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When I'm on the 'other side' of the conversation, I'll often offer a 'moving stipend' or a sign-on bonus as a trade-off for some of the difference in salary expectations.
The reason being that it lowers my baseline going forward. If I have to pay someone $100K in salary and they come in looking for a 5% raise the next year, I'll pay them $205K over the course of 2 years.
If I give them a $90K salary with a $10K moving stipend and the next year they come in seeking that same 5% raise, I'm paying $194,500 over those same 2 years. And it only compounds from there.
If you're okay with that, so be it. But be watchful of it. It works 9 times out of 10. People just don't tend to think very long-term. And if I'm hiring a relatively experienced and valuable person, I'm hoping to get 3-5 years at least out of them. Over the course of that 5 years, I could save myself $50+K when it's all said and done.
And they'll never feel hard-done by for it. Because that's just not how people's minds work. 20 weeks after they cashed that signing bonus check, all they really remember is the weekly take home and from that figure, a raise is a raise.
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"If there's a god, he's laughing at us.....and our football team..."
"When you look at something through rose colored glasses, all the red flags just look like flags."
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