"Should I negotiate?" Answer: “Is water wet?” It's not often just sending a few emails can literally make you thousands of dollars. It’s worth a shot.
I had an initial call with a recruiter for an opportunity. She followed up with a call specifically asking for my salary expectations.
She initially provided a range in an earlier call, and when she asked me to narrow down, I did, to the 50th - 75th percentile of that range.
I'm upset that I did, as I believe best practice is never to share a number, even when they tell you they can't move forward without one. E.g. see .
Can people confirm that the right move is not to share the number, even when the recruiter asks you specifically, repeatedly?
It's performance review time, and I want a nice raise and bonus just as much as anyone else.
Standard procedure for getting a raise seems to be making the case for yourself: keep track of all your accomplishments during the year so you can present them to your boss when asking for a raise/bonus. Simple enough. I'm prepping that list of things right now.
It's also been the case that this past year I turned down 3 offers that each would have paid me more than my current gig - between 20% and 40%. Now, even though I'm underpaid at my current gig, it's also the case that I'm compensated for that by it being super chill - no deadlines, lots of latitude on what to work on, a nice WFH arrangement (1 day in office a week), and pleasant coworkers.
My question is, do I mention that I got the offers in addition to mentioning the things I'd accomplished over the year? There's an element of "hardball" in that, but maybe it's not a bad move. I guess the phrasing of it is the key. So instead of saying "I've got other offers, give me more money or I leave", it's "I really like working here and with you. So much so that I turned down other companies that were offering decently more. Can you see what can be done to raise my compensation?"
Finally, I'm aware that the best way to ask for a raise is :
"I really enjoy working on this team. I want to do more to increase my impact and empower my teammates - What are the steps I need to take to get to that next level?"
I received a written offer from a Series A startup for a FE role over the weekend. I really enjoyed interviewing with some of the team members I met and the Hiring Manager seems to really care about the team and believes in the product. During the initial interview, the HM told me the salary window for the role is 140-195k based on experience and interview performance. After I completed all the interviews, the recruiter told me the team liked me and asked if I would take 140k and stop interviewing elsewhere. The recruiter reminded me that I mentioned months ago that I said 140k was the minimum I would accept for base salary (this is true, I reluctantly gave in and provided a number).
I’m currently working on a take home project for a FE role from a Series D startup that is in an industry I am interested in. I am scheduled to submit it and have the final interview round this week. This company's recruiter said, based on my resume, the anticipated salary range for the role would be 165-175k.
I asked the Series A recruiter to get closer to the potential Series D offer range so we agreed on 155k. Later I received the written offer and the title is for Senior Staff SWE. I was surprised to see that title paired with the 155k base salary (no signing bonus or other cash benefits. Options are on the table but that is just paper money at this stage). For context, in my last role I was a SWE I at a FAANG adjacent company and have 2-3 years of experience (half of that in Big Tech).
I'd like to get advice from the community about how to assess this Series A offer. Startup titles are generally inflated but even so the salary that is presented to me does not align with the title they are giving me. I live in a HCOL area.
If I do get an offer from the Series D company, I've been advised by another more Senior peer with startup experience to take an offer from a Series D company over Series A because the risk of company failure is lower and I will receive more support as a mid-level SWE.
I'd appreciate any insights and questions/topics I should consider to help me assess this situation. Thanks for reading this far :-)
I have received another offer from Company B that is substantially better than my current offer from Company A (which I have signed) in terms of compensation, responsibilities and team. I am curious to know what are some ways to approach this.
Are there any pitfalls I should be aware of, in the above scenarios? Please share your experiences, if you have done this in the past.
I am currently a mid-level SWE applying for senior roles at various companies. On several occasions, the recruiter who reached out asked what my level is at my current company. This feels similar to asking what my current salary is, and seems like a data-point which can be used to down-level me later in the process.
What's the best way to answer this without coming off as standoffish?
I just finished up my final technical round (went well) and the recruiter reached out wanting to chat about salary expectations before the offer stage. During my initial call with the recruiter, she did ask me about salary expectations. I deferred by saying fit and potential impact are most important to me and that I'd like to defer until I learn more. Now that I've already interviewed, I'm not sure how to handle the conversation with the recruiter. It seems wrong to give a number before getting an actual offer, but at the same time, my initial reason for deferring talking about salary is no longer valid because I've already gone through the interview process. Any advice on what should I do here?
When researching a company to find out:
... the best thing I can think of to do is find former employees on LinkedIn and ask them. This helps me do well in the interviews (because I know what the company does and often what role I'm filling) and know whether I should accept a job (if the company is not toxic).
My question is, is there some kind of limit to the number of people I reach out to? Right now, I reach out to 5 people, and usually at least 3 get back to me pretty quickly. I find 3 is usually enough to get the info I'm looking for, particularly if they were on the team/department I'm interviewing with.
I feel like the answer to this depends on the size of the company. If it's a small startup, there might be more risk involved in asking folks because it can get back to people in the company. And even if it's not a startup, asking 20 former employees for their thoughts doesn't seem smart or reasonable, even if it does involve sending the same message to each.
Curious to get people's thoughts.
I received an offer from AWS for a SDE 2 role. I was planning on asking for an additional 50k sign on bonus for year 1. I would justify this ask with evidence of past work (saving on infrastructure costs, mentoring multiple engineers) and being willing to cancel other interviews (mix of onsites and first rounds).
I'm a boomerang and the offer is the same as my TC before I got laid off. I also read some Taro Q&A and negotiation videos but couldn't find a situation similar to mine. The email states:
This will be the highest offer we are able to put forward at this time.
Is this a trick to try to get me not to negotiate?
We recently wrapped up the performance review cycle and I'll be having a meeting in a few weeks with my manager about my performance review and any potential annual raises. Recently, I was switched to remote status and took a ~12% decrease in total compensation and almost puts me at the junior-level compensation. I was wondering if I should be negotiating for a larger than normal (2-4%) raise in order to make up for the remote status pay decrease. I am bit cautious during these tough economic times but the pay decrease may have been a bit drastic as others in my location pay tier are paid more. Promotion raises are likely unrealistic as I was just promoted a few months ago.
I made it through 3 technical rounds at TikTok (2 Coding, 1 System Design) and had my HR round recently. The HR round was a negotiation round. I don't know if I handled it well. I am hoping that Taro can give me some insights or advice. For leveling, I have a little under 2 YOE at Amazon but I got laid off in April.
Here is a summary of the HR meeting:
Question: What level are you expecting?
Answer: I am expecting mid-level because I have good experience at Amazon and I did well in the interviews. HR made some comments about why I am not a good fit for mid-level said but said that the leveling will be set after this meeting.
Question: What other interviews do you have?
Answer: I have 2 early stage interviews lined up next week at Big Tech. I declined to reveal the companies. I said that I would cancel the other interviews if I got a strong offer from TikTok. I mentioned one of the reasons that I want to work at TikTok was the scale. HR said that if the other companies are Big Tech they would have similar scale. I didn't know what to say to that. I have other reasons for wanting to join TikTok but I didn't mention them in the meeting.
Question: What compensation are you expecting?
Answer: I dodged the question and said "I will consider any strong offer from TikTok." The compensation discussion went on for a good 10 minutes and I kept dodging the question. HR got upset after a while because I didn't give any numbers. I said that maybe we can have the compensation discussion after the level is set and then we stopped talking about it.
Question: Asked about RTO, Visa status and when I can start.
HR said they will get back to me early next week.
Given the market conditions, I bet they have several other candidates lined up for this role. Maybe some of them made it to the HR round and they negotiated less than me (level, low-numbers) so maybe they will take them instead.
Hey there, for context, I completed my first year as Software Engineer.
I joined the company because I was in dire need without checking the company culture, following which I was not satisfied with the designation. I then started to look out for a job.
I got that offer after 4 months of joining with 33% increase in the salary.
When I told my EM he was willing to talk to the HR and match the salary but then the Head of the department didn't promote my role in the light that others in the team will think and ask why in 4 months I got my role upgraded.
The leadership conveyed that I might get the designation in the 6 months appraisal cycle.
In the appraisal cycle they denied my promotion saying my salary doesn't match the orgs designation and they don't know what to do.
I was not happy with the decision and since I didn't had any offers I kept working for the organisation hoping I will get it in the 1 year cycle.
Now I didn't get the review form for 1 year appraisal cycle. I think they will say in the lines of because your salary was revised at the 4 month you are not eligible for this cycle.
Though I don't feel my designation is the right one. But I have some other responsibilities as well like family, commute etc. I'm losing my motivation.
I need help in crafting effectively to EM and HR so that they consider my role and some appraisal so that they inline my career in the organisation else juniors will have a higher role in front of me.
From today I have also started looking out for other jobs, but I don't want to hurry in making decisions.
I know it's best practice not to reveal your target salary or target salary range to recruiters of a specific company and it's definitely bad to reveal your current salary.
But what happens when the recruiter is not for a specific company, but instead a headhunter? It feels weird to withhold my desired salary since they can say to me "buddy, I'm not trying to negotiate against you, I'm trying to help you get what you're looking for." Are they right? Should I reveal that info or is it still better to not tell them?
Additionally, what about revealing to them who I'm currently interviewing with? I did that recently and am a little paranoid that the recruiter might somehow contact the companies I'm interviewing with to harm my chances. I'm pretty sure this is unlikely, but it got me thinking that maybe it wasn't smart to reveal that info.
How do you respond to an email or over a phone conversation from recruiter asking:
Could you please tell how to handle such questions?
In many European countries, total compensation tends to be more focused on salary rather than including stock options or sign-on bonuses, as may be common elsewhere. Total compensation is the salary, and in most salary negotiation tips they focus on how to bump up your equity in the company. Does someone have any advice on how to go about to get the most out of the salary negotiation in Europe?
I recently got an offer for a senior SWE backend role.
A little about my background: Sr backend SWE, 8 yrs of experience
Total: 240k TC
I was told the base goes up to 225k pre-offer so I'm thinking of asking how we can bridge the gap or land somewhere in between. Planning on using the no-performance bonus as a talking point to get more base pay. Overall my interview performances were definitely strong from my perspective. Company and role-wise everything lines up for what I'm looking for in my career. The initial offer exceeds my expectations but I definitely want to maximize my comp.
Any recommendations or tips?
I am a Senior Software Engineer at a big tech company, and I was reached out by a recruiter at a big-tech equivalent company and decided to give it a shot (also for a Senior SE role). I'm in the final interview stages and expect to receive an offer soon.
My recruiter said I've received excellent feedback overall from all of the interviews. I honestly believe that I would be more suitable for a Staff-level role given the work they are planning to do and has a close alignment with what I'm doing now (working towards a Staff role).
I have a few days until I receive an offer; I'd like to know whether I should kick off the discussion now or post-offer?
I interviewed at a big startup that recently IPO'd and was offered a staff engineer role verbally after the interview loop concluded. I've been in touch with the recruiter to get a formal offer for around 3 weeks now but it just keeps getting delayed.
Hey there 👋 For context, I quit a toxic job 2 months ago and I'm back in the job market.
I just finished an interview process with a company I really like, I think it checks almost all the boxes:
I expect to get an offer from them on Monday (I'm writing this on Thursday night). I know that because the recruiter called me today to touch base and to tell me that things went good! The problem with this company is that the salary is more on the lower side...but it's still on the range I have in mind.
The dilema is that I'm just starting to interview with other companies that pay 50% more, but finishing interviewing with them will take me at least two weeks...and the company I'm getting the offer from probably won't hold the offer for that long.
I have a few thoughts / concerns that I'd like you to help me sort out / discuss:
Thanks for reading! 😁
Hi All, I have a question on competing offers. Do recruiters ask to show the competing offer email or letters when I negotiate? I read it is not legal to ask for it or ask for the previous salary. I wanted to find out more on this, do they ask for more details of competing offers and should I plan to show any details for that? Also, would you mind sharing your experience on how you handled negotiation when trying to switch teams within the same company and negotiating a better salary within same company with an competing offer from outside the company. Thank you!