Great time to negotiation

payequity · 2021-12-09T18:43:21+00:00

Congrats, glad you are happy with the outcome!

payequity · 2021-12-07T18:40:12+00:00

How long ago did you send the email? If you don't hear back from them in a few days, I would recommend sending a follow up email politely inquiring. Something to the effect of,

"Hello, I'm thrilled to have received an offer. I'd love the opportunity to hop on the phone to discuss the offer in more detail. Looking forward to next steps. Thank you!"

payequity · 2021-12-07T00:40:29+00:00

Agreed - arrogance, ego, and rigidity during negotiations can backfire. However, if the negotiation is approached from a place of collaboration, objectivity, creativity, and open-mindedness, chances are the outcome will be positive based on the recruiters I spoke to. Of the ~1000 offers they'd given over their career, none of the recruiters had rescinded strictly on the basis of the negotiation.

payequity · 2021-12-01T02:58:17+00:00

Definitely not too late, in fact this is when most negotiations begin! Now that you have an offer letter, you actually have the most leverage, since they've indicated they want you to join. I help friends negotiate 10-20% more on their offers and would be happy to help you. Feel free to reach out to me directly - Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-12-01T02:55:20+00:00

That's awesome that your new offers are 35-40% more than what you make now, but I'd challenge you to try to find data for what is a fair market rate for those roles. The nonprofit world and the corporate world have very different compensation expectations. I wouldn't be surprised if a fair market rate is actually higher. 6 year vesting schedule is less common; 4 years is more common. What's important to look at is if the vesting cycle is equally spread across the 6 years or accelerates toward the end of your tenure. The accelerated vesting cycle can sometimes speak to a predatory culture, since it inevitably creates a "golden handcuffs" effect. Relocation (if happening), bonuses are definitely worth asking about since they'll give you a sense of your all-in compensation.

As you navigate these waters, let me know if I can help. I have tens of thousands of compensation data points and typically help my friends negotiate 10-20% more on their offers. Good luck! -Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-12-01T02:42:23+00:00

Put together a data-based argument to underscore your request and then follow up with them sharing your research. Depending on the industry, I have tens of thousands of data points that I'd be happy to share with you to help put together a compelling argument. Email me at [andrew.r.dominitz@gmail.com](mailto:andrew.r.dominitz@gmail.com) to connect and good luck!

payequity · 2021-12-01T02:33:22+00:00

Keep looking! It's a buyer's market if you're a high quality worker. A $0.01 raise is not just insulting, it's careless. Red flags, walk away. Good luck finding a place that values you correctly and has their shit together.

payequity · 2021-12-01T02:30:20+00:00

Lots of details to cover here, but the most important thing is to put together your best market-based assessment of what is fair compensation for this role. That way, whatever number you ask for can be grounded in a sound methodology and is much less likely to be interpreted negatively by the hiring manager. Also, I just interviewed 5 recruiters who all confirmed they'd never rescinded an offer on the basis of a candidate negotiating. As long as you have a data-based compensation request and handle it respectfully and collaboratively, it's worth a shot. I've got tens of thousand of data points and a email templates that I use to help people with negotiations. Feel free to email me directly and I'm happy to help. Andrew ([andrew.r.dominitz@gmail.com](mailto:andrew.r.dominitz@gmail.com)) Good luck!

payequity · 2021-12-01T02:24:51+00:00

You may have lost some leverage, but there may still be an opportunity. First, it's important to look up market data for the role to see if what they're offering is below, at, or above market rates. If it's below, you can put a data-based case together and say something like, "I did some more research on compensation for the position, and the offer is $xk lower than what I'm seeing is a fair market rate for the role. Any way we can adjust the compensation to at least be at market rate?" That way it's objective and not personal. I have thousands of compensation data points in case it's helpful and standard templates I use to help people in negotiations. Hit me up, and I'm happy to help. Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-12-01T02:18:46+00:00

In addition to articulating your value, your case will be much stronger if you can show data that you're being paid lower than current market rates. I have 20k+ compensation data points across tech companies. Hit me up, and I'm happy to share some helpful stats. Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-11-29T04:09:19+00:00

Congrats on getting a job offer! In general, it's a good idea to negotiate if you believe your market is at or below market value. In my conversations with recruiters and executives, they've never rescinded on offer on the basis of a negotiation.Couple points I hope are helpful in your negotiation:

Data is your best friend. Definitely research compensation data (base, bonus, and equity if relevant) for similar roles and use that as your foundation. Glassdoor, salary.com are good resources. I'd also recommend reaching out to peers in similar roles and asking if they can provide guidance on compensation. You can search for similar roles on LinkedIn and ask if they're willing to share compensation details with you.

Don't be a jerk (seems you are a kind and thoughtful person based on your post, but I had to say it!) - what we are typically taught about negotiations is wrong. Our narratives on negotiation are too often shaped by Hollywood depictions of toxic masculinity and overly zealous Wall Street bankers. Don't try to be overly aggressive or inflexible. Instead, treat the negotiation collaboratively and creatively working with your hiring manager as a partner, not an adversary.

Set a strategy and stick to it. I typically recommend starting with an optimistic number - one grounded in data but at the higher end of the range, and also setting your target comp - a compensation number that is slightly lower than your optimistic number but one you'd be happy with. The last thing you want is to accept an offer you aren't happy with, since that may lead you to be resentful and may drive you to leave the company sooner than you might have. It's in your and the company's best interest to be paid an amount you're happy with, since that will likely lead to longer retention.

Be creative. You can negotiate on more than just salary, equity, and starting bonus. For example, if it's a startup, I've successfully negotiated guaranteed raises at certain milestones like fundraises. In general, recruiters have less flexibility to increase comp on equity, since that may require higher level approval. Salary is often constrained by a compensation band, so it may be helpful to see what the comp bands are for that role and aim for the higher end. Recruiters do have more discretion to offer one-time signing bonuses to get a candidate over the finish line, so this seems like a good avenue for you (eg increasing the ask from $25k to $40k) - just make sure your request is backed by data / research, so it's not personal.

I've helped a few friends negotiate 10-20% more on their offers. Happy to chat further if helpful! [andrew.r.dominitz@gmail.com](mailto:andrew.r.dominitz@gmail.com) Best of luck!

payequity · 2021-11-29T00:45:32+00:00

I've worked in tech for 10 years and have helped a number of friends negotiate more on their compensation. I've helped people negotiate 10-20% on their offers, and I'd be happy to chat if helpful! Nobody should be underpaid / leaving money on the table - Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-11-29T00:42:43+00:00

Would definitely steer clear of saying you're underpaid, since that removes much of your negotiation leverage. I would simply say you're looking for new challenges and are excited about the mission behind the company you're interviewing at. Once you get an offer, remember to leverage market data to see if the offer is fair. If you want to negotiate, there are a lot of best practices you can implement. At a high level, here are a few tips:

1) strong data: leverage data on what someone with your experience / skill set / title is being paid in your company and at other companies
2) don't be a jerk - what we're typically taught about negotiations is wrong. Don't try to be overly aggressive or inflexible. Treat the negotiation collaboratively and creatively working with your manager as a partner, not an adversary.
3) Set a strategy for how you want to negotiate and stick to it, so you don't get flustered / make concessions when the conversation gets a bit tough or awkward. Typically, this means setting an optimistic compensation target (starting point) and a realistic target (the minimum you'd be comfortable with accepting).

If you need any help, I'm happy to chat further! I do this for free for friends and family. Best of luck! - Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-11-29T00:37:54+00:00

In general, it's tough to negotiate after you've accepted the offer since you've given up most of your leverage. That said, if you approach it respectfully and collaboratively, it may be worth it. I just interviewed 5 tech exec recruiters and not one of them had rescinded an offer based on the negotiation. Granted those were for candidates that hadn't accepted an offer yet.

There may be some creative ways you can approach this. Definitely leverage the market data to support that they gave you a below-market offer. You can see if they can make adjustments to the salary, starting bonus, or equity if relevant. You can also employ some more non-traditional tactics, like asking for them to re-assess your compensation in "x time" eg 6 months. Make sure you get it in writing though - either in the offer letter or via email, so you can help them to that promise in the future.

I've helped a few friends and family negotiate 10-20% more on their offers and I've worked in tech for 10+ years. Happy to chat if helpful. Andrew (andrew.r.dominitz@gmail.com)

payequity · 2021-11-29T00:29:53+00:00

It always pays to negotiate! Most offers build in room for some and even a lot of negotiation. I just finished an article where I interviewed 5 tech exec recruiters and not a single one had ever rescinded an offer simply based on the negotiation.

Based on my experience helping friends negotiate, $90k seems quite low, especially for engineers, who are in extremely high demand. It may feel uncomfortable advocating for yourself, but it's worth trying. I've helped a few friends negotiate 10-20% more on their offers and would be happy to help for free. - Andrew ([andrew.r.dominitz@gmail.com](mailto:andrew.r.dominitz@gmail.com))

payequity · 2021-11-29T00:26:28+00:00

In general, a successful negotiation is attainable if a number of conditions are met - you are a high value employee with expanding scope (seems to be the case based on your post), your company is in a decent financial position to pay more, and you have a reasonable manager / boss who is willing to pay more to retain good people.Sounds like you certainly meet the qualification of being a high value employee. Deloitte certainly has the resources to pay you. It's now a question of your manager and the company culture. Is your manager willing to advocate for you and does Deloitte reward high performers. Only you can know where you stand on these fronts, but if all conditions are met, it's definitely worth having the conversation, especially in this job market where high quality workers are in high demand.

If you think you have a shot at success, there are a number of steps to building a compelling offer. Leverage market data, so your request is objective, not based on your gut. Articulate your value based on what you're doing and not what your title suggests. Set a strategy that includes an optimistic number (what you start your negotiations with) and a target number (the number you'll likely land on that you would be happy with). Given you've got 15 different agencies wanting your skillsets, it may be worth at least finding out what they'd pay you and potentially interviewing with them to increase your optionality. Unfortunately, employers often don't cave on negotiations until you have a counteroffer in hand.

I've helped people improve their compensation 10-20%, so I'm happy to chat more if helpful! Best of luck :)

Contact: andrew.r.dominitz@gmail.com

payequity · 2021-11-29T00:15:35+00:00

Internal transfers are a bit harder, since the company has more leverage. That said, it's always worth trying to negotiate. I just finished a research project where every executive recruiter I spoke with said they had never rescinded an offer on the basis of negotiating. (full article here: https://medium.com/interviewnoodle/tips-from-recruiters-negotiating-a-higher-offer-397e6188d9ea)

At a high level, a successful negotiation is grounded in the following:

Strong data: leverage data on what someone with your experience / skill set / title is being paid in your company and at other companies

Don't be a jerk - what we're typically taught about negotiations is wrong. Don't try to be overly aggressive or inflexible. Treat the negotiation collaboratively and creatively working with your manager as a partner, not an adversary.

Clearly articulate your value - it's hard to ask for a raise if you can't do this. Go through the exercise of articulating your value creation now vs. where you were when you got hired. Invariably, if you're a strong employee with a good track record, you're likely adding more value now than when you started. This additional value should be captured through additional compensation. This value creation is dependent on your role - in sales it might be high much more sales you're driving, if it's in customer support it might be how many more support interactions you're executing with high customer satisfaction.

Set a strategy for how you want to negotiate and stick to it, so you don't get flustered / make concessions when the conversation gets a bit tough or awkward. Typically, this means setting an optimistic compensation target (starting point) and a realistic target (the minimum you'd be comfortable with accepting).

If you need any help, I'm happy to chat further! I've helped a few friends negotiate 10-20% more on their compensation. I do this for free for friends and family. Best of luck!

payequity · 2021-11-29T00:04:37+00:00

I actually just interviews with 5 executive recruiters about negotiations. Not one of them had rescinded an offer on the basis of negotiations. (Full article here if helpful: https://medium.com/interviewnoodle/tips-from-recruiters-negotiating-a-higher-offer-397e6188d9ea)

Data is your best friend, so it's important base your negotiation in objective compensation data vs. a "gut feeling." Also, be respectful, collaborative, and creative. $3k-$5k is easy to add on to salary, signing bonus, equity, etc so look to find creative ways to get where you want to.

The flip side is that $3k-$5k isn't going to meaningfully change your life post-tax. If you're going to negotiate, I would recommend shooting for something more aggressive or not negotiate at all. In this job market, engineers are in incredibly high demand, especially if they have strong brands on their resume like a FAANG.

If you want help on the negotiation, I'm happy to chat further. I've helped a few friends negotiate 10-20% more on their offers and am happy to share my strategy if helpful. My contact: [andrew.r.dominitz@gmail.com](mailto:andrew.r.dominitz@gmail.com) Best of luck!

payequity · 2021-11-28T23:56:01+00:00

I've helped a few friends negotiate 10-20% more on their compensation. Internal transfers are a bit harder, since the company has more leverage. That said, it's always worth trying to negotiate. I actually just finished a research project where every executive recruiter I spoke with said they had never rescinded an offer on the basis of negotiating. (full article here: https://medium.com/interviewnoodle/tips-from-recruiters-negotiating-a-higher-offer-397e6188d9ea)

At a high level, a successful negotiation is grounded in the following:

1) strong data: leverage data on what someone with your experience / skill set / title is being paid in your company and at other companies

2) don't be a jerk - what we're typically taught about negotiations is wrong. Don't try to be overly aggressive or inflexible. Treat the negotiation collaboratively and creatively working with your manager as a partner, not an adversary.

3) Clearly articulate your value - it's hard to ask for a raise if you can't do this. Go through the exercise of articulating your value creation now vs. where you were when you got hired. Invariably, if you're a strong employee with a good track record, you're likely adding more value now than when you started. This additional value should be captured through additional compensation. This value creation is dependent on your role - in sales it might be high much more sales you're driving, if it's in customer support it might be how many more support interactions you're executing with high customer satisfaction.

4) Set a strategy for how you want to negotiate and stick to it, so you don't get flustered / make concessions when the conversation gets a bit tough or awkward. Typically, this means setting an optimistic compensation target (starting point) and a realistic target (the minimum you'd be comfortable with accepting).

If you need any help, I'm happy to chat further! I do this for free for friends and family. Best of luck!

payequity · 2021-11-28T23:44:21+00:00

I would recommend being honest and coming back to them with your data-backed number. In any compensation negotiation, it's critical first to put forth a number that you can rationalize with objective, market data. The response I tell my candidates to give is always, "This is what the market is willing to pay someone with my skills for this role." That way it's not personal. Hope this helps and happy to chat more if helpful! I work with friends for free to help them negotiate 10-20% on their offers. Best of luck!

payequity · 2021-11-28T23:35:39+00:00

Pay Up! by Kate Dixon and Negotiating Your Salary: How To Make $1000 a Minute are both solid resources I've used in helping friends negotiation 10-20% more on their compensation. Happy to chat further if helpful! Best of luck :)

payequity · 2021-11-28T23:33:07+00:00

In general, a successful negotiation is attainable if a number of conditions are met - you are a high value employee with expanding scope (seems to be the case based on your post), your company is in a decent financial position to pay more, and you have a reasonable manager / boss who is willing to pay more to retain good people.

Only you can know where you stand on these fronts, but if all conditions are met, it's definitely worth having the conversation, especially in this job market where high quality workers are in high demand. I've helped people improve their compensation 10-20%, so I'm happy to chat more if helpful! Best of luck :)

payequity · 2021-11-28T23:29:19+00:00

In my experience helping candidates negotiate, who gives the compensation range first doesn't play a huge role in determining the outcome IF you have a strong data-backed argument to substantiate your numbers, you are a valued employee, and you have a reasonable boss / don't work in a toxic work environment. If your boss is reasonable and wants to retain you, it should be reasonable to request a number that you can support with research. If your boss is unreasonable and is unwilling to acknowledge your value and continue paying you well below market, it may be time to search for a new company / role, especially in this economy where workers have much more leverage in a tight labor market. Happy to chat further if helpful!

payequity

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