Tips for Negotiating a Raise in Competitive Job Markets

Negotiating compensation can be intimidating. As an executive recruiter, I facilitate numerous discussions regarding compensation. Here are a few pointers to help you as you navigate comp negotiations: 1️⃣ Know Your Worth: Research the industry standards. Use websites like Glassdoor and PayScale and ask industry peers to understand what someone with your experience and in your position typically earns. 2️⃣ Establish Your Resistance Point: My dear friend Kristel calls this your "Happy Low Number". It's the lowest salary you will entertain (that affords you to maintain a happy quality of life - not just make ends meet). 3️⃣ Consider the Whole Package: Remember, salary is just one part of your compensation. Think about benefits like health insurance, paid time off, remote work options, and bonuses. Typically in executive comp, base salary only equates to about 30% of total comp with the majority coming from bonuses and LTI (equity). 4️⃣ Be Ready to Talk Achievements: Have a list of your accomplishments handy. Quantify your successes wherever possible (e.g., increased sales by 20%, optimized efficiency contributing to a 15% increase to the bottom line, projects delivered on time and within budget, etc). 5️⃣ Practice Makes Perfect: Role-play negotiation scenarios with a partner,/friend/coach. This helps build confidence and prepares you for tough questions. 6️⃣ Don't Feel Pressured to Accept the First Offer: It's usually a starting point. Express your enthusiasm for the role, but don't be afraid to ask for time to consider the offer. 7️⃣ Stay Professional and Positive: Negotiations are a part of business. Keep the tone positive and professional, even if you're turning down an offer. Remember relationships are extremely valuable, you never know when you might cross paths again. 8️⃣ Know When to Walk Away: If the offer doesn't meet your minimum requirements (happy low number) and there's no room for negotiation, it's okay to walk away. Settling below your resistance point almost always results in job dissatisfaction. Your skills and experience are valuable, and the right opportunity will come! #SalaryNegotiation #CareerGrowth #KnowYourWorth #NegotiationSkills

What would you do if your merit increase drastically didn't align with your expectations? Would you speak up and ask questions or accept the circumstances and move on?   My younger sister, Kerri, has worked in the healthcare industry for 7+ years and recently received an annual merit increase with a market adjustment that seemed questionably low.   When her manager shared the final numbers, Kerri voiced her concern that the raise didn't seem fair based on her recent accomplishments. She asked, “How did we get to that number?” Her manager didn't have an answer, but promised to check in with HR for clarity.   Fast forward to a few weeks ago, and Kerri tells me that HR had her years of experience incorrectly inputted in their system and that one error translated to a lower merit increase. Her manager confirmed it was a mistake and worked with the compensation team to correct it and increase her raise.   This is a classic example of why we have to always look out for ourselves in the workplace. Had Kerri looked at her raise, shrugged her shoulders, and said “oh well,” she would have: 1) Never fully understood how her raise was calculated 2) Continued to be underpaid. It's not always easy to speak up, but it's necessary because no one else is going to care more about your career and your pay than you do.   Here's what I recommend based on this story: ➞ Document your wins. Keep a running log of your accomplishments, project outcomes, client feedback, and business impact. When it comes time for reviews or comp discussions, you won't be scrambling for receipts. ➞ Determine the why. Don't just look at the numbers - ask how it was calculated. Is there a formula? A pay band? A comparison to market rates? The more you understand, the better positioned you are to challenge or negotiate. ➞ Get curious, not confrontational. Approach the conversation with curiosity: “Can you help me understand how this number was determined?” “Is there an opportunity to revisit this now that I've completed XYZ?”  That tone often opens the door for a more collaborative conversation. ➞ Research your market value. You can use tools like Glassdoor, Levels.fyi, or Comparably. Talk to recruiters. Ask trusted peers. If there's a gap between what you're making and what the market says, you can then determine how to build a case. ➞ Don't wait for others to correct mistakes. Kerri's story is a reminder that systems aren't perfect, and neither are the people running them. You have every right to double-check, challenge, and follow up. You're not being pushy; you're looking out for yourself. If something doesn't feel right, don't accept the default. Ask questions, clarify, negotiate, and advocate for yourself. You deserve to be paid equitably, and sometimes, the only way to get there is to speak up.

What if you got an $80,000 raise? My client negotiated one at Amazon. He used the same 13 step framework I give all my clients. Here’s a breakdown so you can get paid what you’re worth: 1. Assess Your Finances Everything is negotiable. Maximizing your package is about knowing what options will be most impactful for YOU. So start by getting a clear picture of your finances. That lets you know what you should focus on with your negotiation strategy. 2. Research The Market Start by learning what the market pays for this type of role. Use resources like: - Glassdoor - LinkedIn Salaries - Levels FYI - H1bdata Look up the role at your target company AND their competitors. 3. Identify Your Range Next, identify your target range. This should be the largest "reasonable" jump you can make. Aim for the 70% mark in the role's range, +/- 5%. For example: Role Range: $50k - $100k 70%: $85k Your Range: ~$83k - $88k This is your opening bid. 4. Identify Plans A, B, & C Next, think about how to structure your range. We have three main options: Base Bonus Equity Plan A should focus on your #1 priority of those three. Plans B and C should be structured to hit your target range with the other two options. 5. Set Your MAO MAO = Minimum Acceptable Offer This is the minimum compensation you would say "yes" to. If the company will not meet it, you walk away. Share this with a partner or trusted friend before the process. They can stay objective when the pressure builds up. 6. Have The Conversation Early Aim for the first interview if you can. If your interviewer doesn't bring it up, you should. You don't want to waste your time if the ranges aren't close. If they are, you know the spectrum early and can spend the rest of the process preparing. 7. Don't Share Your #, Ask For Theirs Recruiter: "Can you share your salary expectations?" Don't give your # yet. Ask for theirs: "I'm negotiable, my first priority is ensuring this is a great fit." "But if you have a range you're open to share, I'd be happy to discuss." 8. Land On The Range If they share their range, nice! You can confirm if it's aligned. If they continue to push for a range? Share your range from step #2: "I'm currently being considered for roles in the range of $X - $Y but I'm negotiable if this is a great fit." 9. Wait For The Offer Now we wait for the offer. When they send it, gauge the difference between the offer and Plan A. Then say: "Thanks for the generous offer." "As mentioned, I'm being considered for roles in the range of X-Y, is there any way to make up the difference?" For steps 10-13, check the carousel below! —— 🔵 Ready to land your dream job? Click here to learn more about how we help people land amazing jobs in ~15.5 weeks with a $44k raise: https://lnkd.in/gdysHr-r

Everybody tells you to negotiate. But they don't tell you how. Here's a simple guide ANYONE (including you) can use to get more from your next job offer (yes even if the idea of negotiating makes you feel sick): 1) Determine your goals / market value You need to understand your market value to know what to ask for. In addition, you need to decide your risk tolerance -- if you need a job in a month to pay bills, you might be less aggressive. I recommend talking to colleagues about pay range, looking at JDs for ideal jobs, and sites like levels.fyi to research. Pick a compensation range that you’re comfortable with. 2) Align on a range up front Don’t assume you can negotiate listed salaries on JDs up into your range. And if not listed, you should be asking what the expected compensation range is in your first interview. If below your expectations, let the company know so they can decide if they want to proceed. 3) Make yourself invaluable You need to make yourself THE candidate they can’t afford to lose in their process: -Demonstrating the value you will add -Researching the company -Aligning with their values -Going above and beyond You want the hiring manager to tell the recruiting team that they NEED you. 4) Let them make the first offer Typically, companies will extend an offer to you at the end of an interview process. Assuming there has been transparency, it should be within your range expectations. Don’t accept right away. Share your excitement and get back to them shortly. 5) Create your wishlist Create a list of things you want to prioritize negotiating. If they came in low on salary, maybe an $X raise would be your highest priority. If they came in where you wanted on salary, maybe you ask for more PTO. Make sure it’s realistic and within ranges discussed previously. “Springing” a huge ask at the end is bad faith. 6) Ask for your top priority with data Go back to the company with a specific ask about what you want. For example “I was hoping for $5k higher salary”. This is the point where you can reference other offers, market comps, etc. The key with this ask: add an incentive. “If you were able to get to $X, I’d love to sign today”. 7) If they reject, get creative If the company rejects, you have a few options: -Pivot to a lower prio ask (e.g. PTO) -Ask for the difference to be delivered in a different way (e.g. year 1 bonus) -Ask for a performance incentive For example: “could you add a $5k salary increase at my first review assuming I am meeting expectations”. It’s a very low-risk ask for a company. 8) Get everything in writing Regardless of what you get, make sure it is in writing. Companies can put ANYTHING they want into an offer letter. Any company that is hesitant to add a commitment in writing should be avoided. -- I wrote more about this in the Just Get Hired Newsletter — sharing the link in the comments if you want to read more. Follow Ben Grant for more content like this.

Salary negotiations can be tricky, but let me share a story about helping someone secure an ideal salary during a job search. A few months ago, a talented marketing professional was exploring new opportunities. They had impressive experience but felt unsure about negotiating salary with potential employers. We started with thorough market research to understand their worth. Together, we crafted a compelling resume highlighting key achievements and their impact. As they landed interviews, we prepped weekly until we finally landed an offer. We rehearsed the pitch, focusing on tonality, clarity and confidence, and discussed strategies for various scenarios, including handling low offers. They set a minimum acceptable salary and an ideal target. When the job offer came, it was initially below their target. They responded by first appreciating the offer, the interview process, and the team. Then respectfully asked for the desired salary, outlined their value, and referred to their research using sites like Glassdoor, and outlined specific achievements to justify the salary increase. The employer appreciated their preparation and professionalism, revising the offer to include an increase in total compensation that met the needs of my client. This experience reinforced the importance of preparation and confident negotiation. For anyone navigating the job market, remember: that thorough preparation, clear articulation of your value, and confident negotiation are key to securing the salary you deserve. Don't be afraid to negotiate your salary. You are worth it. P.S. Here's the template we used in the comments below. #salarynegotiation

How I turned unclear expectations into a fast promotion path as a Game Producer. Feel free to steal them: 5 Things to light the path and make it easy for your manager to negotiate for you. 1. Established clear goals with my manager every 90 days. 2. Got signoff on: "If I deliver these X things, it means I hit those goals." 3. Got clear commitments for support from my manager upfront. 4. Got a clear picture of how I'd be rewarded if I nailed my goals. Handshake. 5. Solve at least 1 problem every 90 days that is "above my paygrade". You're looking for these 4 outcomes. -Accountability for you AND your boss when it comes time for promotion & raises. -Those around you perceive that you can perform well in your role AND the role above you. -The people you need support from are incorporating that in their plan. -Your work clearly maps into the company's needs. If this doesn't work out, you'll probably be clear on why. Or know that you need to hold your leaders accountable. If you get to those outcomes, you're a shoe-in!

Many people stop at "no" in a salary negotiation. You get the gusto to ask for 15% more, they refuse or don't budge, and then you quietly accept or move on, right? If this has happened to you, here's a 3-step approach (and the third step is a salary-saver) Instead of giving up hope for your ideal number, try this: 1. Bring data and comparison values to help support your request 2. Express your enthusiasm and future vision of how you'll be able to deliver results for this team and company (do your best to estimate in numbers) -- and ask if they feel the same. If so... 3. Ask how you can make a plan to reach your ideal number. Have them create it with you with measurable benchmarks that make sense and a clear timeline. Get on the same side of the table with your hiring manager. You're worth it. SHOW them that in the way you negotiate, too. You've GOT this. And I've got your back if you need help -- just send me a DM. #medicalsalescareercoaching #medicalsalesresumewriter #medicalsalesresumes #medicalsalesjobs

🤝 Asking for a pay raise can be a daunting task for many, but you and your loyalty to your employer, deserve it. Below are some tips to consider 👇 💰 Before initiating the negotiation, research the typical salary range for your position and experience level in your industry. 💰 Compile a list of your accomplishments, contributions, and any additional responsibilities you've taken on since your last pay review. 💰 Choose the right time to negotiate. Typically, the best times are during performance reviews, after completing a major project successfully. 💰 Request a meeting with your manager to discuss your compensation. Give them ample notice and explain the purpose of the meeting briefly. 💰 Prepare and practice a confident and persuasive pitch outlining why you deserve a pay rise. 💰 While it's important to aim high, be realistic in your expectations. Consider factors such as company budget constraints, industry standards, and your performance relative to your peers. 💰 If a salary increase isn't immediately feasible, consider negotiating for other benefits such as additional vacation days, flexible working hours, professional development opportunities, or performance bonuses. 💰 Approach the negotiation with a positive attitude and maintain professionalism throughout the conversation. 💰 Be prepared for your employer to provide feedback or counter-offers. Listen to their points and be ready to address any concerns they may have. 💰 After the meeting, send a follow-up email summarizing the key points discussed, any agreed-upon actions, and your appreciation for the opportunity to discuss your compensation. Still have questions? Feel free to reach out to me or anyone at Truity Partners as we're here to help!

Negotiating salary can be scary Here's why you should and how to tackle it with confidence: By this point you have an offer and you SHOULD be aware of the pay (if not, you need to talk to the recruiter or hiring manager ASAP) If you've got an offer, the ball is in your court -They selected you vs. all the other candidates -They really don't want to have to go back and interview or offer someone else (there's a reason you were first choice) -Up to this point, they have been the ones in control (now you are) There's really no reason to be scared or not confident in negotiating salary Yet, in 2019, Glassdoor found that almost 60% of people accept the first offer they get How does that impact your career? Let's say you are 30 y/o and you get an offer for $75,000 You wanted $85,000, but you really wanted the job and were scared to negotiate, so you accepted If you're in that role for 3 years, you lost $30,000 or the equivalent of a paid off new vehicle But it gets even worse Salary.com did a study in 2018 which estimated that over a 40-year career, people miss out on an extra $1 MILLION *insert Dr. Evil meme on $1 million dollars* So, you've learned the importance of it, now how do we tackle it? -First one to mention a number, loses -Let them say the number first, not you -Know what your lowest amount is that you're willing to accept -Aim for 5-10% of the number they mention -Don't provide any rationale unless they ask why you are negotiating but make sure you have that rational ready and assume they will ask -Use other offers that are in your arsenal (hint: even if you don't have other offers, they will never know you don't) -Never share what you are currently making -Use online sites to help you get an understanding (keep in mind, this will vary on location due to costs of living) -See if you can negotiate other components: vacation, PTO, sick time, sign-on/retention bonuses, etc. Bonus: if you can find people in the company that you are connected with (this is why networking is so important), you can ask them what you would anticipate being brought in at You have shown your confidence in your interviews up to this point They are confident in you being the right fit for the role There's no reason for you to not be confident in yourself Go get 'em

When negotiating a raise, referencing the added value you CONSISTENTLY bring to the table makes a compelling case. A few examples: 💰Additional revenue you brought in 📈Additional value you created 🏃♂️Recurring out-of-scope work 🥇Surpassing KPIs 🧠 Significant cost-savings you secured Not as compelling: 📆 Years of service since your last raise. The passing of time is not as persuasive as the above points. Showing that you are bringing more to the table and therefore are asking for more compensation makes a stronger argument. 👛Your rising costs/personal expenses. Not compelling, and not your employer’s problem to solve. If you tell your boss you need a raise because your rent is increasing, they may just tell you to move to a new building/neighborhood/town. The conversation can’t really progress from there. Using one or more of the above points shows how invested you are in your job and company, and makes a more logical argument about why they should want to invest in you. 👀 Your knowledge that one of your colleagues just received a raise. Your boss is under no obligation to give every employee a raise at the same time. You need a meatier case. And now you’ve just invited yourself to a comparison with this employee, possibly without having the full picture of how their performance or workload compares with yours, which is a risk.