Let me ask you a question we’ve all thought about at some point:
What defines how much salary a candidate deserves?
Is it:
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Your qualifications?
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Years of experience?
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Your academic scores?
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The last salary you drew?
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The kind of companies or industries you’ve worked in?
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Or how stable your job history looks?
Well… these factors do matter—but only up to a point.
They define what I call a routine salary—the kind you get for filling a seat, following processes, doing your job.
But when you think of crazy high salaries—the ones that stand out and stay sustainable—it all boils down to two questions:
1. How much pain can you share?
2. How much gain can you bring?
You see, running a business is hard.
Only a business owner truly understands the real pain points—
From managing costs, finding customers, building systems, stopping leakages, protecting assets, dealing with competition, to raising and managing funds.
So when a business hires, it’s not just looking for someone who fits a role.
It’s looking for someone who can either solve a problem or unlock growth.
If, in an interview, you can identify that pain point and position yourself as the solution—you’re no longer a candidate, you’re a partner.
And partners don’t get standard offers—they get premium ones.
So remember this:
You’re not paid for your past. You’re paid for the problems you solve and the value you create.
Thank you.
