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In today’s email:

6 STEPS OF SALARY NEGOTIATION

Negotiating can be a challenge for many in the tech industry, regardless of their level of experience. The intricacies of compensation structures can be intentionally confusing, adding to the difficulty. To simplify the negotiation process, here are ten key principles everyone should be aware of:

1. Negotiation starts earlier than you think

When you begin the interview process, it's common for recruiters to inquire about your salary expectations. Do not provide a specific number. Instead, consider asking about the budgeted range for the role.

2. Mine for intel during interviews

Go into the interview ready not just to answer questions but to ask some of your own. You will use this as ammunition to negotiate later. Here are a few examples of what you should ask:

3. Don’t give in to the pressure

After being offered the role, the recruiter's focus transitions from assessing your suitability to negotiating terms. Seasoned recruiters often request you to state your salary expectations once more. Some astute recruiters may assure you that they'll advocate for your interests. However, it's wise to approach such assurances with caution.

Recruiter's statement: "Share your salary expectation, and I'll make sure it works out for you."

What it implies: "I'll aim for something slightly below what you state, but in the ballpark."

4. Your recruiter may have no say at all

At large tech companies like FAANG with over 5,000 employees, the compensation structure is highly standardized and determined by a dedicated team known as the "compensation committee." This committee considers factors such as your background, interview performance, and assigned level to establish your salary.

The recruiter's role is often limited, as they are provided with a predetermined number by the compensation committee. Clever recruiters aim to gather your compensation expectations upfront to streamline the negotiation process. However, this approach may have the downside of potentially limiting your ability to secure a higher offer later in the negotiation process.

5. Comparing offers

Not all job offers are created equal, as they can be intentionally intricate. Google might offer a front-loaded vesting schedule for stock, while Amazon provides substantial cash bonuses in the initial two years. While compensation is crucial, it's not the sole factor to consider:

6. Make the ask

It might feel uncomfortable to request a salary increase, and there's a lot of conflicting advice out there. Let's clarify a few things:

Claim: "I need a competing offer."

Reality: You don't necessarily need multiple offers. Simply mentioning that you're in talks with other companies is often enough. You can even reference expected salaries for similar roles.

Claim: "I need to provide copies of my other offers."

Reality: Not true, even though some companies may request them. Your signed NDA from the interviews can serve as a reason for not sharing them.

Claim: "I should send the recruiter an email with my ask and justification."

Reality: Negotiating over email is not ideal for a significant increase. For better results, consider having the conversation over the phone instead of using generic email templates.

Claim: "If I find a number online, I can use it as a reason to negotiate."

Reality: Quoting online figures, especially from platforms like Glassdoor, may not be well-received by recruiters. Compensation is specific to your situation, so prepare arguments tailored to your experience and skills.

Claim: "The best way to get more is to emphasize how qualified I am."

Reality: While highlighting your qualifications is essential, it's not the sole factor in negotiation. Be prepared with specific, situation-specific arguments to support your request for a higher salary.

Good Luck 💙