Help me negotiate

[Anonymous]

I currently make 300k. I received an offer for a promotion with an external company for 300k for work that in my current company would be offered at the very least 325k. The new external company is more prestigious, but I cant eat prestige as the breadwinner for 4. I also think that it is alot more work for me to learn a new company, so I do want to get a bump

What should my counteroffer be? 350k so I can land in 325k? Or solidly stick to 325k? I have an annual and equity bonus that is a % of my base so this isnt just 25k that we are talking about. It is easily $100k.

Thank you for your help!

[Anonymous]

go 380

[Anonymous]

The annual and equity bonus are part of the new job offer? What do you have currently on that front?

[Anonymous]

Another thought would be to negotiate with your current employer for you to stay, then tell the poaching company that you just received a raise at your current place of employment.

However, the poaching company may view the annual bonus & equity bonus as a substantial pay increase from your current compensation package.

[Anonymous]

this is weird. If you are making 300K you should be competent enough to negotiate on your own behalf without asking anonymous internet strangers who have no knowledge of your industry, the circumstances of your current employer, and your prospective new employer, and all of the other factors that come into play. I would be very concerned if someone I thought was worth 300K had to ask anonymous internet strangers for negotiating tips with such insufficient information.

[Anonymous]

When is bonus cut off new job? Most companies it is 10-1-2024 to be in the door or zero bonus in 2025 and by quitting now you gave up your 2025 bonus old company.

What is severance new company vs. old company?

For instance my old company gave 4 weeks per year severance, I turned down a job offer once with 90 day probation I could let go for any reason.

I was sole breadwinner and old job gave me security as worse case they let me go one day and pay me severance and accrued bonus and maybe outplacement. New job could walk me out door or cancel offer and leave me with nothing. So it has to be a good deal to jump

[Anonymous]

HR leader here (privately held org). You are likely working with a recruiter. I would lay out your thoughts about compensation with that person and let them know that as the current offer stands, it's a lower compensation package than what you are earning now so while you remain very interested in the opportunity, it doesn't make financial sense for you to accept.

Let them work on enhancing the offer. If they ask you for specific numbers ("what would it take..."), don't play any of the negotiation games. Give your number and stick to it. If you want $325 base and a 35% bonus target, etc., say that. Don't say $350 hoping they will come to $325 as a compromise. I've found that "cards on the table" works better than being coy or playing hardball and this has been true in my own career move negotiations, as well as the hundreds (maybe thousands) of hires I have worked on in my career (mostly C-suite for the past decade).

Also, don't forget about other things that might be important to you like PTO, work from home days, etc. Ask for all at once.

In my experience, if you go back and forth in negotiations more than once or twice the employer will hope that you decline the offer. There is a tendency to think you will play games or be a pain in the neck if you take the role. Try to ask once for all you need, and always be polite (not demanding or entitled) and it will help it to go your way.

[Anonymous]

Anonymous wrote:HR leader here (privately held org). You are likely working with a recruiter. I would lay out your thoughts about compensation with that person and let them know that as the current offer stands, it's a lower compensation package than what you are earning now so while you remain very interested in the opportunity, it doesn't make financial sense for you to accept.

Let them work on enhancing the offer. If they ask you for specific numbers ("what would it take..."), don't play any of the negotiation games. Give your number and stick to it. If you want $325 base and a 35% bonus target, etc., say that. Don't say $350 hoping they will come to $325 as a compromise. I've found that "cards on the table" works better than being coy or playing hardball and this has been true in my own career move negotiations, as well as the hundreds (maybe thousands) of hires I have worked on in my career (mostly C-suite for the past decade).

Also, don't forget about other things that might be important to you like PTO, work from home days, etc. Ask for all at once.

In my experience, if you go back and forth in negotiations more than once or twice the employer will hope that you decline the offer. There is a tendency to think you will play games or be a pain in the neck if you take the role. Try to ask once for all you need, and always be polite (not demanding or entitled) and it will help it to go your way.

I'm not OP but thank you for this advice! I have saved it for reference next time I'm looking for a job.

[Anonymous]

Anonymous wrote:I currently make 300k. I received an offer for a promotion with an external company for 300k for work that in my current company would be offered at the very least 325k. The new external company is more prestigious, but I cant eat prestige as the breadwinner for 4. I also think that it is alot more work for me to learn a new company, so I do want to get a bump

What should my counteroffer be? 350k so I can land in 325k? Or solidly stick to 325k? I have an annual and equity bonus that is a % of my base so this isnt just 25k that we are talking about. It is easily $100k.

Thank you for your help!

OP: Your writing is unclear as is evidenced by some conflicting responses.

What is your current total compensation package ?

What is the total compensation package being offered by the poaching firm ?

[Anonymous]

Anonymous wrote:HR leader here (privately held org). You are likely working with a recruiter. I would lay out your thoughts about compensation with that person and let them know that as the current offer stands, it's a lower compensation package than what you are earning now so while you remain very interested in the opportunity, it doesn't make financial sense for you to accept.

Let them work on enhancing the offer. If they ask you for specific numbers ("what would it take..."), don't play any of the negotiation games. Give your number and stick to it. If you want $325 base and a 35% bonus target, etc., say that. Don't say $350 hoping they will come to $325 as a compromise. I've found that "cards on the table" works better than being coy or playing hardball and this has been true in my own career move negotiations, as well as the hundreds (maybe thousands) of hires I have worked on in my career (mostly C-suite for the past decade).

Also, don't forget about other things that might be important to you like PTO, work from home days, etc. Ask for all at once.

In my experience, if you go back and forth in negotiations more than once or twice the employer will hope that you decline the offer. There is a tendency to think you will play games or be a pain in the neck if you take the role. Try to ask once for all you need, and always be polite (not demanding or entitled) and it will help it to go your way.

I would agree with this strategy. If comp is the biggest issue for you then you need to have an all-in number and explain what you need to make the switch. For example, my comp is a mix of base, short term incentives (stock award that vests quarterly over four years), and long term incentive (stock granted awarded when I accepted that vests quarterly over four years, and a cash bonus. I know what I can expect from each annually and would need a certain $ amount over that total to leave. Did they ask you about your current comp at all earlier in the process? I know some companies wait but this is such a waste of time for you and them if they want to pay you what you currently make. And you should absolutely be asking for at least $25K more than what you currently make. There is no point in wasting this move if you don't get a bump. Changing jobs is how most people get a pay bump.

[Anonymous]

These are awesome advice!

[Anonymous]

Salary will be the hardest to negotiate. Sign on bonus and stocks are easier.

[Anonymous]

Anonymous wrote:Salary will be the hardest to negotiate. Sign on bonus and stocks are easier.

Same HR Leader here again... It depends on the delta between the offered number and your number. Some organizations have more strict/narrow salary ranges in their comp structure, and others have broader bands. Neither approach is right or wrong; there are many right ways to do this.

In my current org our philosophy is that if a candidate is the right hire after our interview process, let's not lose them over a few thousand dollars. If I'm on the HR side of this situation I'm looking at market data, internal equity (pay of others at this level and/or in similar roles) and trying to get to the candidate's number(s), or as close as I can (and then I explain where we're landing). I'd be trying to make this work, within reason.

A sign on bonus can certainly sweeten the deal but it's a one-time thing and not part of base or ongoing total comp. Maybe it's a good bridge until you start earning on additional components of a stock options, executive rewards (STI/LTI), or some other incentive program, but it's seldom a solution and without longer term incentives, new hires can feel a bit unsatisfied with total comp in year 2.

[Anonymous]

You could get a negotiation coach. There are services that offer this/even provide free consulting for an hr or so.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Salary will be the hardest to negotiate. Sign on bonus and stocks are easier.

Same HR Leader here again... It depends on the delta between the offered number and your number. Some organizations have more strict/narrow salary ranges in their comp structure, and others have broader bands. Neither approach is right or wrong; there are many right ways to do this.

In my current org our philosophy is that if a candidate is the right hire after our interview process, let's not lose them over a few thousand dollars. If I'm on the HR side of this situation I'm looking at market data, internal equity (pay of others at this level and/or in similar roles) and trying to get to the candidate's number(s), or as close as I can (and then I explain where we're landing). I'd be trying to make this work, within reason.

A sign on bonus can certainly sweeten the deal but it's a one-time thing and not part of base or ongoing total comp. Maybe it's a good bridge until you start earning on additional components of a stock options, executive rewards (STI/LTI), or some other incentive program, but it's seldom a solution and without longer term incentives, new hires can feel a bit unsatisfied with total comp in year 2.

Just wanted to say, "YOU ARE A ROCKSTAR!"
Thank you