So, this company wants me. But I want about a 40% increase in salary from their original deal. We are talking tomorrow again. I came in at the tail end of the interview process. I am a great interview btw. I have experience and know how to make shit happen no matter what. 40% seems huge to me from an original offer. I told him I want everything in writing before Day 1. I am going to talk him into this with my track record and proven results. But 40% seems crazy to a businessman right? I don't want to lose it but I know the margins, what they make, expenses, etc. He could balk and I may cave. Some of you have been here right? He is not a stupid guy. I figured my total compensation to be at one- sixth of what he will benefit. Coming in at the end after he has interviewed lots; that has to have some weight.
Vlad,
I’ve probably hired & fired 50 people in the last half dozen years (and I went to business school) so I’m happy to share some thoughts.
First, let me say that the short answer to your question is: not like this. I’ll explain.
Also, why are you looking for a job? Write down the reasons, it will help.
So how did you get to a 40% increase? That will be the 1[SUP]st[/SUP] question (if the other side knows what they are doing) when you propose it. Is 40% more comparable to the position in the market? Further, any successful negotiation requires that you take the time to put yourself in the other party’s position. Think about it, the equivalent of what you are suggesting is walking on to a car lot and finding a car with a sticker price of $50,000 and telling the salesman you will pay $30,000. How do you think that will be received? Will you be treated seriously? Tread carefully here and keep in mind that since you will be working for this manager, you want the other side to walk out of the negotiation satisfied. One other point on this, most companies post jobs based on a job grade (e.g. “65”) and the posted salary is often at the mid-point of that grade. What you are asking for is outside of the job grade, without a doubt.
What you are doing is positional bargaining (“you say $50” I say $100!”) and it is a proven loser. The people who research this stuff have found that positional bargaining often leads to bad outcomes as you become emotionally attached to your position (this is human nature) and any concession you make feels as if you are losing pride. Most negotiations masquerade as fixed-pie situations because people are negotiating about a single issue, usually price. Expand the issues on the table by coming up with a list of issues that are important to you and negotiate looking for joint gains.
Examples here would be: Location (if applicable), Paid Time off/sick, Retirement contributions/equity, salary and bonuses. Identify the priorities then be prepared to make concessions on issues that are least important to you. So what you may do here is say: “I’ve reviewed your offer and I am looking for a salary that is 10% above what you have offered. Also, since I am extending my commute, I would like to have an additional 3 days of vacation per year” - if that is the stuff that is important to you. You can make up the salary by asking for a bonus or an extra % contribution in the retirement plan.
My advice:
-Be firm but flexible (not a “hard bargainer”)
-Be precise. Don’t say “I’m looking for around $90,000” Say: “I’m looking for $91,000 per year as this is market value for my experience” Research on negotiations shows there is value of being precise
- Emphasize how your concessions benefit your counterpart
Finally, Let me say that if I offered someone I did not know a job and their response was to asking for 40% more, I would not take them seriously nor would I hire them. Take that for what it is worth.
Good luck.
I’ve probably hired & fired 50 people in the last half dozen years (and I went to business school) so I’m happy to share some thoughts.
First, let me say that the short answer to your question is: not like this. I’ll explain.
Also, why are you looking for a job? Write down the reasons, it will help.
So how did you get to a 40% increase? That will be the 1[SUP]st[/SUP] question (if the other side knows what they are doing) when you propose it. Is 40% more comparable to the position in the market? Further, any successful negotiation requires that you take the time to put yourself in the other party’s position. Think about it, the equivalent of what you are suggesting is walking on to a car lot and finding a car with a sticker price of $50,000 and telling the salesman you will pay $30,000. How do you think that will be received? Will you be treated seriously? Tread carefully here and keep in mind that since you will be working for this manager, you want the other side to walk out of the negotiation satisfied. One other point on this, most companies post jobs based on a job grade (e.g. “65”) and the posted salary is often at the mid-point of that grade. What you are asking for is outside of the job grade, without a doubt.
What you are doing is positional bargaining (“you say $50” I say $100!”) and it is a proven loser. The people who research this stuff have found that positional bargaining often leads to bad outcomes as you become emotionally attached to your position (this is human nature) and any concession you make feels as if you are losing pride. Most negotiations masquerade as fixed-pie situations because people are negotiating about a single issue, usually price. Expand the issues on the table by coming up with a list of issues that are important to you and negotiate looking for joint gains.
Examples here would be: Location (if applicable), Paid Time off/sick, Retirement contributions/equity, salary and bonuses. Identify the priorities then be prepared to make concessions on issues that are least important to you. So what you may do here is say: “I’ve reviewed your offer and I am looking for a salary that is 10% above what you have offered. Also, since I am extending my commute, I would like to have an additional 3 days of vacation per year” - if that is the stuff that is important to you. You can make up the salary by asking for a bonus or an extra % contribution in the retirement plan.
My advice:
-Be firm but flexible (not a “hard bargainer”)
-Be precise. Don’t say “I’m looking for around $90,000” Say: “I’m looking for $91,000 per year as this is market value for my experience” Research on negotiations shows there is value of being precise
- Emphasize how your concessions benefit your counterpart
Finally, Let me say that if I offered someone I did not know a job and their response was to asking for 40% more, I would not take them seriously nor would I hire them. Take that for what it is worth.
Good luck.
It's difficult for me to help you in negotiations without knowing anything about the service you are providing from your end personally. Each business model is different and companies obviously have more wiggle room when profit margins are high. I'm assuming given your track record and from reading your posts you are referring to the csb. I'm sure you're very good at it and know exactly what your doing. You need to focus solely on your talent and exactly what you bring to the table with a demonstration imho. This will be your main negotiating tool especially when your asking for 40% increase over initial offer. I would also assume you are at the top of the industry since your asking for a 40% increase and from reading your posts and all. My advice would be to schedule another face to face behind closed doors, but this time show what you can do with a demonstration of your talent. This will give him a true feel of what your made of and he may even offer 45-50% who knows. It solely depends on just how good you are. For those who aren't aware csb is an acronym for cock sucking business. Good luck buddy and make us proud.
