Preparing for a Salary Review Negotiation

Negotiating salary is hard. Leveraging data makes it so much easier. Here are 6 unique ways to research salaries for your target role: First, a quick note on how to use this date. Salary will likely come up in your first interview. Do this research before. Aim to gather as much data on the salary range for the role as possible. Then aim for the largest "reasonable" jump you can make (usually the ~70% mark of the range). 1. Find Salaries In States That Require It Most companies won't post a salary range. But several states have passed laws that requires them to. So search for your target job on LinkedIn and filter for those states. Then adjust the salary range for the cost of living in your area. Now you have more accurate salary data! 2. H1BData Info When companies sponsor an employee's visa, they're required to disclose the job title and salary. H1BData[.]info lets you search through all of that data. Since these are actual salaries from real jobs, this is some of the most accurate data you can get. 3. Levels FYI Want to work in tech? Levels[.]fyi doesn't just have salary information. They also have info on internal "levels" that MAANG and F500 companies use to determine salary. Use this info to determine if the offer you get is a good one for your level. 4. Glassdoor Glassdoor gives you salary data in different cuts. You can view general data for your city, job title, and years of experience. Or you can find user-submitted salary info for specific job titles at specific companies. 5. Blind Blind has a salary comparison tool, but don't use it. Instead, search the forums for: [Company] + [Job Title] + Salary Look through the convos of people anonymously sharing salary info. It's a great way to go beyond base to understand bonuses, equity, and more. 6. Look At The Competition Most job seekers only look at this data for their target company. Don't stop there. Find out what their competition is paying for similar roles. Then use that data to your advantage in the conversation.

You don’t get what you deserve. You get what you negotiate. And staying silent can cost you up to $1.5 million over your career. Having coached 100s of executives to land $200k - $500k jobs they love, I've learned: Most people don’t get underpaid because they lack experience. They get underpaid because they use the wrong words. One weak phrase can cost you $50k+ instantly. And that compounds over time. ❌ Lower raises. ❌ Smaller bonuses. ❌ Less equity. Your negotiation language sets the baseline for everything that follows. If you catch yourself saying things like "I'm flexible on compensation," stop right there. Here are 3 powerful phrase swaps that changed the game for my clients: ❌ Never: "I just really need this job."  ✅ Instead: "I'm excited about the opportunity and would like to ensure the compensation aligns with the value I bring." ❌ Never: "I'm currently making X at my job."  ✅ Instead: "Based on my research of similar roles, I'm seeing a range of X to Y. How does that align with your budget?" ❌ Never: "I'd be willing to take less to get started."  ✅ Instead: "I'm very interested in this position and would like to work together to finalize the compensation." See the difference? You're not being difficult. You're being specific. You're not demanding more. You're defining your worth. Because every weak phrase you use doesn't just cost you now. It compounds for decades. And a few powerful words today can change your entire trajectory. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this. ($1.5M stat source: Forbes & Business Insider)

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!

Before becoming an Executive, I was an INVISIBLE contributor for the first 10 years of my career. (you probably are too) I was: Dreaming of recognition but → keeping my head down and hoping someone would notice Dreaming of promotions but → waiting for my turn instead of advocating for myself Dreaming of leadership roles but → staying quiet in meetings to avoid rocking the boat Dreaming of making an impact but → underselling my achievements to appear humble Turning point? I got snubbed for promotions not once, not twice but THREE times. Staying quiet was getting me a first-class seat at my DESK. After the third snub, I realized: I can't stay quiet and expect someone to notice me. I will always care more about my career than anyone else. I can't expect someone to articulate our value for me. I worked on: Actively sharing my accomplishments: "Our team's productivity increased 30% last quarter due to the new process I implemented." Clearly communicating my career goals: "I expressed my interest in leading the upcoming project to my manager, highlighting my relevant skills." Volunteering for high-visibility projects: "I took charge of presenting our department's quarterly results to the executive team." Quantifying and presenting my contributions: "I created a dashboard showing how my initiatives saved the company $500K annually." I eventually became an executive once I put these into practice. You don't need to change jobs every time you hit a roadblock. Or throw money at the problem with another degree or certificate. Learning to articulate your value can make all the difference. To master value articulation: Keep a detailed record of your achievements Align your work with company objectives and highlight this connection Practice describing your impact in concise, compelling ways Seek opportunities to present your work to leadership Regularly update your manager on your progress and aspirations Remember: "Your work speaks for itself, but only if you give it a voice." #aLITTLEadvice

If I had a dollar for every man who has walked into my office and told me with utter conviction that what I was paying him was a crime against humanity and would be considered an act of war in some small countries, I would be a billionaire. I’ve never been approached like this by a female employee. I’m not advocating that women do this since it never works for the men who try, but I’m worried still by how quiet women are when it comes to comp conversations. Avoiding the comp conversation is a terrible strategy; so is approaching it like a war crime tribunal at The Hague. Regardless of your gender, here’s what you do:  🧠 Mindset before method. 🧠   Forget your fears. Ditch the imposter syndrome – even if you can only manage to do that for the length of the conversation. You’re in a market. Claim value. If you’re delivering the goods, there is nothing untoward about having a compensation conversation with your boss. (If your boss recoils from a comp conversation, it might be time to find a new one.) 📊 Show up to the table with facts. 📊 Plainly share the projects you’ve been working on. “Here are my contributions, and here are the outcomes that I’ve achieved.” Rehearse it in front of a mirror until you feel confident and clear. Focus on facts, not feelings. 📍Situate yourself.📍 “Here’s my understanding of the role and where it sits in the market. Here are comps.” 💰Make the ask.💰   “I’m looking to be considered for xyz in compensation which I believe is more commensurate with my contributions.” 👎If it’s a no, find out what you need to do to get to a yes. 👍 Look, the answer might be “no” for all sorts of reasons (including the possibility that you have a meaningful amount of equity you’re not ascribing enough value to) – but you can’t walk out of the room (or the Zoom) without a clear understanding of A. Why the answer is no, and B. What you need to accomplish in your role to get to a “yes.” Ask for specifics.

“What are your salary expectations?” The wrong answer can literally cost you thousands. Here’s the 5-step script I teach my students that has helped them land $100K+ offers: 1. Research your market value Before the interview, know your numbers. Use tools like: • Payscale • Glassdoor • Levels.fyi (especially for tech roles) Look up salary data based on your role, location, industry, and years of experience. This helps you speak from facts, not guesswork. __ 2. Give a salary range (not a single number) Avoid boxing yourself in with a specific number. Instead, say something like: “Based on what I found, the typical range for this role is $X–$Y.” Your ideal minimum should be the low end of the range, so you leave room to negotiate up. __ 3. Follow up with your value Immediately after sharing your range, explain why you’re worth it: “Given I have [X years] of experience in [industry or skill], plus [certifications or unique skills], I believe I’m at the higher end of that range.” This turns the question into a chance to pitch yourself. __ 4. Flip the question (in a polite, confident way) You don’t have to go first. One of my favorite salary tips comes from my friend, Jim Hopkinson: “This role seems to vary based on experience. May I ask, “what budget have you set aside for the position?” This lets you gauge their range first, especially useful if you’re unsure. You can even start with this, then decide whether to share your range based on their response. __ 5. Don’t ask your numbers, state them. You can say all the right words, but if you sound nervous, it’ll fall flat. Prepare to state your number, not ask it. Say, “The range I’m look for is ___.” Don’t ask, “The range I’m looking for is___?” Rehearse this out loud. Practice with a friend. Record yourself. Confidence isn’t just what you say, it's how you say it.

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.

Understanding salary doesn't have to be the mystical voodoo that it is sometimes made out to be. Employers use data analysis reports to establish salary ranges (nope, they really don't just make it up). You can use the same data analysis reports to understand your reasonable compensation expectations and negotiations (it's like showing up the car dealership with the KBB print out in hand). One of my favorites is the Society for Human Resource Management (SHRM....the professional organization of Human Resources) Compensation Data Center at https://lnkd.in/gPGbSx63 This gives you the DATA on more than 15,000 roles across 225 industries with geographic specific variation that breaks down wages, benefits, bonuses, and total cash comp. This site gives YOU the power to pull the same compensation analysis reports that employers use to set wage scales, and while it is a fee for service, you might just find that getting your salary negotiation right with actual industry salary DATA is worth the investment. This is NOT crowd sourced or self reported salary data, it is compiled from reputable industry data, and the sample below is a sample report extract publicly available on the website (to ensure I'm not sharing copywrite information). (NOTE: I am not employed by SHRM, nor do I receive any money or benefit of any kind for recommending this site, it's just me sharing useful information that HR pros use to simplify the salary question for you)

How a Public Company’s Proxy Statement Helped A GC I advise to Negotiate a 30% Higher Salary Recently, I was helping prepare a GC for a big salary negotiation. She had just received an offer from a public company, and while it was solid, I knew she could push for more. But instead of relying solely on internet estimates or industry benchmarks, we turned to a goldmine of information that most job seekers overlook: the company’s proxy statement (DEF 14A). The Hidden Treasure in SEC Filings For those unfamiliar, a proxy statement is a document public companies file with the SEC, revealing detailed compensation data for top executives—including salary, bonuses, stock options, and performance incentives. It’s designed for shareholders, but it’s just as useful for job candidates. We pulled up the company’s latest proxy statement and started digging. Here’s what we found: ✅ The CEO’s base salary had increased by 12% over the past year—meaning the company was in a growth mode and willing to pay more. ✅ Executives had performance-based bonuses tied to revenue targets, suggesting that negotiation around incentives was possible. ✅ The median executive salary was disclosed, giving us a benchmark for where she should be within the organization’s pay structure. ✅ Equity compensation was a big part of executive pay, meaning she could negotiate for more stock options instead of just salary. How We Used This to Her Advantage When she walked into the negotiation, she didn’t just ask for a higher number—she anchored her request in the company’s own compensation philosophy. ➡️ She pointed out that compensation had been rising across leadership, signaling they were open to increases. ➡️ She referenced the median executive pay and explained why her experience and role placed her in the top percentile of that range. ➡️ She structured her counteroffer not just around salary but also performance-based bonuses and stock options, aligning her interests with the company’s. The Result? A 30% increase in base salary, plus additional equity. Most candidates walk into negotiations with generic market data. But when you use a company’s own financial disclosures, you shift the conversation from a personal request to a data-backed business case. So next time you're negotiating, don’t just Google salary ranges—pull up the proxy statement, understand the company's pay strategy, and leverage it to your advantage. #SalaryNegotiation #CareerGrowth #CompensationStrategy #ExecutiveCompensation #ProxyStatement #JobSearchTips #NegotiationSkills #CareerDevelopment #FinancialLiteracy #KnowYourWorth

This Salary Negotiation Checklist has landed my clients $10k–$40k more. But 90% of professionals never use it. Instead? They: ❌ Take the first offer. ❌ Hope their manager notices. ❌ Undervalue their skills. Here’s the 7-step checklist I give every client before they negotiate 👇 —-------------------------------- STEP 1/ Know Your Number → Research market salary (Glassdoor, Levels, Salary.com, PayScale). → Pick 2 numbers: your ideal and your walk-away. —-------------------------------- STEP 2/ Gather Receipts → List out your achievements, metrics, and impact. → Quantify them. (“Increased revenue by 18%” > “helped sales team”). —-------------------------------- STEP 3/ Benchmark Benefits → Salary isn’t the only lever. → Research PTO, flexibility, sign-on bonus, stock options, learning stipends. —-------------------------------- STEP 4/ Script It Out → Practice saying your number out loud. → Example: “Based on my research and the value I bring, I’m targeting $___ to $___.” —-------------------------------- STEP 5/ Pause Power → After you state your number, stop talking. → Let the silence work for you. —-------------------------------- STEP 6/ Plan for Pushback → Write 2–3 responses in advance. → Example: “I understand budget constraints, but here’s the ROI I’ve delivered…” —-------------------------------- STEP 7/ Get It in Writing → Verbal offers ≠ final offers. → Always ask for a written document before signing. —-------------------------------- 🔥 Pro Tip: If they really can’t meet your salary, negotiate on title, scope, or career growth opportunities. Sometimes those open doors to bigger jumps later. For one of my client’s we negotiated a promotion at the 6 month mark with an additional $15-$25k salary increase. —-------------------------------- 💡 Question for you: Which step do you usually skip when negotiating? ♻️ Repost this so someone in your network doesn’t leave thousands on the table. 🔔 Follow me for more career coaching strategies that pay off.