Why Lowballing Candidates Backfires in Freight Forwarding

Hiring managers, let’s talk about lowballing. 🗣️

In today’s freight market, talent has options — and offers matter. If you think shaving $5k off a proposed salary is going to save your budget, think again. It might save a few dollars now, but it could cost you the right hire long-term.

Here’s why:

🎯 Good recruiters pre-qualify salary expectations

If a candidate is presented at $80K, that number has likely been carefully discussed. It’s based on:

• The candidate’s experience and value

• The current market rate for the role

• Your company’s stated salary range

Lowballing them at $75K doesn’t just feel like a negotiation — it feels like a red flag. It signals to the candidate (and recruiter) that you don’t value what they bring.

🤝 Offers set the tone

Your offer is your first impression as an employer. And with the freight market heating up again, candidates are weighing up multiple opportunities. If they get a better offer elsewhere — or just feel undervalued — they’ll walk.

Even if they accept, starting a new role feeling like they had to settle isn’t the energy you want to build a high-performing team around.

✅ What to do instead

• Be transparent about budget ranges early

• Trust your recruiter to guide expectations

• Focus on value alignment, not bargaining down

• Make your best offer first — it shows respect, and it often seals the deal

Final Thought

Lowballing might save you $5K — but it could cost you the right person, the momentum you’ve built in the hiring process, and your reputation in the market.

Want to attract — and keep — top freight talent? Start with a fair, competitive offer.