The interviewer is testing whether you can push back with evidence rather than either overpromising or giving up. This is a daily reality when hiring budgets and manager expectations do not match.
Gather market data or sample profiles to show the cost of the requested profile, then offer two clear alternatives: adjust the budget or adjust the requirements. Keep the conversation focused on the role's actual tasks and time-to-fill impact.
Start by gathering the actual market evidence before you approach the hiring manager. Look at comparable roles on local job boards or LinkedIn, and note what candidates with five years of experience and that certification are truly being offered, not just what job ads list. Then schedule a short, private conversation with the manager, and open with the data, not an opinion. Say plainly that a candidate meeting the full requirement will expect at least double the current budget, and that a longer search will also stall the team's output. Frame it as a shared problem: the role's daily tasks, not the title, should define the must-haves. Offer two concrete paths forward, and let the manager choose. First, the budget could be raised to match the market rate for the full profile. Second, the certification could be made a "preferred" item and the experience requirement trimmed to two or three years, with a plan for the new hire to train toward the certification within a year. Keep your tone respectful but firm, and use Taglish naturally if that fits the conversation, for example, "Sir, eto po yung nakita kong market rate." The goal is to move the discussion from stubborn requirements to a workable compromise that still respects the manager's need for quality, without forcing you to promise something you cannot deliver.
A common mistake is immediately saying 'Sir, that's impossible' or just answering 'Opo, I'll try po' without data. Instead, say: 'Here is what candidates with those requirements are currently paid. We can either adjust the budget or revise the must-haves to fit the PHP 18,000 range.'
Situation
As a recruitment intern, I supported a hiring manager who wanted a licensed accountant with five years of audit experience for a role budgeted at PHP 18,000 per month, which was clearly below market for that profile.
Task
I had to help the manager understand the mismatch and agree on a more realistic candidate profile without sounding defensive.
Action
I pulled three sample profiles from our database that matched the requested credentials and noted their current asking salaries, which were all above PHP 40,000. I showed the manager the gap between the budget and the market, then proposed two options: raise the budget or adjust the requirements to an entry-level accounting graduate with basic bookkeeping skills. I also asked if the certification was truly needed for the daily tasks or just preferred.
Result
The manager agreed to drop the certification and lower the experience requirement to one year. We filled the role in two weeks with a candidate who stayed beyond the probation period.
Use market data and concrete examples to bring an unrealistic request back to reality.
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