What do you want to do with your telework time that you couldn't accomplish with more $$? If you want to do laundry while at home, how much does it cost to hire someone to do laundry? I agree with PPs to make it all about the salary. If they dont go high with that you can always counter with a lower salary PLUS WAH.

Shit. Be bold. I asked for a 50k raise and got it. Asked for a $100k sign on and got it. Fuck 15%.

This one.

Anonymous wrote:

Anonymous wrote:Let's have fun with fringe benefits. I would demand a $5,000 account for conferences and education. And first or business class cabin on all domestic and international travel.

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Please don't do this. Unless you are a top-level exec this will make you seem high maintenance and full of yourself. Don't scare them off. Stick to the things that are really important to you.

Agree. Do not do this. If I were offering you a job and you came back with this trivial bs, I'd immediately label you as high maintenance and not worth the time.

But, 15% is a pittance. They came to you. You should ask for a major bump ... 30% if not more. If they like you, as it appears they do, they'll come back with a counter if they really cannot do 30%. And while I have no real idea what you make, the fact that you initially suggested 15% and know such a precise range of your colleagues' salaries makes me think you don't make a monster amount - so, even 30% more is probably not a ton in an absolute sense to the employers bottom-line.

You need to identify what's really important to you (salary, time off, WAH, whatever) and maximize your request in that vertical. Do not come up with a laundry list of nice to haves that will make you look like a PITA. In my experience, salary is the end all be all and can make up for lack of a lot of other perks. You may have a different view.

But I would aim high but on the fewest number of demands. They are coming after you, so don't sell yourself short, but also don't scare them off with a bunch of small items you don't really need. I'd ask for a big salary, a sufficient number of vacation days, and the "flexibility to WAH" occasionally as appropriate, but not aim for a specific number of WAH days per week unless you know you need them.

At s minimum, they would need to match my Fed benefits - 20 days paid vacation, Fed holidays, 401K that can match the TSP, health benefit sequel or better at least 20 percent more over my $120K salary for me to walk.

My DW works at a BigLaw firm and my benefits as a Fed are much better.

[quote=Anonymous][quote=Anonymous]Let's have fun with fringe benefits. I would demand a $5,000 account for conferences and education. And first or business class cabin on all domestic and international travel.[/quote].

Please don't do this. Unless you are a top-level exec this will make you seem high maintenance and full of yourself. Don't scare them off. Stick to the things that are really important to you. [/quote]

3k accounts are common in academia.

Give yourself some kind of guarantee in case you get laid off or it doesn't work out. If they let you go within two years, for example, you get $xx. I'm sure there is a name for that.

Anonymous wrote:Let's have fun with fringe benefits. I would demand a $5,000 account for conferences and education. And first or business class cabin on all domestic and international travel.

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Please don't do this. Unless you are a top-level exec this will make you seem high maintenance and full of yourself. Don't scare them off. Stick to the things that are really important to you.

Anonymous wrote:Twenty days of annual leave isn't much (many of us lost 10 days due to snow this year). Ask for 28 days.

Or better for 128 days.

Anonymous wrote:

Anonymous wrote:Devil's advocate here ~ any reason to be suspicious that someone at your present firm wants you out? Or wants you to land somewhere before they make cuts? Just have to ask.

Otherwise I agree, I wouldn't consider it for less than a 20% bump. What about benefits, vested retirement?

I'm always very cautious when a position is created. It can be a dumping ground for all the things currently going wrong - that they want fixed. May not be a clear chain of command. There will be no easy way to evaluate you - whether you are succeeding in a position that is new. Again, just things to think about. Good luck.

Excellent point!

I would ask what the career path for the created position would be.

I agree that I wouldn't change jobs if it meant less paid leave. I was offered a notable raise to switched but my PTO would have been a 1/3 and hours are longer, so the hourly rate wasn't really much of a bump, certainly not enough for me to move.