Salary Negotiations:

Negotiating an offer starts with the first interview, not the “offer call”.

Many candidates receive advice to be cagey about their salary expectations.

Here's why that’s the wrong advice:

It’s a waste of everyone’s time.

It’s frustrating for the hiring team.

A company will be more inclined to pull your offer than fight for you.

Instead: know your worth, know your value, and be honest without revealing all your cards.

The Common Mistake

The number one mistake candidates make happens in the very first conversation with the recruiter or interviewer when salary is brought up.

Picture this:

You're having a pleasant conversation with the recruiter, you’ve built strong rapport. You’ve discussed the role, and you’re very excited about the opportunity.

Recruiter: “What kind of salary are you looking for”?

You: “What is your salary range”?

Recruiter: “I’m talking to candidates seeking $200K-$230K. Is that within your expectations”?

(You know you will NOT accept anything lower than $250K. But instead of saying that, you say…)

You: “I’m sure we can come to agreeable terms”.

Recruiter: “$230K is the top of our range, and we’re unable to come outside of that. Before we move to the next round, I want to make sure we’ll be able to make you an offer that you’re compelled to accept and motivated by…Is $200K-$230K what you’re looking for”?

You: “It’s lower than what I’m expecting, but I’m sure we can work something out”.

Not a great way to make a first impression. In fact, it’s a great way to piss off the recruiter.

They can’t read your mind, so don’t expect them to.

How to Negotiate Your Offer From Day 1

Be Upfront About Salary Expectations: If the job description lists a salary range, confirm it. For example, you could say, “That’s a really wide range. Based on the number of years of experience you’re looking for, where do you expect to fall within that range for an offer?”

Gauge the Range: Understand how the company determines where a candidate falls within their salary range. If you have three years of experience and the top of the range requires five, ask if they are willing to exceed the range for the right candidate. AND what the ‘right’ candidate would need to possess.

State Your Expectations: When asked about your salary expectations, provide a clear range based on your experience and market research. For instance, “I’m talking to other companies that are offering between $140,000 and $160,000 based on my experience. Is this something you can compete with?”

Document Everything: Keep notes on the salary, equity, benefits, and bonuses discussed during the interview process.

Laying the Groundwork

From the first interview, ensure you lay the groundwork for salary discussions. If the salary range they provide is significantly lower than your expectations, it’s better to know early and decide whether to continue with the process.

Misconceptions:

A common misconception is that companies have flexibility in their budgets to meet candidate demands.

This is often false.

If you need $250,000 but they can only offer $230,000, you need to tell them that upfront.

You’re going to get one of three responses:
1) “That’s out of our range, and our max is $230K.”

2) “That’s slightly outside of our range - let me check in with the team to see if it’s doable”

3) “Assuming the interview team is in agreement at the end of the interview process, we can go to $250K” (another version would be something like this: “Would you consider a $20K sign-on bonus to offset the delta?”)

You know what the great thing is about all of these responses?

It gives you clarity.

It puts you in a position of power because you know exactly what to expect.

Ongoing Communication

Throughout the interview process, maintain open communication with the recruiter:

Check-in for Feedback: After each interview, ask for feedback and express your interest in moving forward.

Inquire about any concerns they might have, as this can give you leverage during the offer stage.

The Offer Stage

When you reach the offer stage, the company will present you with a specific salary package. If you laid the groundwork, you’ll know exactly what’s coming.

If they surprise you with a lower offer than expected, here’s how to handle it:

Ask Questions: For example, if they offer $130,000 plus a 10% bonus and 5,000 shares, you could respond with, “Thank you so much, I’m excited about this opportunity. The salary range mentioned initially was between $120,000 and $140,000. Can you share what led you to offer $130,000 instead of $150,000?”

Leverage Other Offers: If you have other offers, mention them. For instance, “I have other offers at $150,000 plus a 20% bonus. Unfortunately, I can’t accept $130,000, and if I didn’t convey that in my first call with you I apologize. I know there were no concerns raised during my interviews, so please advise if you’re able to meet me at $150,000.”

Watch for Red Flags: They may agree to $150,000 on the call, which can be frustrating if you feel they initially came in $20K lower.

When you’re honest and upfront from day 1, you avoid the back and forth.

You avoid being “negotiated with”.

When you’re honest and up front from day 1, you get what you want.

Everyone’s expectations are clear.

You should know exactly what your offer is going to be because of the groundwork you laid out, and the open communication you had with your potential employer.

Show the company that you are prepared, confident, and know your worth.

This approach ensures you get the best possible offer without unnecessary frustration and time wasted.

That’s all for this week.
Happy Hunting!