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Your comp questions answered: the art of negotiationFeatured

teresaman's profile thumbnail
maggiewolff's profile thumbnail
Thank you for this! One question - during the interview process, when discussing salary expectations, what should you (the interviewee) include in your math? I typically calculate base + annual bonus and refer to it as "total annual compensation" but how should I factor in a sign-on bonus? For example, if I would be forgoing a lot of stock and/or need to pay back something (like tuition reimbursement), should I be upfront about that?
Thanks so much for this!! Despite having a decade of experience, I've never really negotiated salary. But will be doing so now on an offer I just received :)
niya's profile thumbnail
Love the effort and positive intent behind the article but I want to be super careful not to proliferate advice that can put someone else in a sub-optimal spot. It's absolutely in your worst interest to provide any "requirements" prior to negotiation. Want to call this out since I see many women shoot themselves in the foot doing that and gets 10s of thousands less on their offer than what's market.Also, want to point out that over-indexing on sign on bonuses is extremely harmful in negotiation as well. It should always be the VERY LAST thing you ask for if you can't get consensus on recurring compensation. While bonuses are great, they are heavily taxed, non-recurring and can also mask the actual value of the offer to a job seeker. It is never impractical to try and negotiate for recurring compensation. Sure, edge cases exist but they're just that : edge cases.