DISCUSSIONS

After an extensive job search due to layoffs my references are being contacted this week & I have a follow-up meeting with HR on Tuesday.

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Anonymous

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After an extensive job search due to layoffs my references are being contacted this week & I have a follow-up meeting with HR on Tuesday. During my initial application and meeting with HR, I listed the JD salary range.

While interviewing, I learned from other employees that there's normally an extra amount built-in for negotiation. I didn't address this but it was brought to my attention to make sure not to undervalue myself in this market.

Should I use that knowledge to obtain the top end of the range due to my experience or is it possible at this stage to request a bit more due to that inside knowledge? Back history, I was making more at a former company but in disclosure it was at a higher-level position.

I don't mind interviewing but I hate salary negotiation. I'm more comfortable negotiating when I have a job but even then it's not my forte. I'd appreciate your advice how to handle this situation. It should be an exciting time but instead, I'm freaking out... wasn't this nervous during the interviews!

I've checked market value and for this area, it's a wide-range. Before my last role, I'd be thrilled with the top end of the range but while so grateful to get back to work I feel like I'm taking a step back in my career. Salary negotiation experts out there, I'd appreciate your advice!

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  1. Anonymous

    If you make it to the offer phase and they are negotiating salary, they obviously want you so definitely go high.

    I do this everyday with people as a recruiter.

  2. Anonymous

    Based on what you are saying here, I would suggest targeting around the 75% mark of the salary band. Primarily because if you hit the top mark, it leaves no room to increase beyond the cost of living during the next salary cycle unless you are promoted. Since you aren't sure about the actual bounds of the salary band, you may want to try for 2/3 to 3/4 of the industry band, depending on how it aligns with what you expect the company's expectations to be.

  3. Anonymous

    Thank you and I appreciated your advice!

  4. Anonymous

    See what they offer you first and remember that all rewards programs have multiple components. Base, bonus and equity. Decide how each factors into your decision and be flexible to also budge on all 3 if need be to get more in salary if that is most important to you. If the company gives equity remember that can be a huge multiplier on overall compensation. Sometimes if a company is dealing with internal compression (they can only go so high because of others already on the team and managers above) a sign on bonus could be appropriate. Those usually have a claw back if you leave the company before a year. Also ask about reviews the when and average range of what they might be. You can also share what you were making at other places once the offer comes in. That could help leverage things in the conversation. Another good question is around spot bonuses and other employee perks, those do have a value and can outweigh extra cash in some situations. Good luck, and ask for what you are worth

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