This is Stephanie Maas, partner with Thinking Ahead Search Firm.

Recently, there's been a lot of hubbub about salary, salary, inequality, new salary laws.

There's a lot of different things about compensation.

And it's been interesting to watch from a recruiting perspective, as I've actually had a couple candidates kind of pull back a little bit.

When we've gotten to that part of the conversation, we say, Hey, let's talk about where you're at comp wise.

Some of them have hesitated to say, well, I'm not really ready to talk to you about that right now.

I'll do my own negotiating.

Or, Hey, it doesn't really matter what I'm making.

What is the position pay?

And most recently, I think that we've had a few examples that really show why it's so important that number one, if you don't trust your recruiter with this information, you shouldn't be working with them.

That's bottom line.

Second of all, I'd like to put out a gentle reminder that we're on your side.

Couple basic things are keep in mind.

The more you get paid, the more we get paid.

So we're obviously going to do everything we can to get you, if you want the job and it's the right fit, the absolute most money you can.

The third thing is, while I appreciate that you may be a professional negotiator in what you do for a living, we're professional negotiators in what we do for a living.

Everybody knows LeBron James.

Every basketball team, every agent, every player, every owner.

But does he go out into the open market without his agent?

You think LeBron does his own negotiations?

I don't think so.

You got to let us work for you.

And here's a couple of things recently, a couple of examples on why this is important.

Most recently, one of my colleagues is working with a candidate who had found the job that they love.

They love the job.

They love the bank.

They are ready to make a move.

Client love them.

And the candidate said, Hey.

I'm at XYZ base right now, but what I'm really looking for is 150.

If you can get me 150, I'll take the job.

Now, my colleague, knowing the client and what was important to the client, they had been looking for this role for a long time.

He knew what their bandwidth was in previous hires.

Actually, was able to talk to the client and got them a base of 180, 180, 30, 000 higher than what the candidate wanted to take.

Now, in that situation, aren't you thrilled?

To know that recruiter knew more than you did?

That's actually happened twice in the last couple of months with my colleague.

So, again, candidates, I know at times it might feel a little uncomfortable or weird to have a recruiter representing you, especially when it comes down to compensation.

But let me encourage you, this is a critical part of your partnership.

They are going to be your advocate.

We will leave no money on the table.

And also too, by having us involved, it really protects you because the negotiating and playing hardball is what we do, not you.

So, if the client has to choke up a little bit more money than what they were expecting and they have any issues with it, they'll feel those negative feelings towards us and not you.