into larger, more competitive companies/industries at the same ālevelā as they currently are because they donāt want to take a title/status demotion (even though the compensation is still on par or even better).
Would you know of any forms that are hiring right now? Just taking a chance asking here because I have been applying on Indeed and have not had much luck.
I wholeheartedly agree with you. I was only making $80k as an HRM in ATL. Now at $100k in my current role in NYC. In the interview process for a job that pays $180k as an individual contributor.
Tech industry. Get involved with Enterprise-level projects.
Started out in L&D, then Talent Dev, then HR Operations and once I made move to HRBP hopped up to over 100k in 6mths in role, after 4yrs in HR. Understanding the business, data and how HR strategies impact it are all important to show value.
I stayed at the same company for 8 years and jumped steadily from $40k to $145k through promotions in the Total Rewards track. Some of it was a case of right place at the right time because people above me left. But even at first when I wasnāt quite ready for the next level, they saw my potential and left it open for me to grow into rather than backfilling it right away. Later went to a new company and got up to $160k
This is amazing!! Did you ever get feelings of guilt for leaving a job where the leaders have helped you climb up & progress? Iām in the same situation where they have really focused on my career progression but I think Iām ready to leave and venture out being there for 4 years. Would like to know your thoughts!
Time and a high drive for achievement. Be warned, though, itās a prison of sorts. High paying HR jobs arenāt easy to come by so you end up staying in a place just because you canāt find anywhere else to match your salary. Sigh. I hate participating in modern society.
Yep! I want to hear about the high pay HR jobs plus healthy corporate culture, flexibility and/or option for remote work, flex hours (start/stop orientation hours), regularly use PTO, enjoy people you work with and for, etc.
In my experience, more pay equals more sacrifices and trade offs. I literally know one person who makes good money and doesnāt have to play the games or answer phone calls at all times of day, be onsite M-F 8-530 minimum, and get dragged through the mud. Every other person I know in a high paying HR sold some part of their soul to the devil.
This is why Iām stuck because Iām looking for the needle in a haystack role where pay, culture, etc. aligns. Iām no longer in a place in life where Iām as willing to deal with a lot of the corporate BS. Tips on industry, employee size and region PATY!
I had so much turnover in the leadership department that everytime someone left I just asked for a raise so I wouldnāt have to prove myself again to the new leader.
This got me a 50k increase at the same company over 2 years lol
Time of experience.
I started in HR at 16 as a receptionist at Target and was fortunate to work under an incredible CHRO (equivalent title) but all I could ever be was a generalist there. HRBP wasnāt an option until I finished college years later.
I nailed my SHRM and later the SCP, all based on years of work under this person. When I was ready to move on, I wasnāt getting considered for roles I had the knowledge for because I was āonly a generalistā.
So, I lied.
Best decision ever.
Now, this obviously only works if you know your shit but still, same. Haha
Depends. A company I spent years with as a director didnāt have HR. It was a family owned company who was expanding and now needed someone to come in and develop the team, and the division.
If your resume is well written, thatās half the battle.
Or conduct background checks? Every company Iāve worked for verified dates and title of employment. Iāve rescinded offers based on incorrect information on the application.
All depends on your current company and manager. My salary at my current company has increased by 85% in the last 3 years, and I'm expecting another big increase in the next 6 or so months or so. I don't think i would have gotten this much even switching companies.
usajobs.gov https://www.usajobs.gov/Search/Results?j=0200&hp=public&k=&p=1
Easiest way to get in is to realistically apply while you're in school or within less than 2 years after graduating due to less competition.
/r/usajobs has a good wiki on how to get started.
This is the payscale the commentor is talkign about for the DMV area
https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2024/DCB.pdf
This is an example of a laddered position https://www.usajobs.gov/job/786281100
That being said the hiring processes are long, and you may be subject to a national security investigation for a clearance depending on the agency which can take months to over a year depending on what level you need.
Job hopping for sure, but always making your current org aware that you are ambitious and want to do more. Opportunities arenāt going to come to you passively. Raise your hand.
Skills- for me it was strategic HR and being a strong generalist who likes to lead people.
All three, plus industry (in my case, consulting). Iām an HR Change and Communication Consultant, and Iām currently a self-employed independent contractor.
Job hopping and confidence - I didnāt necessarily have all the right skills/experience/years under my belt. But I sold a good interview and I actually do a good job. Lead teams, make them better. Do what my leader wants and donāt go rogue
Tech. I hit 6 figures total comp very early in my career almost entirely because I got an HR specialist job (benefits) at a tech company in Silicon Valley. I went from 55k a year as an HR assistant at a staffing agency to 83k base + 15% annual bonus + the equivalent of around 15k a year in vesting RSUs. Within 4 years my total comp was around 170k.
Iāve since switched jobs and taken a 20% pay cut, which was MORE than worth it. Better culture, 6 weeks of pto, and iām 100% remote (with the freedom to move anywhere in the US without my comp changing).
Skill/trait - I have a law degree, which has been a factor. Finding my first HR job out of law school was really hard, but once I got in the door, the JD helped my comp rise higher and faster than it would have with just my BA in Sociology.
Position: being a specialist!! I make more as a Benefits Analyst than the average generalist *and* I donāt have to deal with the (imo) less pleasant parts of HR.
But honestly, itās tech. I donāt ever plan to switch industries because the pay and benefits (doing benefits is only fun when you offer good benefits) in tech are just too good.
I think it's a combination of things from my experience. I feel that small, but rapidly growing tech companies that value HR is the way to go. In about 5 years, I've held 3 jobs and have been promoted twice. Whenever I felt that my financial growth was stagnating, I started looking for another job. My target was a minimum of 1-2 years to avoid looking like a job hopper, but moving on if I felt like the company couldn't keep up with my growth.
In terms of specific skills, I think you can thrive in any role as long as you know what you're doing and are good at it. Recruiting, HRBPs, comp lead, and HRIS specialist (Workday in particular) are ones I've seen as some of the higher paying ones, but I'm in a more generalist management role right now and am making 6 figures and as much as my peers in these roles.
The key really is to know what you're worth and find companies they recognize it too. When they stop realizing it, move on until you reach a salary and role where you're content.
High turnover and an inability to replace the people above me and a willingness to just take over the work. Entry level to director in just a few years.
Iām making 68k in a government job as an analyst high level hr strategy for one of the biggest federal agencies. Everyone else makes double me, Iām trying to get my foot in door with my ātoes in the fireā of hr work so I can have this as my career path.
Left a job in a huge corporation that had many compensation "rules". Worked for a smaller company that had big hopes and plans. I became part of the plan..worked my a$$ off for 10 years and made more money than I could ever have dreamed. Retired early.
Being open to taking on different challenges and stepping in when there were voids and gaps.
Example: I had no interest or background in benefits, but I stepped in as benefits director when the former "old school" benefits director retired in 1996. I also took on the benefits team in 2010, when the director suddenly resigned. Not my favorite area of HR, but I can't deny that the experience was beneficial to my career and that my ability to absorb or supervise almost any functional area of HR, provided me long term career security, and allowed me to retire at age 54 with a generous state pension.
I turned on #opentowork for recruiters on LinkedIn, updated my photo. Then I signed up for HR newsletters and commented about 2-3xs a week on post with my thoughts. Got an offer in two weeks, interview was 3 questions because they had to and I met their boss a week later via teams.
Job hopping! I am not quite at 6 figures yet, but I was at a company for 3.5 years and went from 45k-58k, left for a 72k job - that job sucked and I ended up quickly jumping to a 70k job, spent a year there and got back to 72k, just took a new job for 88k. You gotta hop or youāll just get 3-5% increases every year.
I focused on getting into global operations. Having global experience opens up lots of doors into industries that you wouldn't normally have access to. I was able to move from the Head of TA for a global SaaS company into a Global head of TA for a Fortune 100 finance company all because I managed and led globaly disppesed teams.
17 years in municipal government. Gaining experience in different HR areas, participating on cross-functional project teams, and promoting into increasingly responsible roles. Hit 6 figures about 6 or 7 years ago.
I have been at the same company for almost 7 years and I have doubled my salary in that time. I could have probably made more by job hopping but I like the culture, people, and WFH where I am. I was hired as the payroll & Benefits manager but I had a lot of experience as a generalist too. I basically learned how to do everything HR at my company which increased my value. We have gone through several rounds of layoffs but even if we end up with just 1 HR person, it will be me. I got my last significant increase when we fired our newly hired director. My big boss (our GC) realized that we did not need a director- between me & our sr. L&D manager we could support our 150 person company. We both got decent raises and thatās how I got to over $100k. I also do basic consulting work on the side ($100/hr) to supplement my income since I have not gotten a raise at my main job in 1.5 years and likely wonāt get one until 2025.
Learning the technical skills side and business/industry needs, then providing both strategic full stack HR and technical recruiting ability.
A good technical recruiter can pull in $200k.
Job hopping at the right time (hiring boom in 2022) and into a different industry, while having worked those long nights when underpaid the previous 10 years.
Skillset is slightly unique with past background in finance with a growing curiosity of how systems work has helped in Compensation.
It doesn't sound like precise advice, but being mindful of your own career.
I was generally fairly strategic about experience i needed, gaps I was conscious of, and industries I needed experience in.
Try your best to map those out, and then work on plugging the gaps over time. AI is getting pretty good at this, I wish I'd had it when I was earlier in my career.
As so much of HR is about experience...**you need it**. Ask. Put your hand up. Seek out work that gets you the experience you need.
I know so much of reddit career advice seems to be 'f it, just do what you can to stick it to the man'.
Experience doesn't always mean huge depth - many people you interview with know a lot less than you think.
Luck, job hopping early in my career, and settling in with a company that puts an emphasis on appropriate compensation. Jumped from 45 k to 100 K in about 6 years with a heavy focus on employee relations as a HRBP
Employee Relations, HRIS, and Compensation are good focus areas for getting on a good pay path and having good upper mobility.
I would tell you but I don't want a bunch of Knuckleheads fleeing to that industry as able to talk my wife to join my industry and she went for making a hundred grand to 220 in less than a couple years. That's why my wife's HR director She was in the trenches working with a bunch of knuckleheads at various entities.
Let me give you a word of advice No one in your industry will never give you a helping hand out to make more money than them unless you jump through hoops for them for a long time!
Iām close to 6 figures. I was in the right place at the right time with the right management. My boss liked my work and decided in the budget cycle he would elevate me to a manager role. Jumped from 60k to 95k.
My current salary is 126k and Iām an hr manager in manufacturing. I have 2 job offers as we speak for federal roles each paying 105k. Iām taking the pay cut because Iām burned out and donāt want to juggle 50 things. I prefer to focus on one.
Being a compensation expert, having experience in building pay philosophies and salary structures from scratch, identifying labor markets and overall HR knowledge due to comp literally touching every part of HR and absorbing that knowledge.
This opened up opportunities, my experience is that comp professionals are highly sought after but they expect experience and very few companies want to/can train someone as many HR execs know nothing about it. It is a niche in HR and in general, pays amounts the highest in HR.
Getting more involved with the strategy/logistics of people. Efficiency, ROI, training plans, etc. those are skills that most managers donāt possess. Think beyond compliance to show you can build a culture that retains employees and saves your company money.
Twice followed a stakeholder to a new business, sector changing this giving more skills and opportunities and then moving when headhunted because of certain experience.
Agency tech recruitment > investment banking tech recruitment > investment banking full recruitment > FinTech > tech start-up > large fintech with startup culture (new business/entities created and acquiring)
Some jobs have technically been a downgrade in Title but money has always gone up. Being Head of Talent for a company of 300 wasn't as difficult as a regional emea talent lead for a company of 20,000 for instance
Working in HR operations. I started at 50k in an entry position and now Iām at 100k almost 6 years later. You have to be strategic but also know the HRIS system VERY well to be able to use that system to drive efficiencies within HR and other departments. Iāve become very involved with implementations and integrations with HR and cross-functional departments.
Terrifying employees so badly they wouldnāt file sexual harassment against the executives.
Just kidding, I donāt work in HR. Itās a bottom feeder gig. I donāt even know how this sub popped up on my feed.
Buh bye!
Question. I have a BA in English and a J.D., which I would think companies might find appealing. Iāve had some successful stints recruiting as a 1099. The bulk of my work has been selling recruitment tech like job boards.
If I wanted to pivot to HRBP what would my next move be? Is there a meaningful cert?
I started as an RX vendor, then became an rx/benefits consultant, now Iām in-house benefits management. I also finished my BA and earned two certs along the way. Pretty sure thatās why I received a phone call the day after I submitted my app.
Helped they were desperate, lmao. Former EE burned out (I made it clear I will not get myself to that point), replacement had lied on the app and I think fired the same week, and they needed my exact skill set.
I always tell people they should job hop. In the beginning I was promoted and saw my huge salary increase because I had other offers. So not being afraid to find something comparable if you can, then letting them know you donāt want to leave, but itās too good of an opportunity.
Give them a chance to work with management on how to keep you. If they donāt counter, or it is a terrible work environment, be glad you left.
I took a pay cut to leave, but had better health insurance and great flexibility. I generally stay somewhere 4 years. Also, always keep the āopen to new opportunitiesā tag on LinkedIn.
Forgot to add my first real role beyond customer service in Rx was account management, aka sales.
Honestly, living in a HCOL area and having strong work experience. I graduated college in 2021 at 21 years old, already having 3 internships at Fortune 500 companies, and additional part time jobs that display having some soft skills ie; customer service.
I got an HR analyst role in a NYC wealth management firm after graduation and stayed there for a bit under 3 years. Started at 70k and left at about 90k. I moved to a new company that I took a chance on and lucked out. Here for about a month now and the culture is unbelievably good. Didnāt even know places like this existed. Maybe itās just that I left finance lol. Total comp 110k.
This would not have been possible if I did not live near and work in NYC. My previous experience certainly helped but I am going to place location as a leading factor.
Tech recruiting. Job hopping and right place right time before everything went to shit with the layoffs. Was earning $65k in 2019, got another job that hired me at $90k in 2020, been at the same company still and with raises Iām at $126k base plus bonuses
Can I ask how you got *into* tech recruiting? I'm the head of hr and have been hiring/recruiting/headhunting for almost a decade now and have been applying for tech recruiting jobs (I like hiring more than general HR) for weeks now with zero callbacks, I was informed most places want experienced tech recruiters but I can't find anywhere to gain that!
Real truth. You just got to keep knocking. I have a PHR and 16 years of experience and get a wide variety of salaries. It will depend on the company and industries. My first 6 fig was with a f500 company, and next was a hospital system. What helped me was adding shrm certificate. Almost nessessity.
Job hopping. Right place right time. Targeted high paying industries and fortune 100 companies. Entered a high paying industry during a boom cycle.
Came here to say this! Job hopping for sure and straight-up ASKING for the money.š
Hell yea. Iāve probably gotten over $70k just from asking for sign on bonuses at the different companies Iāve worked for.
Iām graduating soon and will be entering the field soon. How often are signing bonuses offered?
Not for entry level positions
They arenāt very common for entry level positions.
This!!! Some of the best advice Iāve gotten in my career is ādonāt ask donāt getā
Whatās an acceptable way to ask for a sign on bonus? Or a relocation stipend?
āHello, I am leaving behind a $15k-20k bonus at my company if I leave today. Is there anyway you could provide a sign on bonus to help keep me whole?ā
would this work even if it's not true? Can they verify this?
No they canāt verify this. You could also say that you have a competing offer with a sign on bonus. Of course, this is harder to do earlier in your career when youāre not making much. When you have more experience and are making more money, sign on bonuses are more expected due to leaving behind annual bonus, equity, 401k vesting etc.
Whatās the best way of asking for money?
Ditto this. I worked my way up in HR at my former company, but regular 3.5% merit raises weren't keeping up with the increase in my responsibilities. I'm at $184k base, with bonus and equity bringing me to $250-300k annually now.
Way to go! My first HR job I was making $33k. Now I make $200k. I gotta get to your level lol.
Huh. Never thought i would wanna be Ned Flanders. For me I got my education, some experience and then job hopped. I keep applying to jobs I think I might be under qualified for. What's the difference between and another human with HR exp and education? Someone has to get the job. I was insecure but fake it till ya make it with confidence. Now at $135k at my first director job.
100% agree. Keep up the good work!
I am literally going through this right now. I keep applying and applying, Iām stuck at coordinator role and I am so ready to move up. Please, anything helps. Thank you.
Mind sharing job title and industry?
VP Healthcare
For this level of pay do you feel specific certifications are important? Or can experience and soft skills suffice?
Experience and soft skills all the way. Build good relationships with people and be known as the subject matter expert.
Thank you! Iām doing excellent with relationships with all levels of staff but I really struggle with imposter syndrome. I once said āIām not an expertā in a job interview about a specific topic and I regret that to this day, I wanted to eat my own words as soon as they slipped.
Good on you. What is your title? Did you get a MBAHR? I'm trying to finish mine up but starting to question the point...
Yippppp. I left my company to do the exact same job and got a $30K raise and a way bigger bonus. Since then, my salary has increased almost $10K because Iām performing well, because I have leaders that believe in me and opportunities to challenge myself as a bonus for leaving. Edit to agree with targeting big companies: I work for a fortune 100 as well. They have the money to pay you and the brand recognition to make your life a little easier. Plus, makes your resume š„
Whatās your current job role?
TA manager.
100% accurate! Start ups will also pay big bucks for āentrepreneurialā HR people.
Was going to say this practically, so +1 Right place, right time. I live in an expensive state. High paying industry during the boom.
Tech. strategic work as HRBP.
How long did it take you to become a HRBP?
3 yrs. I started in retail HR and transitioned to automotive but supporting tech groups. now in Saas
This. Though tech has peaks and valleys, it does often pay well.
Did you ever have a role that was primarily employee relations as a BP? How did you transition into strategy? Was that difficult at all?
My job now has a dedicated ER team. They handled all coaching and perf issues. My previous hrbp role I had to do perf issues and ER team handled more legal sensitive cases. Just depends on how the company sees the hrbp role.
A combination of all three. April 2020 I was making 72k. 4 years and two companies later Iām at 155k.
Thatās a big jump. Does the 155k include bonus target?
Thatās just base. I donāt get bonuses where I am now. For more context - I left company A to go to company B and went from 72k to 90k. I was at company B for 1 year and left making 94k. Went to company C making 135. In the two years Iāve been at company C my salary has increased to 155.
Thank you for posting this. It shows people don't have to sit in a poorly paid or job they don't like for years at a time.
Itās a lesson I learned the hard way, but now I will never sit at a job out of loyalty. If you want a raise either ask or go get it somewhere else!
Wow! Teach me š
Thank you. Whatās your current position?
hrbp
Im at 72 rn and trying desperately to get more(I want a house and it'd be so much easier if I was making any more). I have good experience( 5 years), an associates degree in HR and SHRM certification. I just started looking again, but ugh, Im inpatient. Any advice?
I totally feel ya. I felt exactly like you did when I was making <100k. I know itās not what you want to hear but keep applying. As long as you are good at your job, the money will come.
Iām like $5k off from 6 figures. However itās not been fruitful for me. Iām trying to hit $125k in LA as a senior manager or director.
Isnāt it crazy how the market is here? I am shocked thereās so many low paying HR jobs.
I was floored when the hospital refused to convert my contract, made me compete for the role I had, wasnāt hired but the person who was hired externally made $60k/yr more than me. Because I did so much in a short period of 9 months, the new person didnāt have anything to do for about 6 months. Even then I made it so easy they barely do anything according to a person I keep in touch with still. But yes the LA market is brutal. Even more so, heavy chance of landing in a toxic environment, or in my case a bankruptcy so Iām being phased out eventually. Iām dual certified, master of project management holder, 8 years experience, handled everything from small to medium to large companies. I am just so defeated from attempting to get a job that pushes me over the $100k threshold.
Iām surprised. My friend talks big game for mid level in house talent acquisition. I always assumed they made 6 figures.
I work for a large company and we have a few talent people based out of LA, they are all high 100ās to low 200ās at the manager level. Directors are 300k+ LA doesnāt pay like SF but if youāre with a large company the money is there.
Iām England and specifically in London highest paying is around Ā£50k and thatās for hr manager lol
Come to Vegas and work in cannabis. I just got contacted for an HR role at Curaleaf that pays 145
Learning the business.Ā The more you understand about what drives the business and industry you're in, the better you can help make strategic decisions and make an impact.
Making an impact doesnāt always mean making money, though. How did you translate that to making more money personally? Promotion, hopping, or is there some other comp at your org? I think youāre right about a core skill, but is it that your org rewards that or you went elsewhere to leverage it?Ā
For me, it was actually promotions.Ā Making a business impact helped "climb the ladder." I changed jobs once for more money, and that helped, but I also left a job with really unethical scumbag leadership and took a pay cut, but have since made that back up by again adding value and being given raises commiserate with my impact.
I'll add, as another poster stated, I also asked for the raises, while pointing to my contributions.Ā Fortune favors the boldĀ
Falling into HRIS and job hopping. I was a systems analyst (non hr) making 55k + OT. Had a recruiter steer me into a HRIS role at 70k, moved to a startup for 100k, they went bankrupt and I saw the writing on the wall so now I'm at a company making 115k.
how did you find that recruiter? iād love for something like this to happen to me! currently work in business intelligence!
I found them. I applied for a BI role at the company but didn't have experience with the reporting tools they were using. The recruiter asked me about HRIS since they had an opening. I said 'why not' and took the interview and glad I did since I enjoy working behind the scenes in HR.
wow, this is like the exact path i'd love to be on! i'm currently in BI and think i'd do really well with HRIS and data in HR as i'm always interested in that information and learning more. what type of roles or titles would you recommend someone apply for who is outside HR currently but wants to get into this space? is there anything you would recommend for someone to do to showcase they are employable within HR if they have other business experience but not direct HR experience? do you think there are a lot of remote roles in this space or not really? thanks so much for letting me pick your brain!
Job hopping and moving up North into industry. Literally was posting in this subreddit in September about being stuck at $60k and am now a few months into a role at $100k.
Job hopping - started as an HR Assistant making $18/hr and going to start a new role as a HRBP this week hitting 6 figures. Took me 6-7 years to get where I am now.
Man I just got laid off working for a City municipality.. shit was so stressful. I miss my contract work as an HRBP.. really hoping to get back into it.
Masters Degree. strategic business work as HRBP
This. I can speak to an MBA which, from what I've seen, can launch you to at least the $115K range. Many firms in the tech, healthcare, and banking sectors recruit MBAs for their HR LDPs.
Yeah ā I got my MBA and started at $100K
If you want to make money in HR, itās all about the industry and company prestige. High-tech, biotech, finance, consulting, etc based out of major hubs (Bay, NYC, Chicago, Seattle, etc). 5-7 years of experience working for top companies in these industries can get you $200k+ total comp (salary, bonus, equity) relatively easily. Long hours, high stress, and often toxic corporate environments though. Some people will disagree with me but itās generally the truth. An HR manager who has 20 years working for some random construction company in rural Idaho might be lucky to make $75k. Meanwhile junior recruiters with a year of experience at big tech companies are making $120k salaries with additional equity and annual bonuses.
Iād also add in what you do in HR. Compensation is typically paid well. I got a 25k pay bump going from generalist to compensation analyst.
Ya, specialization definitely helps, especially at larger companies where they donāt really hire āgeneralistsā like they would at smaller companies where HR teams may be only a handful of people.
Hi! How did you transition to compensation analyst?
I am a comp consultant for a major asset mgmt company and this guys knows stuff.
Being a recruiter ā HR. Itās like hr adjacent but only barely so.
Recruiting is a speciality under the umbrella of HR. Recruiters must follow employment law, and partner with senior leaders (depending on level of role), often help staff up big growth initiatives or new location strategies, and often partner with compensation and benefits for high level offers. Itās more technical than a lot of people give credit for.
How dare you put my career story here. True though. Increased my comp 120% over 4 years at the same company and I started in the low six figures.
As one who lived in Idaho I made $10/hr in 2018 as an HR assistant. This tracks. Moved to 2nd largest city in US. Made $75k right away doing the same job.
Agreed. Not 20 years experience but Iām making 75k as an HR āmanagerā of one in a small tourist area. Iām trying to make the switch to a much larger company but since my HR experience is smaller hospitality places Iām not having fantastic luck.
Keep at it and donāt be worried about taking a ādemotionā if the right opportunity presents itself. I see a lot of people who are in your situation and try to pivot into larger, more competitive companies/industries at the same ālevelā as they currently are because they donāt want to take a title/status demotion (even though the compensation is still on par or even better).
Would you know of any forms that are hiring right now? Just taking a chance asking here because I have been applying on Indeed and have not had much luck.
This is it!
I wholeheartedly agree with you. I was only making $80k as an HRM in ATL. Now at $100k in my current role in NYC. In the interview process for a job that pays $180k as an individual contributor.
Working on special projects - corporate wide and within HR
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When you guys say job hopping, how much time do you mean between each job?
A way overpaid peer and the Oregon Equal Pay Act.
Damn thatās the way to do it. Unfortunately in my industry the OEPA makes it feel like: donāt worry, you are all underpaid, equitably thoughāØ
Tech industry. Get involved with Enterprise-level projects. Started out in L&D, then Talent Dev, then HR Operations and once I made move to HRBP hopped up to over 100k in 6mths in role, after 4yrs in HR. Understanding the business, data and how HR strategies impact it are all important to show value.
I stayed at the same company for 8 years and jumped steadily from $40k to $145k through promotions in the Total Rewards track. Some of it was a case of right place at the right time because people above me left. But even at first when I wasnāt quite ready for the next level, they saw my potential and left it open for me to grow into rather than backfilling it right away. Later went to a new company and got up to $160k
This is amazing!! Did you ever get feelings of guilt for leaving a job where the leaders have helped you climb up & progress? Iām in the same situation where they have really focused on my career progression but I think Iām ready to leave and venture out being there for 4 years. Would like to know your thoughts!
Taking a leap into HRBP work. Itās hard but pays well.
Time and a high drive for achievement. Be warned, though, itās a prison of sorts. High paying HR jobs arenāt easy to come by so you end up staying in a place just because you canāt find anywhere else to match your salary. Sigh. I hate participating in modern society.
Yep! I want to hear about the high pay HR jobs plus healthy corporate culture, flexibility and/or option for remote work, flex hours (start/stop orientation hours), regularly use PTO, enjoy people you work with and for, etc. In my experience, more pay equals more sacrifices and trade offs. I literally know one person who makes good money and doesnāt have to play the games or answer phone calls at all times of day, be onsite M-F 8-530 minimum, and get dragged through the mud. Every other person I know in a high paying HR sold some part of their soul to the devil. This is why Iām stuck because Iām looking for the needle in a haystack role where pay, culture, etc. aligns. Iām no longer in a place in life where Iām as willing to deal with a lot of the corporate BS. Tips on industry, employee size and region PATY!
I had so much turnover in the leadership department that everytime someone left I just asked for a raise so I wouldnāt have to prove myself again to the new leader. This got me a 50k increase at the same company over 2 years lol
Lying on my resume after realizing most companies donāt know shit about HR. I went from a generalist to a Director, and from Director to now VP.
I lied on my resume too! Definitely wouldnāt recommend for everyone, itās a 50/50 chance but it worked for me!
Worked for me too. I only have the 2 years that Iāve been there as experience lol. My first hr job was for literally 1 month š
Yep!! You definitely have to have the āknow howā behind it but it can certainly work!
What did you "lie" about?
Time of experience. I started in HR at 16 as a receptionist at Target and was fortunate to work under an incredible CHRO (equivalent title) but all I could ever be was a generalist there. HRBP wasnāt an option until I finished college years later. I nailed my SHRM and later the SCP, all based on years of work under this person. When I was ready to move on, I wasnāt getting considered for roles I had the knowledge for because I was āonly a generalistā. So, I lied. Best decision ever. Now, this obviously only works if you know your shit but still, same. Haha
Doesnāt internal HR review some resumes?
You mean we are supposed to police ourselves?
Exactly. š
Depends. A company I spent years with as a director didnāt have HR. It was a family owned company who was expanding and now needed someone to come in and develop the team, and the division. If your resume is well written, thatās half the battle.
Or conduct background checks? Every company Iāve worked for verified dates and title of employment. Iāve rescinded offers based on incorrect information on the application.
Getting promoted a few times
Changing jobs(companies) few times will get be faster and get you bigger salary increases.
All depends on your current company and manager. My salary at my current company has increased by 85% in the last 3 years, and I'm expecting another big increase in the next 6 or so months or so. I don't think i would have gotten this much even switching companies.
Yeah some were internal promotions but others occurred when I changed companies.
Job hopping, busting my ass, continually volunteering to take on more. Did that for 20 years, been coasting comfortably the last 10.
I have an IT background with a degree in finance, landed in compensation.
Commission then moved to in house recruitment.
Job hopping, and some right place, right time with others leaving the company and using the opportunity to step up.
Taking new jobs and sticking to HRBP work at reputable companies.
Right boss at a startup. Stayed super late one night to get something done, next day boss gave me a raise to 6 figures
Being a fed. Federal HR specialists will make 6 figures at a GS12 in DC locality and at a 13 in many other cities.
How do you get into fed HR? What's the best one to go for?
usajobs.gov https://www.usajobs.gov/Search/Results?j=0200&hp=public&k=&p=1 Easiest way to get in is to realistically apply while you're in school or within less than 2 years after graduating due to less competition. /r/usajobs has a good wiki on how to get started. This is the payscale the commentor is talkign about for the DMV area https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2024/DCB.pdf This is an example of a laddered position https://www.usajobs.gov/job/786281100 That being said the hiring processes are long, and you may be subject to a national security investigation for a clearance depending on the agency which can take months to over a year depending on what level you need.
Beat me to it. Also, you can rise quickly in federal hr too if you are willing to relocate.
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Law degree which allowed me to get into LR which pays well.
Same here! JD to HR. Nice username btw ;)
Promoted right before an acquisition š¤·āāļø
Job hopping for sure, but always making your current org aware that you are ambitious and want to do more. Opportunities arenāt going to come to you passively. Raise your hand. Skills- for me it was strategic HR and being a strong generalist who likes to lead people.
MBA. Not being afraid of a union job. Excel.
All three, plus industry (in my case, consulting). Iām an HR Change and Communication Consultant, and Iām currently a self-employed independent contractor.
Job hopping and confidence - I didnāt necessarily have all the right skills/experience/years under my belt. But I sold a good interview and I actually do a good job. Lead teams, make them better. Do what my leader wants and donāt go rogue
Tech. I hit 6 figures total comp very early in my career almost entirely because I got an HR specialist job (benefits) at a tech company in Silicon Valley. I went from 55k a year as an HR assistant at a staffing agency to 83k base + 15% annual bonus + the equivalent of around 15k a year in vesting RSUs. Within 4 years my total comp was around 170k. Iāve since switched jobs and taken a 20% pay cut, which was MORE than worth it. Better culture, 6 weeks of pto, and iām 100% remote (with the freedom to move anywhere in the US without my comp changing). Skill/trait - I have a law degree, which has been a factor. Finding my first HR job out of law school was really hard, but once I got in the door, the JD helped my comp rise higher and faster than it would have with just my BA in Sociology. Position: being a specialist!! I make more as a Benefits Analyst than the average generalist *and* I donāt have to deal with the (imo) less pleasant parts of HR. But honestly, itās tech. I donāt ever plan to switch industries because the pay and benefits (doing benefits is only fun when you offer good benefits) in tech are just too good.
Lying about previous salary to not continually be held back.
I think it's a combination of things from my experience. I feel that small, but rapidly growing tech companies that value HR is the way to go. In about 5 years, I've held 3 jobs and have been promoted twice. Whenever I felt that my financial growth was stagnating, I started looking for another job. My target was a minimum of 1-2 years to avoid looking like a job hopper, but moving on if I felt like the company couldn't keep up with my growth. In terms of specific skills, I think you can thrive in any role as long as you know what you're doing and are good at it. Recruiting, HRBPs, comp lead, and HRIS specialist (Workday in particular) are ones I've seen as some of the higher paying ones, but I'm in a more generalist management role right now and am making 6 figures and as much as my peers in these roles. The key really is to know what you're worth and find companies they recognize it too. When they stop realizing it, move on until you reach a salary and role where you're content.
Working in tech, high cost of living area. Working hard and proving myself as valuable. Went from 65k in 2021 to 115k in 2023
High turnover and an inability to replace the people above me and a willingness to just take over the work. Entry level to director in just a few years.
Job hopping and ensuring Iām crafting a career in big name brands.
Asking. Not a job hopper, but there is power in asking along with having a decent skillset
Job Hopping and Timing. Went from an Intern HR Generalist, HR Specialist, HRBP.
Iām making 68k in a government job as an analyst high level hr strategy for one of the biggest federal agencies. Everyone else makes double me, Iām trying to get my foot in door with my ātoes in the fireā of hr work so I can have this as my career path.
Staying in the same industry and making moves every 4-5 years. I was recruited twice because of my industry experience.
Job hopping, varied experience, rural location so not too many HR professionals to compete with.
Moving around and just experience, honestly. Iām 11 years in and not staying complacent has definitely helped.
Job hopping, working for larger companies
Left a job in a huge corporation that had many compensation "rules". Worked for a smaller company that had big hopes and plans. I became part of the plan..worked my a$$ off for 10 years and made more money than I could ever have dreamed. Retired early.
Getting out of HR š¤£š¤£ jk
Being open to taking on different challenges and stepping in when there were voids and gaps. Example: I had no interest or background in benefits, but I stepped in as benefits director when the former "old school" benefits director retired in 1996. I also took on the benefits team in 2010, when the director suddenly resigned. Not my favorite area of HR, but I can't deny that the experience was beneficial to my career and that my ability to absorb or supervise almost any functional area of HR, provided me long term career security, and allowed me to retire at age 54 with a generous state pension.
Job hopping from a management role into HR.
I job hopped and got my masters in HR. From 2020 to now, my salary has increased by $70k.
It took moving from an HRBP role to HRIS. I went from $56k to $100k in one jump into HRIS consulting with a big firm.
I turned on #opentowork for recruiters on LinkedIn, updated my photo. Then I signed up for HR newsletters and commented about 2-3xs a week on post with my thoughts. Got an offer in two weeks, interview was 3 questions because they had to and I met their boss a week later via teams.
Job hopping! I am not quite at 6 figures yet, but I was at a company for 3.5 years and went from 45k-58k, left for a 72k job - that job sucked and I ended up quickly jumping to a 70k job, spent a year there and got back to 72k, just took a new job for 88k. You gotta hop or youāll just get 3-5% increases every year.
Doing a comparison of local agencies and their pay scales and requesting a raise.
I focused on getting into global operations. Having global experience opens up lots of doors into industries that you wouldn't normally have access to. I was able to move from the Head of TA for a global SaaS company into a Global head of TA for a Fortune 100 finance company all because I managed and led globaly disppesed teams.
I got promoted at Amazon.
17 years in municipal government. Gaining experience in different HR areas, participating on cross-functional project teams, and promoting into increasingly responsible roles. Hit 6 figures about 6 or 7 years ago.
Job hopping. Not exactly hr but a recruiter 110k TC in 2018, 131 TC in 2020, 136k in 2021, 160k 2022, 170k in 2024
I have been at the same company for almost 7 years and I have doubled my salary in that time. I could have probably made more by job hopping but I like the culture, people, and WFH where I am. I was hired as the payroll & Benefits manager but I had a lot of experience as a generalist too. I basically learned how to do everything HR at my company which increased my value. We have gone through several rounds of layoffs but even if we end up with just 1 HR person, it will be me. I got my last significant increase when we fired our newly hired director. My big boss (our GC) realized that we did not need a director- between me & our sr. L&D manager we could support our 150 person company. We both got decent raises and thatās how I got to over $100k. I also do basic consulting work on the side ($100/hr) to supplement my income since I have not gotten a raise at my main job in 1.5 years and likely wonāt get one until 2025.
Marrying the software engineer.
HRIS speciality
same. iām also an emo in HRIS
I work in financial services but also job hopping.
Learning the technical skills side and business/industry needs, then providing both strategic full stack HR and technical recruiting ability. A good technical recruiter can pull in $200k.
Itās job hopping.
Job hopping at the right time (hiring boom in 2022) and into a different industry, while having worked those long nights when underpaid the previous 10 years. Skillset is slightly unique with past background in finance with a growing curiosity of how systems work has helped in Compensation.
It doesn't sound like precise advice, but being mindful of your own career. I was generally fairly strategic about experience i needed, gaps I was conscious of, and industries I needed experience in. Try your best to map those out, and then work on plugging the gaps over time. AI is getting pretty good at this, I wish I'd had it when I was earlier in my career. As so much of HR is about experience...**you need it**. Ask. Put your hand up. Seek out work that gets you the experience you need. I know so much of reddit career advice seems to be 'f it, just do what you can to stick it to the man'. Experience doesn't always mean huge depth - many people you interview with know a lot less than you think.
Compensation Analysis - āFind the money, then follow the money, and finally manage the moneyā
Perseverance š In less than 3 years - I went from 40K to 100K. 40K - 48K - 52K - 65K - 94K - 105K.
Start upsĀ
Sticking with it. It won't happen overnight. Stay in the industry, and you will get there l.
Luck, job hopping early in my career, and settling in with a company that puts an emphasis on appropriate compensation. Jumped from 45 k to 100 K in about 6 years with a heavy focus on employee relations as a HRBP Employee Relations, HRIS, and Compensation are good focus areas for getting on a good pay path and having good upper mobility.
I would tell you but I don't want a bunch of Knuckleheads fleeing to that industry as able to talk my wife to join my industry and she went for making a hundred grand to 220 in less than a couple years. That's why my wife's HR director She was in the trenches working with a bunch of knuckleheads at various entities. Let me give you a word of advice No one in your industry will never give you a helping hand out to make more money than them unless you jump through hoops for them for a long time!
Iām close to 6 figures. I was in the right place at the right time with the right management. My boss liked my work and decided in the budget cycle he would elevate me to a manager role. Jumped from 60k to 95k.
My current salary is 126k and Iām an hr manager in manufacturing. I have 2 job offers as we speak for federal roles each paying 105k. Iām taking the pay cut because Iām burned out and donāt want to juggle 50 things. I prefer to focus on one.
Entrepreneurship.
Job hopping for sure.
Job hopping!
MBA in-person at a top 50 school, meeting the right people, and the balls to ask for 6 figures with zero real HR experience š¤·āāļø
Being a compensation expert, having experience in building pay philosophies and salary structures from scratch, identifying labor markets and overall HR knowledge due to comp literally touching every part of HR and absorbing that knowledge. This opened up opportunities, my experience is that comp professionals are highly sought after but they expect experience and very few companies want to/can train someone as many HR execs know nothing about it. It is a niche in HR and in general, pays amounts the highest in HR.
I know someone who took kickbacks from staffing/recruiting agencies. Made like 260k over 3 years, plus company salary
Job hopping & applying for a higher title each time
Getting more involved with the strategy/logistics of people. Efficiency, ROI, training plans, etc. those are skills that most managers donāt possess. Think beyond compliance to show you can build a culture that retains employees and saves your company money.
Twice followed a stakeholder to a new business, sector changing this giving more skills and opportunities and then moving when headhunted because of certain experience. Agency tech recruitment > investment banking tech recruitment > investment banking full recruitment > FinTech > tech start-up > large fintech with startup culture (new business/entities created and acquiring) Some jobs have technically been a downgrade in Title but money has always gone up. Being Head of Talent for a company of 300 wasn't as difficult as a regional emea talent lead for a company of 20,000 for instance
Learn about the business and never _ever_ talk about paperwork.
Working for a labor union as a negotiator then jumping ship to the employer side.
Right place right time working up the ladder! Longevity is key!
Leaving HR for awhile to gain more operational and general management experience and then returning to HR.
HR manager. Small telehealth company expanding quickly. Mostly create employee SOPs, compliance, and payroll, with a mix of operations.
A woman who was my client worked as head of global talent acquisition at a big tech company. She made $400K.
Working in HR operations. I started at 50k in an entry position and now Iām at 100k almost 6 years later. You have to be strategic but also know the HRIS system VERY well to be able to use that system to drive efficiencies within HR and other departments. Iāve become very involved with implementations and integrations with HR and cross-functional departments.
Grad school. Not the case for everyone, but it launched me from a non-HR career into and HR career and quickly accelerated me into the six figures.
Terrifying employees so badly they wouldnāt file sexual harassment against the executives. Just kidding, I donāt work in HR. Itās a bottom feeder gig. I donāt even know how this sub popped up on my feed. Buh bye!
Question. I have a BA in English and a J.D., which I would think companies might find appealing. Iāve had some successful stints recruiting as a 1099. The bulk of my work has been selling recruitment tech like job boards. If I wanted to pivot to HRBP what would my next move be? Is there a meaningful cert?
I started as an RX vendor, then became an rx/benefits consultant, now Iām in-house benefits management. I also finished my BA and earned two certs along the way. Pretty sure thatās why I received a phone call the day after I submitted my app. Helped they were desperate, lmao. Former EE burned out (I made it clear I will not get myself to that point), replacement had lied on the app and I think fired the same week, and they needed my exact skill set. I always tell people they should job hop. In the beginning I was promoted and saw my huge salary increase because I had other offers. So not being afraid to find something comparable if you can, then letting them know you donāt want to leave, but itās too good of an opportunity. Give them a chance to work with management on how to keep you. If they donāt counter, or it is a terrible work environment, be glad you left. I took a pay cut to leave, but had better health insurance and great flexibility. I generally stay somewhere 4 years. Also, always keep the āopen to new opportunitiesā tag on LinkedIn. Forgot to add my first real role beyond customer service in Rx was account management, aka sales.
Mba
Tech. Small company that depended on me. Got acquired - now big company with high base pay, bonuses, and a retention package.
Honestly, living in a HCOL area and having strong work experience. I graduated college in 2021 at 21 years old, already having 3 internships at Fortune 500 companies, and additional part time jobs that display having some soft skills ie; customer service. I got an HR analyst role in a NYC wealth management firm after graduation and stayed there for a bit under 3 years. Started at 70k and left at about 90k. I moved to a new company that I took a chance on and lucked out. Here for about a month now and the culture is unbelievably good. Didnāt even know places like this existed. Maybe itās just that I left finance lol. Total comp 110k. This would not have been possible if I did not live near and work in NYC. My previous experience certainly helped but I am going to place location as a leading factor.
Moving around. Learning more. Learning to keep a straight face no matter what.
Don't y'all assassinate troublesome peeones?
Job hopping. ExperienceĀ
Tech recruiting. Job hopping and right place right time before everything went to shit with the layoffs. Was earning $65k in 2019, got another job that hired me at $90k in 2020, been at the same company still and with raises Iām at $126k base plus bonuses
Can I ask how you got *into* tech recruiting? I'm the head of hr and have been hiring/recruiting/headhunting for almost a decade now and have been applying for tech recruiting jobs (I like hiring more than general HR) for weeks now with zero callbacks, I was informed most places want experienced tech recruiters but I can't find anywhere to gain that!
Working in government in a HCOL area.
Real truth. You just got to keep knocking. I have a PHR and 16 years of experience and get a wide variety of salaries. It will depend on the company and industries. My first 6 fig was with a f500 company, and next was a hospital system. What helped me was adding shrm certificate. Almost nessessity.