HEY EVERYBODY WELCOME TO next video.
So if you've gotten to this point you should have gotten either an email or a phone call from a recruiter
talking about the screening call or the first quick normally called Touching base wherever you want
to call it.
It's not normally a technical interview but it's a it's just the recruiter getting to know you you'll
learn more about your resume you about your experience and everything but this is the first step in
the actual interview process which is one of the most important steps you need to pass through here
to be able to get a hiring manager and some people on the team to actually get considered for the role.
Now what should you expect.
You should expect to learn more about the company the role be able to talk to everything on your resumé
in detail.
And it's also time for you to ask additional questions that we've been prepping up to this point.
Now what should you ask.
You should get a better understanding of the area specifically if the recruiter is in the office that
you're aiming to do.
So if you're offices in San Jose California.
And this recruiter happens to be in San Jose.
It's a good idea to get an understanding of the area so you can get a better idea of like OK.
So if I if I were to move out there what areas do you recommend.
Where do people normally you know stick around at what areas two people live in.
No generally give you an idea of some cities around here like some people live in San Francisco some
in Palo Alto.
Entirely depends.
Ask if there is relocation assistance.
Now what's important here is that when it comes to like relocation salary and benefits it's best to
ask the recruiter and not the hiring manager or the other team members because the other team members
don't need to know your salary.
They don't even to know what relocation packages you have.
The benefits are a little bit if you can definitely ask that the hiring manager about the benefits for
their team or as the company as a whole.
But I tend to keep these towards the recruiting person that you're to be talking to.
They will definitely have all the answers for all those questions.
If you're local role is remote make to ask about relocation.
What does that process look like.
Normally it's they you know they either hand you money up front or you pay for it and they hand you
money afterwards.
But make sure like we said in previous videos that you understand the difference between a spot bonus
or some sort of compensation a bonus or an expense.
Make sure you get that understanding is going to be taxed.
Is it not because that might change your mind right away and then you can also ask a little bit about
the team.
Normally recruiters are owned by a specific team or that the team has reference to a specific recruiter.
So you might have one recruiter that handles for all of the security teams or just a few of the security
groups internal to the security team and they have a pretty good idea about the teams.
They probably talk to everybody on the team or may have hired most of the people on the team.
So it's a good idea to always have that extra step just to kind of know a little bit what they think
about the team from an outside perspective.
Now before we get into the uncomfortable questions which is always an iffy spot for people there are
recruiters out there that have been instructed to ask technical questions during the screening or they
might say that you need to set up time to talk to or take a an online test of some kind.
Normally for Red team you're gonna have some sort of hands on test at some point through the interview
process.
So don't be worried about that or nervous it's if you've gone through the course you should be fine.
Don't done some self learning shouldn't have anything to worry about.
But keep keep in mind that a lot of times there's some sort of hands on it's not that common to not
have it.
So expect to have something it might not be what the recruiter might be onsite or it might be the recruiter
might direct you and send you a link that has information to connect to said network or whatever the
case might be or they might just ask you straight technical questions.
So we'll get over that in a little bit more detail in the next field just keep that in mind.
So the uncomfortable questions that we tend to get asked by a recruiter is your current pay and what
salary are you looking for.
Those are always iffy because current pay whether you thinks it will or not can affect potentially affect
what your salary may or may end up being.
So if you're on the East Coast your salary is obviously going to be lower than what's expected over
in California.
So keep that in mind.
So telling them you make forty or fifty thousand and I'm offering you a one hundred one hundred and
ten is not that it's nothing uncommon.
However from my professional experience I tend to not provide my current pay because my current pay
does not matter to what new job they're offering me or potentially offering me.
Now there are some recruiters out there that take offense to you not answering this question but for
me from what I've experienced over the years it's it's.
Nobody needs to know what my current salary is at the current position on that because it's not relevant
to that new position because they should be paying me based on what they believe the skills that I have
are worth not based on what somebody else thought my shields were worth.
And there's times where you find yourself either getting offered less or more and then that's when you
need to kind of go in with negotiation past that point which will have a whole video on that specifically
and sometimes you get asked for What salary are you looking for before I answer this question.
I tend to ask is there a range that is posted for the position.
Is there is there a set range.
Sometimes they will tell you sometimes they won't.
And it's entirely based on recruiter and company and policy.
If they tell you be realistic with the number because that number is probably for a very very senior
for that position or very junior for that position when I say for that position it could be that level
so you could be a junior ish level two or really advanced level two that might be pushing into level
3.
So depending on where you happen to fall is where the salary is going.
Probably going to end up but if they don't give you that range then you've done your salary research
you know what you're what you'd want to and would be willing to accept.
So make sure you've done the research.
I tend to if I'm asking if I'm looking for 120 I'll bump it up by 10 or 15 thousand maybe twenty thousand
say I'm looking for one thirty five average.
So if you're up a little bit from where they're their average the market averages you have a little
bit more wiggle room to work with.
It's just you don't want to go too high and you don't want to go too low you don't want to cut yourself
short or make yourself seem too valuable for the market when that's not the case there's always somebody
out there that's that might have similar skill sets than you or to you and we'll take that lower pay
and you just have to be realistic with your numbers.
I tend to answer what I'm looking for but there's some people who they don't want to necessarily talk
about what they're looking for.
They want to see what the company will offer them in both aspects.
I've found to be the normally recruiters are pretty professional when it comes to this question more
specifically because some of them might seem like it's a requirement to have this answer but they have
their salary range so.
Is it good to give that answer.
I tend to.
But there are others that feel that you should not give this answer and you should let the company figure
out what they're willing to pay you.
And then you make your adjustments or negotiations based on that and how you believe the interview went.
What skill sets you're going to provide.
But with current pay it's entirely optional to you and in some states in the United States I don't quote
me but I don't believe they can even ask you in some states.
So keep that in mind but I tend to not answer that question because I don't find it relevant for what
they're there they're read judging me based on my position or my skill sets now not based on what somebody
else did.