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Use when constructing offers — covers leveling, package construction, equity, sign-on, negotiation, and pay equity at offer.
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Based on SOC occupation classification
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| name | offer-strategy |
| description | Use when constructing offers — covers leveling, package construction, equity, sign-on, negotiation, and pay equity at offer. |
Inputs:
Failure modes:
| Component | Default | Notes |
|---|---|---|
| Base salary | Midpoint of band | Below for green-at-level; above for proven |
| Equity | Per leveling rubric | New-hire grant + refresh expectation |
| Sign-on | When bridging unvested equity or compensating relo | Not a "make it competitive" hack |
| Relocation | Defined policy | Not negotiated; consistent |
| Bonus / commission | Role-dependent | Sales typical; many ICs no bonus |
| Benefits | Standard | Don't differentiate to close |
| Pattern | Pros | Cons |
|---|---|---|
| Transparent range, no negotiation | Maximum equity; fast offers | Doesn't reward strong cases differently |
| Window range, modest negotiation | Preserves equity; rewards genuine value | Requires discipline |
| Open negotiation | Flexibility | Worst pay equity; rewards negotiators |
Default recommendation: window range with documented pre-approval for moves outside.
When a candidate counters:
Avoid:
Critical guardrails:
The gender pay gap data is unambiguous: women negotiate less aggressively (and are penalized more when they do). Process design that rewards aggressive negotiation produces gender-disparate outcomes.
Avoid 24–48 hour pressure:
Reasonable expiration: 5–7 business days (sometimes longer for senior or international).
The senior leader / hiring manager closing call:
Every offer:
compensation-strategist — Bands and philosophystructured-interview-designer — Provides scorecard inputcareer-framework-architect — Provides leveling rubricequity-architect — Equity grant structuredei-strategist — Pay equity at offer audit