[Hiring Advice #013] 💸 The Salary Isn't Always the Problem. The Expectations Are.

By rp4rp.com Hiring Advisory Team

“I’m looking for at least a 20% increase.”

I hear this quite often when speaking with candidates about a new opportunity.

And my first question is:

“20%? Of what?”

Not because 20% is unreasonable.

But because the percentage alone doesn't tell us much.

📈 The 10–15% Question

There is no magic number for how much your salary should increase when changing jobs.

Recent Korean labor market data showed that people who voluntarily moved to another job experienced an average wage increase of 9.6%.

A 2025 survey of Korean employees found that the average increase people expected when changing jobs was 11.8%.

At rightpersOn KOREA, based on the candidates we have placed over the years, the increase has generally been between 10% and 15%.

So, 10–15% can be a useful reference point.

But it shouldn't become a rule.

Because the same percentage increase can mean very different things depending on the candidate's current salary and market value.

👔 The Role Matters More Than the Percentage

A candidate may currently earn KRW 150 million.

A company may be willing to offer KRW 165 million, a 10% increase.

But if the new role comes with significantly greater responsibility, the question shouldn't simply be whether 10% is enough.

For example, the role may involve:

• Building and leading a team

• Owning a P&L

• Developing a new market

• Managing key customers

• Working across APAC

  
  

In that case, the more relevant question is:

“What is this role worth in the market?”

The candidate's current salary is part of the conversation.

It shouldn't be the entire conversation.

🔍 Look Beyond the Number

Salary is important.

But it's only one part of the decision.

Candidates should also look at:

• Bonus

• Stock or equity

• Title

• Scope and responsibility

• Decision-making authority

• Reporting line

• Career opportunity

• Work-life balance

• Flexibility and working environment

  
  

A 15% increase with significantly more responsibility may not feel like much of a move.

On the other hand, a smaller increase combined with a stronger title, better career trajectory, greater flexibility, or better work-life balance could make the opportunity much more attractive.

The number matters.

But so does what comes with it.

🕵 What Recruiters Should Actually Be Doing

When a candidate says:

“I need 20%.”

And the company says:

“We can only do 10%.”

The recruiter's job shouldn't simply be to negotiate somewhere between the two numbers. It should be to understand what is behind those numbers.

• Is the candidate currently below market?

• Is the company's budget aligned with the value of the role?

• Are both sides looking at the same total package?

  
  

  And perhaps most importantly:

• Are both sides looking at the opportunity in the same way?

That's where a recruiter can add real value, not by simply moving numbers back and forth, but by helping both sides understand the market and the opportunity.

📝 FINAL THOUGHTS 📝

Before asking,

“How much more should I get?”

or

“How much more should we pay?”

Ask,

“What is this role actually worth?”

Because sometimes, the salary isn't the problem.

The expectations are.