How To Approach Salary Negotiations In Aerospace Engineering

Here’s the framework I used to help my client negotiate a 17% salary increase BEFORE they received an offer ↓ I call this the RAVE approach. Here’s how it works: R - Research 1. Conduct thorough research BEFORE the process starts - set goals - determine your priorities - determine your ‘walk-away’ number 2. Use sites like Fishbowl, Blind, Glassdoor to understand recent compensation packages. 3. Check sites like Payscale, and Levels[.]fyi to check general salary ranges. 4. Look at similar job descriptions in states like WA, and NY to see base salary ranges. Know your numbers before you say numbers. If you don’t know them, don’t provide them. Simply ask for more time and respond later. A - Articulate 1. Present your case clearly and persuasively. 2. Use logic, data, and evidence to support your position. 3. Address potential counter arguments proactively. ***Defer the negotiation to after the interview if possible. If you’re forced to provide an expectation, keep your answer minimally sufficient. V - Value *Your best negotiation tool is your interview. 1. Deliver clear examples of how you have created value for past customers and employers. 2. Connect your skills and experiences to return on investment (ROI) opportunities. 3. Leverage targeted pitch decks to explain how you would deliver results for the business. E - Explore 1. Consider all aspects of the offer once in hand. 2. Understand what components of the offer are negotiable, and prioritize them according to where you want to focus. 3. Common components often include: - Base salary - Sign on bonus - Equity, or restricted stock units - PTO - Work from home, or flexible location days 4. Establish common ground on areas of agreement when you counter. And remember; be reasonable and transparent. Hiring teams want you to be happy with your offer. Let them know if you’re not. - - - What would you add to this framework? Let me know in the comments.

The "#1 Rule of Compensation Negotiation" isnt what you think! If you’ve spent time on career blogs or scrolling through job search advice on social media, you’ve probably seen one common piece of advice: “Always negotiate.” But here’s the truth: that oversimplification has led a lot of people down the wrong path. Some career coaches and self-styled experts go as far as saying “everything is negotiable.” and that mindset had put new hires in very uncomfortable positions, and occasionally even getting offers pulled. Not only is "everything is negotiable" simply not true, some areas like ERISA-regulated benefits and retirement plan participation are legally locked in. Trying to negotiate them shows you don’t understand how compensation packages work, and can weaken your credibility. The Real Rule of Thumb: Always Ask Instead of “always negotiate,” the smarter approach is to always ask. Negotiation starts with curiosity and understanding what’s actually on the table. Good questions to ask include: “How is performance reviewed, and how often do raises occur?”  "Does this company share Comp-Ratios? And if so, what is the CR for this offer?" "What is this companies general compensation philosophy?" “What does the bonus structure look like are there guaranteed components or performance-based?” “How does this offer compare against recent hires made in similar leveled roles?" Notice the difference: you’re not demanding; you’re asking questions that clarify the total package. This opens the door to a productive discussion instead of a standoff. Successful negotiations aren't about saying “I need more because my rent is high” or “I deserve it because of personal circumstances.” Instead, they’re strongest when tied to business value. “Based on the market data for this role and the responsibilities outlined, I believe a range of X–Y is more aligned with the value I’ll bring.” “In my last role, I increased revenue by 20%. I’d like to understand how that type of impact is rewarded here.” The most effective negotiators aren’t necessarily the boldest or most aggressive. They’re the ones who combine asking the right questions with providing concrete examples of their impact. Instead of going in with the mindset of “fight for every dollar,” go in prepared to learn, clarify, and connect your skills to measurable results. That’s where real negotiation power lives and as the one who has approved contracts in the several-million dollar range, I can tell you this works!

Negotiations aren’t fights. The winning mindset for a negotiation is curiosity. I cringe when I hear a client say that they want to “fight” for a better offer or a better severance package. I get why people default to fight language. It feels powerful. But in practice, it usually shuts down dialogue instead of opening it. It can make you come across as entitled, aggressive, and too “me-focused". But anchoring to curiosity? That makes you come across as thoughtful, measured, and strategic. Stop and think about what you’re actually negotiating: If you’re negotiating a job offer, you’re starting a new relationship. If you’re negotiating severance, you’re trying to end on as amicable terms as possible, given the circumstances. With a mindset of curiosity, your first job in a salary or severance negotiation becomes to uncover the thought process behind your offer. On the very first call with a recruiter, you can ask: →“How do you think about the target total compensation for this role?” You’re listening for: ↳the range on base salary ↳how performance targets are set and determined ↳what benchmarks they use ↳how they think about equity grants and refreshers When you receive the offer call, you can say: →“This is so exciting. I know that each company has its own philosophy towards total compensation. Would you mind walking me through how this offer was created for me?” Your tone of voice matters. You have energy but you also genuinely want to learn. You’re listening for: ↳Where in the salary band you’ve been placed (and why) ↳How they’re accounting for anything you’re leaving on the table, like unvested equity ↳What they’ve offered to sweeten the deal, like a signing bonus ↳Where they’ve made exceptions for you Once you understand how the company thinks about compensation–and, more importantly, how they have weighed your experience and interview performance to inform your offer–you can start to understand where you have leverage and where you have (reasonable) room to negotiate. When you anchor to curiosity, you position yourself as collaborative and strategic, the exact qualities companies want in their leaders. If you were coaching a friend in a negotiation, what questions would you suggest they ask?

If you accept the first salary offer, you just left money on the table. Most people do this. They get an offer, and instead of pushing back some… they just take it. That’s exactly what one of my students almost did, until I showed them how to negotiate like they should. Here’s what happened: They were working as a Systems Engineer and landed an offer for $10K more than their current salary. Not bad, right? But then they did some research. The market rate for their role was actually $10K-$20K HIGHER than what they were offered. So they came to me and said, “Broadus, I know I deserve more, but how do I ask for it?” This is what I told them: You don’t just ask for more money. You PROVE why you’re worth it. Here’s the exact script I gave them: 👉🏾 Hey [Recruiter’s Name], based on my research and experience, I’d love to revisit the salary discussion. Here are four key reasons why: 1️⃣ I’ve been in an engineering role for over a year and a half, gaining the necessary experience. 2️⃣ During interviews, hiring managers told me I exceeded expectations. 3️⃣ As an internal hire, I understand the company’s process, reducing ramp-up time. 4️⃣ I already have 70-80% of the required skills for this position. Based on industry data, this role in my location typically pays between $X and $Y. 👉🏾 What are the chances we can meet at [$X] instead? And guess what? The recruiter came back with a $10K increase. Here’s why this works: 👉🏾 It’s a logical, value-based argument, not an emotional plea. 👉🏾 It provides specific proof, you’re showing, not just telling. 👉🏾 It uses market data, you’re backing your ask with facts. 👉🏾 It’s a COLLABORATION, not a demand, the phrase “What are the chances?” makes it a discussion. If you’re about to negotiate your salary, do these three things: ✅ Research your salary range (Glassdoor, Levels.fyi, LinkedIn Salary Insights). ✅ List out your key value points, what makes you the best choice? ✅ Use this script and ask with confidence. The first offer? It’s NEVER their best offer. Negotiate. Ask. Demand your worth. If you want more real-world strategies to land high-paying cloud roles, drop a "Script" in the comments, and I will send you a script you can use on your negotiations!