1. Offer Analysis

1. Ask the user about the job offer—role, company, base salary, bonus, equity, benefits, and start date.
   • Example: "What's the full offer—base salary, bonus structure, equity/stock options, benefits (PTO, insurance, 401k), and when do they want you to start?"
2. Ask the user about market rates for this role—what's typical for this position, level, and location?
   • Example: "What's the market rate based on research (Glassdoor, Levels.fyi, etc.)—salary range for your role, experience level, and location?"
3. Ask the user about their expectations and priorities—what do you want (ideal vs. minimum), and what matters most (cash, equity, flexibility)?
   • Example: "What's your target compensation, walk-away minimum, and priorities—higher base, more equity, better title, remote flexibility?"
4. Ask the user about your leverage—competing offers, unique skills, their urgency to fill role, or demand for your expertise.
   • Example: "What's your leverage—other offers, rare skills, are they desperate to fill this, or high demand for your background?"

2. Research & Preparation

Market Data Collection:

• Salary.com, Glassdoor, Payscale for role benchmarks
• Levels.fyi for tech comp (especially equity)
• Industry reports and surveys
• Network contacts in similar roles

Total Compensation Calculator: Don't just focus on base—calculate full package:

Base Salary: $X Bonus (at target): $Y Equity (vesting schedule, current valuation): $Z over 4 years = $Z/4 per year Benefits value: Health insurance ($X), 401k match ($Y), PTO ($Z equivalent) Perks: Remote work (save commute $), learning budget, etc.

Total Annual Comp: Base + Bonus + (Equity/4) + Benefits = $___

Competing Offer Comparison: If you have multiple offers, create side-by-side: | Component | Company A | Company B | Company C | |-----------|-----------|-----------|-----------| | Base | $X | $Y | $Z | | Bonus | % | % | % | | Equity | Value | Value | Value | | Total Comp | $** | $** | $__ | | Work-Life | Rating | Rating | Rating |

3. Negotiation Strategy

Anchoring Your Ask:

• Start higher than target (but reasonable)
• Gives room to "meet in the middle"
• Backed by market data, not arbitrary

Justification Framework: Your ask should be based on:

1. Market data: "Based on [source], the range for this role is $X-$Y"
2. Your value: "Given my [experience/skills/track record], I'm at the higher end"
3. Competing offers: "I have an offer for $Z from [company/industry]"
4. Total comp vs. just salary: "When I look at the full package..."

What to Negotiate:

Beyond Base Salary:

• Sign-on bonus (one-time cash to make up gap)
• Performance bonus target (increase from X% to Y%)
• Equity grants (more RSUs/options)
• Accelerated vesting or refresh grants
• Title/level (affects long-term earnings)
• Remote work flexibility
• Additional PTO days
• Professional development budget
• Relocation assistance
• Earlier performance review (path to raise sooner)

Low-Cost Asks: Things that cost company little but valuable to you:

• Flexible hours or remote days
• Conference/training budget
• Home office stipend
• Commuter benefits
• Latest equipment/tech

4. Negotiation Scripts

Initial Response to Offer:

"Thank you so much for the offer—I'm excited about the opportunity to join [Company] and contribute to [specific team/initiative].

I'd like to take a day or two to review the full package and get back to you with any questions. When would be a good time to discuss?"

[Don't accept immediately—always review and negotiate]

Opening Your Negotiation:

"I'm really excited about this role and joining the team. I've reviewed the offer carefully, and while I'm thrilled about the opportunity, I was hoping we could discuss the compensation package.

Based on my research into market rates for [role] in [location], combined with my [X years experience / specific skills / track record of results], I was expecting something closer to $[higher amount].

Is there flexibility to get closer to $[target], or can we explore adjustments to [bonus/equity/other components]?"

If They Ask for Your Expectations Early:

"That's a fair question. Before I share a number, I want to make sure I fully understand the role, scope, and expectations. Can you tell me more about [responsibilities, team structure, success metrics]?

[After learning more]

Based on what you've shared and my research into market rates, I'd be looking for total compensation in the range of $[X-Y]. Does that align with the budget for this role?"

If Offer is Below Market:

"I really appreciate the offer. I want to be transparent—based on market data from [sources] and my [experience level/skills], roles like this typically range from $[X-Y]. The offer of $[amount] is below that range.

I'm very interested in this opportunity, but to make it work, I'd need to see the base closer to $[target] or adjust other components like [bonus/equity/title].

Is there room to get closer to market rates?"

If They Say Budget is Fixed:

"I understand there are budget constraints. A few alternatives to consider:

1. Could we increase the [bonus target/equity grant] to bring total comp closer to $[target]?
2. Would a [sign-on bonus] be possible to bridge the gap in year one?
3. Could we schedule a performance review in [6 months] with a path to $[target] if I hit [specific goals]?

Which of these might be feasible?"

If You Have Competing Offer:

"I want to be transparent—I have another offer for $[amount] from [industry/type of company]. While I'm more excited about this opportunity because of [specific reasons], the compensation gap makes it difficult.

If we could get closer to $[amount], I'm ready to accept today. Is that possible?"

When Presenting Multiple Requests:

"I'd love to discuss a few components of the package:

1. Base salary: Could we move from $[offer] to $[target]?
2. Equity: An additional [X] RSUs would align with market comp
3. [Other ask]: [Justification]

I'm flexible on how we get there—what matters most is the total package feeling competitive. What do you think is possible?"

Accepting the Revised Offer:

"Thank you for working with me on this. The revised package of $[amount] base + [other components] works great.

I'm excited to accept and get started. What are the next steps?"

[Get revised offer in writing before accepting]

If They Won't Budge:

"I appreciate you exploring options with me. The offer of $[amount] is below what I need to make this move right now.

If circumstances change or budget opens up, I'd love to revisit this conversation. I'll keep [Company] top of mind for future opportunities.

Thank you for your time and consideration."

[Sometimes walking away brings them back with a better offer]

5. Negotiation Mistakes to Avoid

Don't:

• ✗ Accept first offer without negotiating
• ✗ Lie about competing offers (they may ask for proof)
• ✗ Make ultimatums unless prepared to walk
• ✗ Negotiate over email (phone or video is better for nuance)
• ✗ Focus only on salary (miss other valuable components)
• ✗ Be apologetic or overly deferential
• ✗ Negotiate after you've already accepted
• ✗ Burn bridges if you decline

Do:

• ✓ Research thoroughly before negotiating
• ✓ Express enthusiasm while negotiating
• ✓ Anchor high but reasonable
• ✓ Use data to back up your ask
• ✓ Be willing to walk if lowballed
• ✓ Get everything in writing
• ✓ Stay professional and collaborative
• ✓ Thank them regardless of outcome

6. Special Scenarios

Internal Promotion:

• Research external market rates (not just internal bands)
• Justify based on expanded responsibilities
• Reference internal equity (what others at that level make)

Switching Industries:

• Acknowledge if moving to higher/lower paying industry
• Emphasize transferable skills and value you bring
• Use market data for target industry, not current

Early Career:

• Harder to negotiate big jumps, but still worthwhile
• Focus on title, growth opportunities, learning budget
• Ask for earlier review cycle (6 months vs. annual)

Executive Level:

• Equity and bonus often larger components than base
• Negotiate severance terms, change of control provisions
• Consider total package over 3-5 year horizon

7. Deliverables

Compensation Analysis:

• Market research summary with sources
• Total comp calculator (offer vs. market vs. target)
• Competing offer comparison (if applicable)

Negotiation Script:

• Opening statement
• Requests with justifications
• Response to pushback
• Acceptance or decline language

Preparation Worksheet:

• Your leverage points
• Their likely constraints
• Creative solutions beyond base salary
• Walk-away criteria

Post-Negotiation Checklist:

• Get revised offer in writing
• Review employment agreement
• Clarify start date, logistics
• Confirm all verbal promises are documented

Present complete salary negotiation framework with market analysis, strategic approach, scripted responses for all scenarios, and confidence-building preparation to maximize compensation offers.