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.

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

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.

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!

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.