Salary Negotiation Prep

When to Use This Skill

Use this skill when the user wants to:

• Negotiate a job offer or salary
• Research market rates for their role
• Create a counter-offer strategy
• Understand total compensation packages
• Mentions: "salary negotiation", "negotiate offer", "counter offer", "compensation", "how much should I ask for"

Core Capabilities

• Research and validate market compensation
• Build negotiation strategy and scripts
• Calculate total compensation (not just base salary)
• Prepare counter-offer responses
• Identify negotiation leverage points
• Navigate difficult salary conversations

The Negotiation Mindset

Key Principles:

1. Negotiation is expected - companies budget for it
2. 84% of employers expect candidates to negotiate
3. Not negotiating leaves $500K-$1M on the table over a career
4. The goal is win-win, not adversarial

What You're Really Negotiating:

• Base salary
• Signing bonus
• Annual bonus/commission
• Equity (stock options, RSUs)
• Benefits (401k match, insurance)
• Perks (vacation, remote work, professional development)
• Start date
• Title

Research Phase

Step 1: Determine Market Rate

Sources to Check:

• Levels.fyi (best for tech)
• Glassdoor (general, take with grain of salt)
• LinkedIn Salary
• Blind (anonymous reports)
• PayScale
• Salary.com
• H1B salary data (publicly available)

Build a Range:

Low (25th percentile): $XXX,XXX
Target (50th percentile): $XXX,XXX  
High (75th percentile): $XXX,XXX
Stretch (90th percentile): $XXX,XXX

Step 2: Know Your Value

Factors That Increase Your Worth:

• Years of relevant experience
• Specialized/rare skills
• Track record of results
• In-demand certifications
• Current competing offers
• Referral from employee
• Market demand in your field

Factors That May Limit:

• Entry level or career change
• Less experience than ideal candidate
• Gaps in required skills
• Location arbitrage (lower cost of living)

Step 3: Calculate Total Compensation

Total Comp = Base + Bonus + Equity + Benefits

EXAMPLE:
Base Salary: $150,000
Target Bonus (15%): $22,500
RSU Grant (4-year): $200,000 ($50,000/year)
401k Match (4%): $6,000
Benefits Value: ~$15,000

Total Annual Comp: $243,500

Common Equity Terms:

• RSUs: Restricted Stock Units (real shares, taxed when vesting)
• Options: Right to buy at strike price (value = current price - strike price)
• Vesting: Typically 4-year with 1-year cliff
• Refresh grants: Annual additional equity grants

Negotiation Strategy

When to Negotiate

Best Time: After you have a written offer, before you sign

Timeline:

1. Receive verbal offer → Express enthusiasm, ask for written offer
2. Receive written offer → Thank them, ask for time to review
3. Research and prepare → 24-48 hours
4. Counter with ask → Email or call
5. Discussion/back and forth → May take several rounds
6. Final agreement → Get in writing

The Counter-Offer Framework

Structure:

1. Express enthusiasm
2. Reinforce your value
3. Make specific ask
4. Provide justification
5. Open discussion

Counter-Offer Email Template

Subject: [Your Name] - Offer Discussion

Hi [Recruiter/Hiring Manager],

Thank you so much for the offer to join [Company] as [Title]. I'm very excited about the opportunity to [specific thing about the role]. After speaking with the team and learning more about [something specific], I'm confident this is the right fit.

I've had time to review the offer details and wanted to discuss the compensation. Based on my research of the market and my [X years of experience / specific valuable skill / competing offer], I was hoping we could discuss a base salary of $[Your Ask] rather than $[Their Offer].

[Optional: Add specific justification - e.g., "I've seen similar roles at [comparable companies] in this range" or "Given the scope of the role and my track record of [specific achievement], I believe this reflects my value."]

I'm flexible and open to discussing other elements of the package as well. Would you have time for a quick call to discuss?

Thank you again for this opportunity. I'm looking forward to finding a package that works for both of us.

Best,
[Your Name]

Counter-Offer Call Script

"Hi [Name], thanks for making time. I'm really excited about this opportunity - [genuine specific reason].

I've reviewed the offer and want to discuss compensation. Based on my market research and [X years experience / key accomplishment / competing offer], I was hoping for a base salary closer to $[Amount].

Is there flexibility there?"

[LISTEN - Let them respond]

[If they push back:]
"I understand there are constraints. I'm flexible - could we look at other elements like signing bonus, equity, or [other element] to bridge the gap?"

[If they say they'll need to check:]
"That's totally fair. When would be a good time to reconnect?"

Common Negotiation Scenarios

Scenario 1: First Offer Is Low

Approach:

• Don't accept immediately
• Express enthusiasm for role
• Counter with research-backed number
• Be prepared to justify

Script:

"I'm thrilled about the opportunity. The base salary is lower than I expected based on my research. For this role and market, I was expecting something in the $X-$Y range. Is there room to move closer to $X?"

Scenario 2: They Ask Your Salary Expectations First

Deflection Strategy:

"I'm flexible and focused on finding the right fit. What's the range you've budgeted for this role?"

If Pressed:

"Based on my research for this role and market, I'm looking at $X-$Y, but I'm open to discussing the full compensation picture."

Scenario 3: They Won't Budge on Base

Alternatives to Negotiate:

• Signing bonus (one-time, easier to approve)
• Additional equity
• Earlier performance review (sooner raise)
• More vacation days
• Remote work flexibility
• Professional development budget
• Title upgrade
• Relocation assistance
• Start date

Script:

"I understand the base salary is firm. Could we discuss a signing bonus to help bridge the gap? Something in the range of $X would make this work."

Scenario 4: You Have Competing Offers

Use Carefully:

• Only mention if true
• Don't make it a threat
• Frame as problem-solving

Script:

"I want to be transparent - I'm also in discussions with [another company/a few other companies]. They're offering $X. [Your Company] is my first choice because [genuine reason], but I want to make sure the compensation is competitive."

Scenario 5: They Ask About Current Salary

In Many States, This Question Is Illegal

If Asked (and legal):

"I'd prefer to focus on the value I'd bring to this role and what the market rate is. What's the range you've budgeted?"

Or Redirect:

"My current compensation isn't really comparable since [different location/role/structure]. Based on my research for this role, I'm targeting $X-$Y."

Negotiation Tactics

Do's:

• ✅ Always negotiate (respectfully)
• ✅ Get the offer in writing before negotiating
• ✅ Research thoroughly
• ✅ Be specific with numbers
• ✅ Express genuine enthusiasm
• ✅ Give them a way to say yes
• ✅ Consider total compensation
• ✅ Be patient - process takes time
• ✅ Get final agreement in writing

Don'ts:

• ❌ Accept on the spot
• ❌ Give a salary history (if not required by law)
• ❌ Make ultimatums
• ❌ Lie about competing offers
• ❌ Be rude or aggressive
• ❌ Negotiate just for the sake of it
• ❌ Accept verbal promises without writing
• ❌ Burn bridges if it doesn't work out

Total Compensation Comparison

Side-by-Side Analysis

## OFFER COMPARISON

| Component | Company A | Company B | Notes |
|-----------|-----------|-----------|-------|
| Base Salary | $150,000 | $140,000 | A wins |
| Target Bonus | 15% ($22,500) | 20% ($28,000) | B wins |
| Signing Bonus | $20,000 | $10,000 | A wins |
| Equity (annual) | $50,000 | $75,000 | B wins |
| 401k Match | 4% ($6,000) | 6% ($8,400) | B wins |
| Benefits | Standard | Premium | B wins |
| WFH | Hybrid (3 days) | Full remote | B wins |
| Vacation | 3 weeks | Unlimited | Depends |

**Year 1 Total Comp:**
Company A: $248,500
Company B: $261,400

**Analysis:** Company B is higher total comp, but Company A has higher base which affects future raises and mortgage qualification.

Negotiation Timeline Template

Day 1: Receive offer
- Thank them, express enthusiasm
- Ask for offer in writing
- Ask deadline for response

Day 1-3: Research
- Verify market rate
- Calculate total comp
- Identify priorities
- Prepare counter-offer

Day 3-5: Counter
- Send counter-offer email or schedule call
- Be specific about ask

Day 5-10: Discussion
- May require several rounds
- Be patient but responsive
- Stay professional and positive

Day 10+: Resolution
- Agree on terms
- Get everything in writing
- Sign and celebrate!

Output Format

When preparing salary negotiation:

# SALARY NEGOTIATION STRATEGY

## Market Research Summary
**Role:** [Title]
**Location:** [City/Remote]
**Experience Level:** [Years]

**Market Range:**
- 25th percentile: $XXX,XXX
- 50th percentile: $XXX,XXX (target)
- 75th percentile: $XXX,XXX
- 90th percentile: $XXX,XXX (stretch)

**Sources:** [List sources used]

## Their Offer
| Component | Amount |
|-----------|--------|
| Base | $XXX,XXX |
| Bonus | X% |
| Equity | $XXX,XXX |
| Signing | $XXX |
| Total Year 1 | $XXX,XXX |

## Your Counter
| Component | Ask | Justification |
|-----------|-----|---------------|
| Base | $XXX,XXX | [Why] |
| Signing | $XXX | [Why] |
| [Other] | | |

## Counter-Offer Script
[Email template or call script customized for this situation]

## If They Push Back
**Plan B:** [Alternative elements to negotiate]
**Walk-away Point:** [Your minimum]

## Key Talking Points
1. [Your experience/value point]
2. [Market data point]
3. [Specific achievement]

## Questions to Clarify
- [Equity vesting schedule?]
- [Bonus guaranteed?]
- [Review cycle timeline?]

Implementation Checklist

1. ✅ Research market rate from 3+ sources
2. ✅ Calculate total compensation (not just base)
3. ✅ Identify your priorities
4. ✅ Determine walk-away point
5. ✅ Prepare counter-offer with justification
6. ✅ Write or practice negotiation script
7. ✅ Plan for pushback scenarios
8. ✅ Get agreement in writing
9. ✅ Review final offer letter carefully
10. ✅ Sign and celebrate!

ScoutJobs integration

Record the numbers: scoutjobs job set <id> --salary-min N --salary-max N --currency EUR. When the user decides, log it: scoutjobs decision log --kind accept_offer|decline_offer --job <id> --reason "<their words>" --signals '{"salary":N,"remote":"...","company_size":"..."}'. Declined offers are the strongest preference signal ScoutJobs has.