Using Data in Negotiation Discussions

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.

Many amazing presenters fall into the trap of believing their data will speak for itself. But it never does… Our brains aren't spreadsheets, they're story processors. You may understand the importance of your data, but don't assume others do too. The truth is, data alone doesn't persuade…but the impact it has on your audience's lives does. Your job is to tell that story in your presentation. Here are a few steps to help transform your data into a story: 1. Formulate your Data Point of View. Your "DataPOV" is the big idea that all your data supports. It's not a finding; it's a clear recommendation based on what the data is telling you. Instead of "Our turnover rate increased 15% this quarter," your DataPOV might be "We need to invest $200K in management training because exit interviews show poor leadership is causing $1.2M in turnover costs." This becomes the north star for every slide, chart, and talking point. 2. Turn your DataPOV into a narrative arc. Build a complete story structure that moves from "what is" to "what could be." Open with current reality (supported by your data), build tension by showing what's at stake if nothing changes, then resolve with your recommended action. Every data point should advance this narrative, not just exist as isolated information. 3. Know your audience's decision-making role. Tailor your story based on whether your audience is a decision-maker, influencer, or implementer. Executives want clear implications and next steps. Match your storytelling pattern to their role and what you need from them. 4. Humanize your data. Behind every data point is a person with hopes, challenges, and aspirations. Instead of saying "60% of users requested this feature," share how specific individuals are struggling without it. The difference between being heard and being remembered comes down to this simple shift from stats to stories. Next time you're preparing to present data, ask yourself: "Is this just a data dump, or am I guiding my audience toward a new way of thinking?" #DataStorytelling #LeadershipCommunication #CommunicationSkills

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!

Your POC process is probably why you're not closing enterprise deals.   After analyzing POC outcomes across our portfolio, the data is clear: Companies with structured and priced POCs close 3x more deals than those running free pilots.   Why charge? Price signals seriousness. Even nominal fees filter serious buyers from tire-kickers. Frame your pilots as fixed-fee engagements: Say "we structure this as a 4-week, fixed-fee engagement to quantify value and build your business case."   Be sure to clarify pricing expectations in the process: If your pilot costs $5K but commercial deals are $100K-$300K based on the value unlocked, state this explicitly to avoid anchoring.   Here are 5 best POC best practices we see:   1. Define success criteria, not scope Align on specific KPIs, business outcomes, and who signs off before writing a line of code.   2. Time-box ruthlessly with weekly checkpoints POCs should run 30-90 days max. Set weekly or bi-weekly checkpoints to maintain urgency.   3. Pre-commit the path to commercial discussions Before starting any pilot, confirm that hitting the success metrics will trigger stakeholder presentations and commercial negotiations.   4. Demand access to the full buying center Technical users alone can't close deals. Ensure you meet decision-makers and budget holders during the POC, not after.   5. Document like a contract Formalize scope, terms, and deliverables in the agreement. Include specific responsibilities for both sides, data access requirements, success metrics, timelines, and post-POC commitments.   --   POCs are where your enterprise motion gets built. Treat them that way.   I wrote a guide to AI pricing with Madhavan Ramanujam and Joshua Bloom that discusses these ideas in more detail. If you're curious to dive deeper, I'll leave that link below. Also, Madhavan just released a new book called Scaling Innovation that also explores these topics. Highly recommend!

“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 how I define target compensation ranges BEFORE starting a negotiation (in 4 simple steps) ↓ Negotiation can be intimidating. Preparation is key to reducing tension and finding success. *Remember: Managers want you to be happy with your comp - but they won’t know if you don’t ask. Let’s get into it. 1. Know Your Worth Research market rates for your role, level, industry, and location. Use tools like: - Glassdoor - Blind - Fishbowl - Levels - Payscale Or industry reports to understand what professionals in your field earn. Talk to current employees if you can. Understanding your value in the marketplace is the first step. 2. Assess Your Experience and Skills Take an honest look at your experience, skills, impacts, and achievements. - Do you bring unique skills or experiences? - Do you have something others don’t? - Can you guarantee a level of ROI? Factor in what sets you apart from others in your field. 3. Consider the Full Package Salary is just one part of compensation. Don’t forget to consider benefits, bonuses, stock options, and work-life balance perks. A slightly lower salary might be worth it if the overall package offers long-term value. Map out your ideal package before you start the interviewing or negotiation. 4. Define Your Needs Determine the minimum base pay you’re willing to accept. Consider what would get you excited to say “yes”. Assesses your financial goals, lifestyle needs, and future growth opportunities to set a realistic, but ambitious target. - - - Remember, the best negotiations start with confidence and clear expectations. Do your homework, know your worth. Go into the conversation ready to advocate for yourself.

Do you want your data to make a difference? Transform your numbers into narratives that drive action—follow these five key steps: 📌 STEP 1: understand the context Before creating any visual, ask: - Who is your audience? - What do they need to know? - How will they use this information? Getting the context right ensures your message resonates. 📊 STEP 2: choose an appropriate graph Different visuals serve different purposes: - Want to compare values? Try a bar chart. - Showing trends? Use a line graph. - Need part-to-whole context? A stacked bar may work. Pick the right tool for the job! 🧹 STEP 3: declutter your graphs & slides More isn’t better. Remove unnecessary elements (gridlines, redundant labels, clutter) to let your data breathe. Less distraction = clearer communication. 🎯 STEP 4: focus attention Not all elements on your graphs and slides are equal. Use: ✔️ Color ✔️ Annotations ✔️ Positioning …to guide your audience’s eyes to what matters most. Help them know where to look and what to see. 📖 STEP 5: tell a story Numbers alone don’t inspire action—stories do. Structure your communication like a narrative: 1️⃣ Set the scene 2️⃣ Introduce the conflict (tension) 3️⃣ Lead to resolution (insight or action) Make it memorable! THAT'S the *storytelling with data* process! ✨ Following these five steps will help you create clear, compelling data stories. What's your favorite tip or strategy for great graphs and powerful presentations? Let us know in the comments!

One of my clients recently negotiated a $40K increase in a job offer - landing a $325K package as a Lead Product Manager at Yelp. And no, this didn’t happen by chance. It happened because we walked in with a clear negotiation strategy built for senior-level roles. When R first joined The Fearless Hire, she already had the skills. She was sharp, capable, and had done the work. But like so many high-performers I work with, she wasn’t playing at the level her experience deserved. - She wasn’t sure how to position her value. - She had no plan for navigating offers or negotiations. - And like many, she was afraid of asking for too much and getting screened out. What she brought was her experience. What I gave her was strategy. Here’s exactly how we made it happen: 1. Benchmarked the offer using real market data We didn’t rely on “gut feel” or what Glassdoor said. We used Levels(dot)fyi to pull comps for similar roles, locations, and industries. That data helped us anchor the conversation: → To justify the higher ask → To make sure the total comp didn’t drop when the sign-on expired → And to signal: “We’ve done our homework.” 2. Matched the equity she was walking away from This part gets overlooked way too often. She was leaving significant unvested equity behind. And we made that clear. We framed it as a business reality, not an emotional ask: “To make this move sustainable, we need to account for the RSUs I’m forfeiting.” That changed the tone of the conversation completely. 3. Offered structured options, not ultimatums Instead of making a single counter, we built two compensation scenarios: → One with a higher base → One with higher equity This gave the hiring team flexibility to say yes, while keeping our floor intact. We used MBA-level negotiation frameworks to create optionality, not pressure. Result: A $40K increase and a $325K total offer. - She didn’t strong-arm anyone. - She didn’t beg for more. - She walked in with clarity, confidence, and a strategy that made the ask feel obvious. This is exactly the kind of high-leverage negotiation strategy I’ll be teaching in my upcoming masterclass: Recession Proof Your Career. Date: July 11 Time: 12:00 PM CT You can learn how to land (and negotiate) your next $200K–$500K offer - even in a tough market. If you’ve ever hesitated to ask for more - or didn’t know how - this is the training you’ve been waiting for. Link to register is in the comments or DM me CAREER for the link.

TLDR: If you identify as a woman, you should assume you are underpaid unless you have specific data showing you’re not. In a perfect world, your employer would fix that on their own. We do not live in a perfect world; it is time to ask for a raise. — In a capitalist system, wage should be correlated with value. Your pay conversation should be on in the value you provide, which is an equation: market x level = value (and therefore wage). So never bid against yourself. When asked about salary expectations, simply say “I expect to be paid fairly so I can focus on my work and I know you want the same. When we get to the stage where we both want to move forward, we should look at the data together and determine what is fair and equitable given both the current market and my unique experience.” That should be met with respect by your prospective employer and if it isn’t, you probably don’t want to work for them. When you come to the conversation, you want to make sure you have your own data. You can look at the Bureau of Labor Statistics (link in comments) and other open roles that list a range (legally required in many states). If your role doesn’t have a posted salary, remind them that it should and ask them to let you know what it is before starting the conversation. Then you want to make an argument for why you are uniquely positioned above the median. What unique skills and experiences do you have that will bring more value to the business than the average candidate for this role? Is there something that will help you hit the ground running? Something that will raise your overall ability to have impact? The more objective those reasons, the better, but this is also a moment for persuasion - practice your storytelling on a friend (or on me; link in comments will let you schedule a free call and I’m happy to coach you a bit). Women remain underpaid in almost every country in the world and that is intersectional with ethnicity, credential, and many other factors. Every time you negotiate, you make it easier for others to do the same and together, we move the needle. At the same time, there is data that shows that women in the US now ask for raises more often than men and yet are still less likely to get them. So managers: if someone asks you for a raise and proves their value, you owe them money. It is not a favor you owe them, it is literally how compensation works. Helping them find the right market and uniqueness data, and then pushing it through the appropriate channels, is your job. Do your job.

Who doesn’t love a QUICK win?? After a 6-week pilot using 6sense hot account alerts, Sift hit 220% of their pipeline goal! By tapping into intent signals and multi-threading within key accounts, they’re driving more meaningful engagements and closing deals faster. It’s all about focusing your resources where they matter most. Here’s how they did it: ✅ They tapped into account insights, real time. Sift used 6sense’s intent data to monitor and act on real-time signals from accounts in decision and purchase stages. By focusing on hot accounts, they were able to prioritize outreach to prospects who were most likely to convert, driving rapid pipeline growth. ✅ They multithreaded for deeper engagement. Sift’s SDRs didn’t just focus on one contact. They used 6sense to identify and engage with multiple stakeholders across each target account. That led to stronger relationships and increased ability to move opportunities forward. ✅ They ran targeted competitive campaigns. Sift ran highly specific campaigns targeting both industries and competitors. By aligning their messaging to each target group’s pain points and competitive landscape, they were able to differentiate themselves and capture attention quickly, leading to higher engagement and pipeline generation. 3 Big Takeaways 1. Don't miss a revenue moment. When an opportunity presents itself, we call that a “revenue moment.” Not a revenue year, revenue month, or even revenue week. Use real-time data to know exactly when to reach out — then watch your conversion rates soar and deal cycles shorten. 2. Engage the whole buying team. Say it with me: Single-threading kills deals. Engaging ALL the right decision-makers within each account from the start makes deals stickier and moves them through the buying journey more efficiently and effectively. 3. Get hyper-relevant. No one needs another generic email or ad. Use data plus generative AI to tailor your messaging to specific industries, roles, competitive situations, etc. Speak to prospects’ specific needs and you’re going to have a much better chance of connecting.