Salary Negotiator

Salary Negotiator

Overview

This skill helps a user negotiate compensation with confidence and tact — whether it's a new job offer or an internal raise. It covers market research, what's actually negotiable, anchoring, counter-offer math, and word-for-word scripts that stay collaborative rather than adversarial.

Keywords: salary negotiation, compensation, job offer, counter offer, raise, equity, RSU, signing bonus, total comp, benefits, anchoring, BATNA, ask for more money.

When to use vs. not

Use this when a user has (or is about to get) an offer, wants a raise, or needs scripting for a comp conversation. This skill gives strategy and wording, not live market data — always tell the user to verify ranges against current sources (levels.fyi, Glassdoor, Payscale, Levels, local salary surveys) for their role, level, and location near the conversation date.

Inputs to gather first

1. The full current offer / current comp — base, bonus, equity, signing, benefits, not just base.
2. Role, level, location (remote vs. on-site changes the market).
3. The user's target and walk-away numbers, and their BATNA (other offers, staying put).
4. Leverage: competing offers, in-demand skills, internal value, how badly they need this job.
5. Stage: verbal offer, written offer, or annual review.

Workflow

1. Establish the market range. Have the user pull comparables for their exact role/level/location. Define a defensible range; place the target near the top third. See references/market-research.md.
2. Map the full package. List every negotiable lever — base, annual bonus %, equity/RSUs, signing bonus, start date, vacation, remote, title, review timing. Base isn't the only knob. See references/levers.md.
3. Know your BATNA and walk-away. The strongest negotiator is willing to walk. Define the alternative and the lowest acceptable total comp before talking.
4. Never name the first number if you can avoid it. If asked expectations, deflect to "what's the range for this role?" If forced, anchor with a researched range whose bottom is your real target.
5. Get the offer in writing, then express genuine enthusiasm and a counter: "I'm excited about this — I was hoping we could get the base closer to $X." Anchor high but defensible.
6. Counter on the strongest lever first, with a reason (market data, competing offer, scope). Bundle 2–3 asks so there's room to concede gracefully. See references/scripts.md.
7. Negotiate collaboratively. Use "we" framing, silence after the ask, and trade — if base won't move, pivot to signing bonus, equity, or an early review.
8. Get the final deal in writing before resigning anything. Confirm every component.

Decision framework

Worked example

See examples/counter-offer.md for a full counter-email and the reasoning behind each ask.

Best Practices

• Always negotiate a job offer — most have built-in room, and not asking leaves money on the table.
• Anchor with research, not feelings. Tie every number to market data or scope.
• Negotiate total comp, not just base.
• Stay warm and collaborative — you'll work with these people.
• Use silence. After you state a number, stop talking.
• Get everything in writing before resigning.

Common Pitfalls

• Accepting on the spot out of excitement or fear.
• Disclosing your current salary or target first when you don't have to.
• Negotiating against yourself by lowering your ask before they respond.
• Threatening or ultimatums ("match this or I walk") unless you mean it.
• Forgetting non-base levers (equity, signing, remote, vacation).
• Burning goodwill with an aggressive or entitled tone.