Negotiating salary when a recruitment agency is involved adds a layer of complexity that most candidates don't fully appreciate. You're not negotiating directly with your future employer — you're negotiating through a consultant who has their own interests, incentives, and relationships at stake. Understanding this dynamic puts you in a much stronger position.
How agency fees affect salary offers
Remember that agencies charge the employer a placement fee of typically 15-25% of your first-year salary. On a £60,000 role, that's £9,000–£15,000 on top of your salary cost. This means employers are already paying significantly more than your take-home figure — which can limit how much flexibility they have on the base salary itself.
However, this dynamic also works in your favour in one specific way: the recruiter earns more if you earn more. Their fee is a percentage, so a higher salary means a higher commission. In theory, the agency's financial incentive is aligned with yours — they want to push for the highest salary the employer will accept.
Ask your recruiter directly: 'What's the salary range the client has briefed you with?' A good recruiter will tell you. This isn't adversarial — it's the information you need to negotiate effectively.
When to reveal your expected salary
This is one of the most common mistakes candidates make. Revealing your salary expectation too early — or based on your current salary rather than market rate — anchors the negotiation before you've demonstrated your value.
When a recruiter first asks 'what are you looking for?', it's reasonable to give a range rather than a specific number. Base your range on market data (Glassdoor, LinkedIn Salary, industry surveys), not just your current pay. A typical response: 'I'm targeting £55,000–£65,000 based on the market and the level of responsibility described, though I'd want to understand the full package before committing to a number.'
How to negotiate through a middleman
When negotiating through an agency, you never speak directly to the hiring manager about money. This has pros and cons. The pro: the recruiter absorbs the awkwardness of negotiation, so you don't have to. The con: your message can be softened, misrepresented, or de-prioritised.
- Be specific: Don't say 'I was hoping for a bit more.' Say: 'My target is £62,000. Based on the scope and my experience, I believe that's justified — can you go back to the client with that number?'
- Give the recruiter a business case: Help them advocate for you. 'Given I'm bringing [specific skill/experience], I think the client will see the value — here's how I'd frame it.'
- Separate base from total package: Sometimes the base is fixed but bonus, pension contributions, equity, or remote flexibility can be improved. Ask the recruiter to explore the full package, not just salary.
- Set a deadline: 'I have another process progressing — I'd like to confirm by Friday.' This is only appropriate when true, but creates momentum.
- Don't counter-offer more than twice: After two rounds of negotiation, continuing to push risks souring the relationship with the employer before you've started.
What agencies can and can't do for you
Recruiters can: push for a higher offer, negotiate benefits and start dates, advise on market rate, and relay counter-offers. They cannot: override a firm salary band, guarantee you an offer, or force an employer to change their mind.
What they will do: advise you honestly if a number is out of range (good recruiters won't waste your time), manage expectations on both sides, and work toward a close. Their interest is in placing you — an unfilled role is a lost fee.
Negotiating your current salary disclosure
In many countries (including across the UK since the Gender Pay Gap regulations), employers can no longer legally require you to disclose your current salary. You are not obligated to share it. If asked, you can say: 'I'd prefer to focus on my target rather than current salary — it doesn't fully reflect my market value.'
Always get an offer in writing — via email — before resigning from your current role. Verbal offers through agencies have occasionally fallen through, and you want full documentation of salary, benefits, start date, and role title before you give notice.
