Behavioral & Negotiation
Salary Negotiation & Offer Evaluation
Negotiation is the highest-ROI skill in your career. A single negotiation conversation can add $50K-$200K+ to your total compensation. Don't skip this.
The Golden Rules
- Never give a number first. Let them make the initial offer.
- Always negotiate. Companies expect it. The initial offer is never the best offer.
- Compete offers against each other. Multiple offers are your greatest leverage.
- Be professional and grateful. Negotiation is a collaboration, not a confrontation.
- Get everything in writing. Verbal promises mean nothing.
When the Recruiter Asks for Your Salary Expectations
Early in the process:
"I'd prefer to focus on finding the right mutual fit first. I'm confident we can find a number that works for both of us once we determine I'm the right candidate."
If they insist:
"Based on my research for [level] roles in [location], I'm targeting a total compensation in the range of [X-Y]. But I'm most interested in the overall package and the opportunity."
Negotiation Framework
Step 1: Receive the Offer
Don't accept or negotiate immediately. Say:
"Thank you! I'm very excited about this opportunity. I'd like to take a day to review the full details. When do you need a decision by?"
Step 2: Research the Market
Use these resources to understand if the offer is competitive:
- levels.fyi -- Verified compensation data by company/level
- Glassdoor -- Salary reports (less accurate at senior levels)
- Blind -- Anonymous tech worker discussions
- Teamblind.com -- Compensation sharing threads
Step 3: Negotiate
Template:
"I'm very excited about joining [Company]. After reviewing the offer and comparing with my other opportunities, I was hoping we could discuss the compensation. Based on my experience and the market data for [Level] roles, I was targeting [specific number or range]. Is there flexibility to adjust the [base/equity/signing bonus]?"
What you can negotiate:
| Component | Flexibility | How to Ask |
|---|---|---|
| Base Salary | Medium | "Is there room to increase the base?" |
| Equity/RSU | High | "Can we increase the equity grant?" |
| Signing Bonus | High | "Could we add/increase the signing bonus?" |
| Start Date | High | "Could I start on [date] instead?" |
| Level | Low-Medium | "Based on my experience, would [Level+1] be appropriate?" |
| Remote/Hybrid | Medium | "Is there flexibility on the work arrangement?" |
| Relocation | Medium | "Does the company offer relocation assistance?" |
Step 4: Evaluate the Full Package
Don't just compare base salaries. Calculate total compensation over 4 years:
4-Year TC = (Base × 4) + Total Equity Grant + (Annual Bonus × 4) + Signing Bonus
Example:
Company A: $180K base + $400K RSU/4yr + 15% bonus + $50K signing
= $720K + $400K + $108K + $50K = $1,278K over 4 years
Company B: $200K base + $300K RSU/4yr + 10% bonus + $0 signing
= $800K + $300K + $80K + $0 = $1,180K over 4 years
Company A is better despite lower base salary.
Equity Evaluation
| Type | What It Is | Risk Level |
|---|---|---|
| RSU (Restricted Stock Units) | Actual shares, vest over time | Low (public company) |
| Stock Options | Right to buy shares at a set price | Medium-High |
| Startup Equity | Options or shares in private company | High |
For startup equity, ask:
- What's the current valuation?
- How many total shares outstanding? (your % matters more than count)
- What's the exercise price?
- What's the vesting schedule? (standard: 4-year with 1-year cliff)
- What happens if you leave before full vesting?
Red Flags in Offers
| Red Flag | What It Means |
|---|---|
| "We don't negotiate" | They might, but try. If truly rigid, evaluate the full package |
| Pressure to accept immediately | They don't want you to compare offers. Ask for time |
| Vague equity details | Get specific numbers before accepting |
| Below-market base with "potential" bonus | Base is guaranteed; bonus isn't |
| No written offer letter | Don't resign your current job without one |
Most Important Tip: The best time to negotiate is when you have competing offers. If you're interviewing, try to align timelines so you receive multiple offers in the same window.
Finally, let's plan your next steps and explore the specialized interview courses available. :::