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The Security Salary Reality

The critical dos, and some definite don'ts, for negotiating a great compensation package.

Recruiter Brocaglia says the same thing of information security salary surveys. "Ive always looked at what the surveys say and thought, if I had to find a security officer and pay him that much, I'd never find anyone to fill the job," she says.

The higher up you go on the corporate security ladder, the bigger the problem gets. "Oftentimes it's harder to find data on the higher-level jobs, because they're really very customized," says Phyllis Hartman, a principle with PGHR Consulting in Pittsburgh who is involved with the Society for Human Resources Management, a trade group. "The higher up you go, the more factors there are beyond the pay rate. There are often things like bonuses or stocks involved."

The annual, proprietary study done by the Foushee Group is generally considered the most authoritative in the security field, at least for corporate security-focused positions. (See The Comp Question.) Even then, Walker cautions that the numbers are weighted averages. That means a full half of the people with a given job description make less than the numbers cited.

Look at as many data points as you can, paying close attention to job descriptions. Recruiters, of course, say that they have the best perspective on salaries across the board. Talk to your peers too. And if the company is publicly held, the annual report will list the base and bonus pay of the five most highly compensated executives.

DO remember who the recruiter is working for (it's not you).

Never forget that the recruiter's paycheck is coming from the employer that hired him or her to fill a position. Typically, recruiters get paid a percentage of the salary for the position they are filling, but the rate they make may be based on the anticipated salary rather than the number you and your new employer eventually agree upon.

"I don't care how much the recruiter says, 'Theyll only pay you $350,000,'" Raines says. "You can play hardball. The recruiter's incentive is to get you for the company for as low a price as possible."

DON'T focus just on salary.

Cold, hard cash isnt the only thing worth negotiating. HR expert Hartman says if a company cant offer you more money, ask for more time off. "Say, 'I currently have X weeks of vacation, and I would hate to lose that flexibility,'" she says. "It's not like they hire someone to come in and do your work while youre gone." You also may be able to negotiate for flexibility, like the option of working at home or at a satellite office.