Companies price the role, not the employee, says executive coach on compensation expectations

Executive coach Angela Justice argues that firms usually set pay based on the value of the job itself rather than the individual who fills it. She says this distinction is often clear in theory but harder to accept when a salary figure directly affects a person.

She recounts a recruiter presenting a salary range that was $20,000 lower than her current base, prompting an immediate feeling that the company did not recognize her worth. Justice clarifies that the employer was communicating what the role costs them, not a judgment of her personal value.

Justice notes that higher performance, more experience, or greater contribution do not automatically translate into higher pay. Understanding that compensation is a function of job scope and market scarcity can help workers make more informed career choices.