How To Assess The Total Compensation Package In Negotiation

I left $47,000 on the table because I didn't know this one rule about CRO compensation packages. The worst part? The recruiter knew I didn't know. And she let me lowball myself anyway. THE RULE THAT COST ME A YEAR'S SALARY: CROs don't just pay base salaries. They have "total compensation targets" that include: • Sign-on bonuses (negotiable) • Annual bonuses (negotiable) • Remote work stipends (negotiable) • Professional development budgets (negotiable) I only negotiated the base. Left everything else at their "standard" offer. HERE IS THE EXPENSIVE LESSON: My offer: $78K base + 10% bonus = $85,800 What I could have gotten: $78K base + $10K sign-on + 20% bonus + $5K development = $100,600 That $47K difference over 3 years? Gone. Because I didn't know to ask. HERE IS WHAT THE RECRUITER SAID LATER: Met her at a conference two years later. After a few drinks, she admitted: "We had approval for $95K total comp. You asked for $78K. My job was to close you, not coach you." That honesty hurt. But it taught me everything. THE NEGOTIATION SCRIPT THAT CHANGES EVERYTHING: Stop saying: "I'm looking for $X salary" Start saying: "I'm looking for $X in total compensation" Then break it down: • Base salary • Sign-on bonus (to offset lost bonuses at current job) • Target bonus percentage • Professional development budget • Remote work allowance Watch their "standard package" suddenly become flexible. THE NUMBERS THAT MATTER: Industry standards most don't know: • CRA sign-on bonuses: $5K-$15K (standard) • Annual bonuses: 15-25% (negotiable from 10%) • Development budgets: $2K-$5K (rarely offered unless asked) • Remote stipends: $1K-$3K annually That's $8K-$23K beyond base salary. Per year. THE UNCOMFORTABLE TRUTH: CROs budget for your full compensation. If you don't claim it, they keep it. That budget line item allocated for your role? It doesn't disappear when you accept less. It becomes their profit margin. Your humility literally funds their quarterly bonuses. WHAT TO DO NEXT TIME: 1. Ask for the full compensation range, not just base 2. Get everything in writing before negotiating 3. Counter on every component, not just salary 4. Use other offers to justify higher packages 5. Remember: If they made an offer, they want you The power dynamic shifts the moment they extend an offer. Use it. THE REAL COST OF NOT KNOWING: That $47K I left on the table? • Could've paid off student loans • Could've been house down payment • Could've funded retirement for 5 years Instead, it funded someone else's bonus. For doing nothing except letting me undervalue myself. Don't be me from 5 years ago. Know your worth. Then add tax. What compensation component did you not know to negotiate? #ClinicalResearch #SalaryNegotiation #KnowYourWorth #CROLife

At Amazon, I hired many high-achieving women for $180-$200K+ roles. Most of them under-priced themselves by $30-$50K, even though they knew they DESERVED MORE. Here’s how it usually plays out. Most women who apply for senior roles are qualified enough, but when they get an offer, they hesitate to negotiate. They accept the first number, settle quietly, and move on. Because they've been told that if you don't accept the offer, it's gone. And this self-doubt costs them $30-$50K + a lot of other benefits. Here’s how women inside The Fearless Hire negotiate and land the offers they deserve, and you can do it too. 1. Come armed with a total package benchmark Don't just focus on base pay alone. Ask questions like: - What’s the RSU vesting schedule?  - What bonus range should I expect?  - Are sign-on incentives or early-review triggers available?” Hiring managers want confidence. Knowing the components of your total compensation signals that you understand leadership-level packages. 2. Tie your ask to real business value Don't say, “I deserve more.” Say, “I led a $60M GTM initiative that delivered 25% incremental growth.” Then ask for compensation reflecting that impact. Framing the ask in terms of business outcomes flips the perception from entitled to essential. 3. Offer structured counteroffers. Instead of a single number, present two smart options: Option A: Higher base, moderate equity. Option B: Slightly lower base, stronger long-term upside through equity. Offering choices makes it easy for the recruiter to say yes, it shows you’re strategic, not demanding. The result - One Director-level client assumed a $210K base was her ceiling.  - After benchmarking, we positioned for $235K + equity + bonus. Instead of downplaying her ask, she presented it confidently and ended up at $245K base + 40K RSUs + 20% bonus - a $55K total increase. If you’re preparing for a leadership offer at the $200K+ level: - Know the full package (base, equity, bonus, perks)  -Frame your ask based on your business impact - Present two structured options to show flexibility and strategic thinking Your confidence in negotiations directly affects your outcome.  Don’t let self-doubt decide your compensation. Share this with someone who's negotiating an offer. P.S. DM me "Career" or use the link in comments to join me in my upcoming masterclass "Recession Proof Your Career". Learn the strategies that 5000+ women have mastered and crack your dream $200k+ offer.

3 things every People leader should negotiate before accepting their next offer. At the executive level, negotiating a smart package is about more than getting a market competitive salary. It’s about aligning on a set of terms that incentivize you to drive business success while providing a safety net for you and the company both if things don’t work out. Here are 3 things every People leader should ask about — and how to do so effectively — before accepting their next role. Equity While nothing is ever guaranteed, the right equity package can make you a millionaire overnight. If your company makes it big, you don’t want to be kicking yourself over losing out on a smart equity package. Explore guarantees that protect your equity while incentivizing you to optimize for the company’s success: - Single or Double Trigger Accelerations: To protect your stock if the company gets sold before you finish vesting - Extended Exercise Window: To buy yourself more time to exercise vested options post-departure  - Equity Top Ups: To protect against dilution during funding rounds Bonus Smart bonus plans don’t just focus on the dollar amount awarded, but the structure they’re built around. Consider: - Guarantee language to cover periods of approved leave, especially parental leave - Signing bonus — especially if you’re walking away from a hefty bonus at your current company and/or taking a big risk switching to an earlier stage startup - Annual bonuses tied to business metrics — to round out your total comp package while signaling that you prioritize business success over team-specific metrics Exit Plan Think of it like a prenup. You’re going into this with a confident outlook, but if things don’t work out, you want to have a smart plan in place *before* things get messy — not after — to ensure a smooth and mutually beneficial transition. Ask about: - Guaranteed COBRA coverage - Guaranteed salary payouts  - Guaranteed transition period where you stay on payroll as an advisor or consultant vs an abrupt departure — better for optics and enables smoother handoffs As with all things, the key to effective negotiation is being thoughtful in your framing. You want to come across as business-savvy, not out of touch. It’s the difference between pushing for an unrealistic bonus structure that would put the company financials at risk and pushing for a bonus structure that hinges upon the company’s ARR goals — you only win if the company wins. And remember: These discussions shouldn’t stop at the offer letter. Roles evolve, expectations expand, and company realities change. Smart execs revisit these terms over time. Want to learn more about what to negotiate, how to frame your asks, and what is (and isn’t) realistic depending on company size, stage, and industry? Check out my negotiation cheat sheet below. 👇 #hr #people #compensation