| name | salary-negotiator |
| description | Complete salary negotiation guide covering market rate research, total compensation analysis, negotiation scripts, counter-offer strategies, benefits negotiation for PTO, remote work, and equity, negotiation psychology, when to walk away, and annual review preparation.
Use when the user asks about salary negotiator, or needs help with complete salary negotiation guide covering market rate research, total compensation analysis, negotiation scripts, counter-offer strategies, benefits negotiation for pto, remote work, and equity, negotiation psychology, when to walk away, and annual review preparation.
Do NOT use when the request requires professional specialized advice or falls outside the scope of salary negotiator.
|
| license | Apache-2.0 |
| metadata | {"author":"foundry-skills","version":"1.0.0","tags":"career salary-negotiation guide","category":"career-development","subcategory":"career-growth","depends":"","disclaimer":"none","difficulty":"intermediate"} |
Salary Negotiator
When to Use
Use this skill when:
- User asks about salary negotiator
- User needs guidance on salary negotiator topics
- User wants a structured approach to salary negotiator
Do NOT use when:
- Request requires professional consultation beyond educational guidance
- User needs emergency assistance
Questions to Ask the User First
- What is the situation? (new job offer, counter-offer, annual review, promotion, retention negotiation)
- What is the current offer or salary?
- What is your target number?
- What is your minimum acceptable number?
- What is the role, level, and industry?
- What location? (remote, hybrid, or office-based)
- What do you know about the company's compensation philosophy?
- How strong is your position? (other offers, unique skills, market demand)
- What benefits are included or important to you?
- What is your timeline? (do you have a deadline to respond)
Step 1: Market Rate Research
Research Sources
SALARY RESEARCH CHECKLIST:
PRIMARY SOURCES:
[ ] Glassdoor Salary Explorer -- Search by role, company, location
[ ] Levels.fyi -- Best for tech roles; includes equity and bonuses
[ ] LinkedIn Salary -- Uses member-reported data
[ ] Payscale -- Detailed by experience, skills, and location
[ ] Salary.com -- Traditional job-level compensation data
[ ] Indeed Salary -- Large data set from job postings
[ ] Bureau of Labor Statistics (BLS) -- Government data by occupation
[ ] Robert Half Salary Guide -- Industry-specific reports
[ ] Your state's pay transparency data (if available)
SECONDARY SOURCES:
[ ] Networking: Ask peers in similar roles (tactfully)
[ ] Recruiters: They know current market rates
[ ] Job postings: Many now include salary ranges (required by law in some states)
[ ] Industry reports and surveys
[ ] Professional association salary surveys
WHAT TO RECORD:
For each source, note:
- Role title searched: {{TITLE}}
- Location: {{LOCATION}}
- Experience level: {{LEVEL}}
- Low end: ${{AMOUNT}}
- Median: ${{AMOUNT}}
- High end: ${{AMOUNT}}
- Sample size (if available): {{N}}
Calculating Your Market Value
MARKET VALUE WORKSHEET:
Base Salary Research:
- Source 1: ${{LOW}} - ${{HIGH}} (median ${{MID}})
- Source 2: ${{LOW}} - ${{HIGH}} (median ${{MID}})
- Source 3: ${{LOW}} - ${{HIGH}} (median ${{MID}})
- Source 4: ${{LOW}} - ${{HIGH}} (median ${{MID}})
Aggregated Range: ${{OVERALL_LOW}} - ${{OVERALL_HIGH}}
Market Median: ${{MEDIAN}}
Adjustments for your specific profile:
+ Years of experience above typical: +{{%}}
+ Specialized skills in demand: +{{%}}
+ Advanced certifications: +{{%}}
+ Premium location (high cost of living): +{{%}}
- Less experience than typical: -{{%}}
- Career change / less relevant experience: -{{%}}
YOUR ESTIMATED MARKET VALUE: ${{ADJUSTED_RANGE_LOW}} - ${{ADJUSTED_RANGE_HIGH}}
YOUR TARGET: ${{TARGET}} (aim for 75th percentile or above)
YOUR MINIMUM: ${{MINIMUM}} (below this, you walk away)
Step 2: Total Compensation Analysis
Total Compensation Worksheet
TOTAL COMPENSATION COMPARISON:
Current Offer A Offer B Target
------- ------- ------- ------
BASE SALARY: ${{}} ${{}} ${{}} ${{}}
BONUS:
- Target %: {{%}} {{%}} {{%}} {{%}}
- Estimated $: ${{}} ${{}} ${{}} ${{}}
- Guaranteed or target? {{}} {{}} {{}}
EQUITY/STOCK:
- RSU/Stock value: ${{}} ${{}} ${{}} ${{}}
- Vesting schedule: {{}} {{}} {{}}
- Stock options (strike): {{}} {{}} {{}}
- Refresh grants: {{}} {{}} {{}}
RETIREMENT:
- 401k match %: {{%}} {{%}} {{%}}
- Match dollar value: ${{}} ${{}} ${{}}
- Vesting period: {{}} {{}} {{}}
HEALTH & INSURANCE:
- Premium (your cost): ${{/mo}} ${{/mo}} ${{/mo}}
- Deductible: ${{}} ${{}} ${{}}
- HSA contribution: ${{}} ${{}} ${{}}
- Life/disability: {{}} {{}} {{}}
TIME OFF:
- PTO days: {{}} {{}} {{}}
- Holidays: {{}} {{}} {{}}
- Sick days: {{}} {{}} {{}}
- Parental leave: {{}} {{}} {{}}
- Sabbatical: {{}} {{}} {{}}
OTHER BENEFITS:
- Remote work: {{}} {{}} {{}}
- Education budget: ${{}} ${{}} ${{}}
- Commute cost: ${{/mo}} ${{/mo}} ${{/mo}}
- Relocation: ${{}} ${{}} ${{}}
- Signing bonus: ${{}} ${{}} ${{}}
- Phone/internet: ${{/mo}} ${{/mo}} ${{/mo}}
- Gym/wellness: ${{}} ${{}} ${{}}
TOTAL ANNUAL VALUE: ${{}} ${{}} ${{}} ${{}}
Step 3: Negotiation Script Templates
Initial Response to an Offer
SCRIPT: RECEIVING THE OFFER
"Thank you so much for the offer. I am really excited about the
opportunity to join {{COMPANY}} as a {{ROLE}}. I would like to take
some time to review the full compensation package carefully. Could
you send me the details in writing? I would like to get back to you
by {{DATE -- 2-3 business days}}."
RULES:
- Always express gratitude and enthusiasm first
- Never accept on the spot (even if you love the offer)
- Always get the offer in writing before responding
- Buy yourself time (2-5 business days is reasonable)
- Do NOT give a counteroffer in this conversation
Counter-Offer Script
SCRIPT: THE COUNTER-OFFER
"Thank you again for the offer. I am very excited about this role
and I have given the compensation package careful consideration.
Based on my research of market rates for this role in {{LOCATION}},
my {{X}} years of experience in {{SPECIALTY}}, and the value I will
bring specifically in {{KEY_DIFFERENTIATOR}}, I was hoping we could
discuss the base salary.
The range I am seeing for this level of role is ${{RANGE_LOW}} to
${{RANGE_HIGH}}. Given my experience with {{SPECIFIC_RELEVANT_SKILL}},
I believe ${{YOUR_ASK}} would be more in line with the market and
my qualifications.
Is there flexibility in the base salary?"
THEN STOP TALKING. Let them respond.
FOLLOW-UP LINES:
- If they cannot move on base: "I understand. Could we explore other
areas of the package? I would value {{ADDITIONAL_PTO/SIGNING_BONUS/
EQUITY/REMOTE_FLEXIBILITY/TITLE}}."
- If they come back lower than your ask: "I appreciate you working
on this. Could we meet at ${{MIDDLE_GROUND}}?"
- If they say the offer is final: "I appreciate you being transparent.
Could I have until {{DATE}} to make my decision?"
Annual Raise Request Script
SCRIPT: ANNUAL REVIEW NEGOTIATION
"Thank you for the positive review. I am proud of what I have
accomplished this year, particularly {{TOP_1-2_ACHIEVEMENTS_WITH_METRICS}}.
I have been researching current market rates for my role and level,
and I would like to discuss a salary adjustment to bring my
compensation in line with the value I am delivering.
Specifically, I am requesting a salary increase to ${{TARGET}} based on:
1. {{ACHIEVEMENT_1_WITH_QUANTIFIED_IMPACT}}
2. {{ACHIEVEMENT_2_WITH_QUANTIFIED_IMPACT}}
3. My expanded responsibilities including {{NEW_RESPONSIBILITY}}
4. Current market rates for this role showing ${{RANGE}}
I am committed to {{COMPANY}} and excited about {{UPCOMING_PROJECT/GOAL}}.
I believe this adjustment reflects my contributions and market value."
Step 4: Counter-Offer Strategies
Strategy Matrix
NEGOTIATION STRATEGY BY SITUATION:
SITUATION: You have ONE offer, no alternatives
Strategy: Negotiate modestly on base, ask for more in other areas
Leverage: MODERATE
Approach: Research-based; show market data; be collaborative
Risk tolerance: LOW -- do not push too hard
SITUATION: You have MULTIPLE offers
Strategy: Use competing offers to create urgency and leverage
Leverage: HIGH
Approach: "I have received another offer at $X. I prefer your company
because {{REASON}}. Can you match/exceed on compensation?"
Risk tolerance: HIGHER -- you have a backup
SITUATION: You are CURRENTLY EMPLOYED and not desperate
Strategy: You have time; negotiate firmly but patiently
Leverage: HIGH
Approach: "I am happy in my current role but this opportunity
excited me. For me to make the move, the compensation would
need to be compelling."
Risk tolerance: HIGHEST -- you can walk away
SITUATION: You are UNEMPLOYED
Strategy: Focus on total value; accept reasonable offers; negotiate tactfully
Leverage: LOWER (but do not reveal desperation)
Approach: Research-based; professional; focus on your value
Risk tolerance: LOW-MODERATE -- but still negotiate (never accept without trying)
What to Negotiate Beyond Base Salary
NEGOTIABLE ITEMS (in rough order of impact):
1. BASE SALARY -- The most impactful (compounds over your career)
2. EQUITY/RSU -- Can be worth more than base at growth companies
3. SIGNING BONUS -- One-time; easier for companies to approve
4. TARGET BONUS -- Increase the percentage or guarantee first year
5. START DATE -- More time between jobs can be very valuable
6. PTO / VACATION -- Additional days (often easier to negotiate than salary)
7. REMOTE/HYBRID -- Work location flexibility
8. TITLE -- Can affect future earning potential
9. REVIEW TIMELINE -- "Can we do a 6-month review instead of annual?"
10. RELOCATION PACKAGE -- If applicable, negotiate the full package
11. EDUCATION/TRAINING -- Conference budget, tuition reimbursement
12. EQUIPMENT -- Home office stipend, laptop choice
13. SEVERANCE -- Negotiate a severance clause in your offer letter
Step 5: Benefits Negotiation Deep Dives
PTO Negotiation
PTO NEGOTIATION SCRIPT:
"I noticed the standard PTO for this level is {{X}} days. In my
current role, I have {{Y}} days, and maintaining that level of
work-life balance is important to me. Could we adjust to {{Y}}
days to match my current benefit?"
ALTERNATIVE:
"Could we start me at the PTO accrual rate of the next tier up,
given my experience level?"
because it does not show up as a line item on their budget the
same way.
Equity Negotiation
EQUITY QUESTIONS TO ASK:
Before negotiating equity, understand:
1. What type? (RSUs, stock options, ISOs, NSOs)
2. How many shares and at what price?
3. What is the current valuation / stock price?
4. What is the vesting schedule? (standard: 4 years with 1-year cliff)
5. Are there refresh grants?
6. What happens to unvested equity if you are laid off?
7. For private companies: What is the most recent 409A valuation?
8. Is there a secondary market or buyback program?
9. What is the exercise window after leaving? (90 days? Extended?)
EQUITY NEGOTIATION SCRIPT:
"I am excited about the equity component. Based on my research
for this level, I was expecting equity in the range of ${{RANGE}}.
Could we increase the RSU grant to {{NUMBER}} shares, or add a
signing equity grant to bridge the gap?"
Remote Work Negotiation
REMOTE WORK NEGOTIATION SCRIPT:
"I have been most productive working remotely, and I would like to
discuss the flexibility to work from home {{X}} days per week. I have
a dedicated home office setup and a strong track record of remote
productivity at {{CURRENT/PREVIOUS_COMPANY}}, where I {{SPECIFIC_
ACHIEVEMENT_WHILE_REMOTE}}.
Could we include remote work flexibility of {{X}} days per week in
the offer?"
IF THEY PUSH BACK:
"Would you be open to a trial period? Perhaps we could start with
{{X}} days remote for the first 90 days, and if my performance meets
expectations, we continue that arrangement?"
Step 6: Negotiation Psychology
Key Principles
NEGOTIATION PSYCHOLOGY:
1. ANCHORING
The first number mentioned sets the range for the negotiation.
Try to let them state their range first. If you must go first,
anchor HIGH (but within reason -- your research should support it).
2. SILENCE IS POWER
After stating your ask, STOP TALKING. The urge to fill silence
is strong. Resist it. Let the other party respond.
3. USE "WE" LANGUAGE
"How can we get to a number that works for both of us?" This
positions negotiation as collaborative, not adversarial.
4. NEVER LIE
Do not fabricate competing offers. Do not inflate your current
salary. It damages trust and can be verified.
5. FOCUS ON VALUE, NOT NEED
"I am asking for $X because of the value I bring" NOT "I need $X
because my rent is high." Your compensation is about your market
value, not your expenses.
6. BE LIKEABLE
People negotiate harder against people they dislike. Be warm,
professional, and genuinely enthusiastic about the role.
7. HAVE A BATNA (Best Alternative to Negotiated Agreement)
Know your backup plan. If you have one, you negotiate from
strength. If you do not, develop one before negotiating.
8. DO NOT NEGOTIATE AGAINST YOURSELF
Never lower your ask before they respond. Wait for their counter.
9. GET IT IN WRITING
Verbal promises mean nothing. Get every agreed-upon term in
the written offer letter before accepting.
10. RECIPROCITY
When they concede something, acknowledge it: "I appreciate you
Step 7: When to Walk Away
Walk-Away Analysis
WALK-AWAY DECISION FRAMEWORK:
WALK AWAY IF:
[ ] The offer is significantly below market rate AND they will not negotiate
[ ] The total compensation does not meet your minimum viable number
[ ] They are pressuring you to accept immediately with no time to consider
[ ] The negotiation process revealed red flags about the company culture
[ ] They rescinded a verbal promise once you received the written offer
[ ] The role has fundamentally changed from what was discussed in interviews
[ ] Your gut tells you this is wrong (intuition matters)
DO NOT WALK AWAY JUST BECAUSE:
[ ] They could not meet your ideal number (consider the full package)
[ ] The base is lower but equity/bonus makes up for it
[ ] It is less than your current salary but the role is better for your career
[ ] You are emotional in the moment (sleep on it first)
WALKING AWAY GRACEFULLY:
"Thank you for working with me on this. I have given it careful
consideration and unfortunately the overall package does not align
with where I need to be at this stage of my career. I truly appreciate
the opportunity and the team's time. I hope we can stay in touch for
future opportunities."
IMPORTANT:
- Always leave the door open
- Never burn bridges
- Be respectful and professional
- You may encounter these people again
Step 8: Annual Review Preparation
90-Day Pre-Review Preparation
ANNUAL REVIEW PREPARATION TIMELINE:
90 DAYS BEFORE REVIEW:
[ ] Start documenting achievements with metrics
[ ] Collect positive feedback from colleagues, clients, and management
[ ] Review your goals from last year
[ ] Research current market rates for your role
[ ] Identify your top 5 contributions
60 DAYS BEFORE REVIEW:
[ ] Draft your self-assessment
[ ] Quantify every achievement possible
[ ] Identify your growth areas (show self-awareness)
[ ] Set draft goals for next year
[ ] Prepare your salary increase request with market data
30 DAYS BEFORE REVIEW:
[ ] Schedule the review meeting (do not wait for your manager)
[ ] Finalize your accomplishments document
[ ] Practice your talking points
[ ] Prepare your negotiation strategy
[ ] Know your BATNA if they offer nothing
AT THE REVIEW:
[ ] Present achievements with metrics
[ ] Discuss growth and development plan
[ ] Make your compensation request with supporting data
[ ] Be prepared to discuss timeline if budget is an issue
[ ] Get commitments in writing
ACHIEVEMENT TRACKING TEMPLATE:
Date: {{DATE}}
Achievement: {{DESCRIPTION}}
Impact: {{QUANTIFIED_RESULT}}
Stakeholder: {{WHO_BENEFITED}}
Evidence: {{EMAIL/METRIC/REPORT}}
Raise Request Justification Template
RAISE JUSTIFICATION DOCUMENT:
CURRENT COMPENSATION:
Base: ${{AMOUNT}} | Bonus: ${{AMOUNT}} | Total: ${{AMOUNT}}
REQUESTED COMPENSATION:
Base: ${{AMOUNT}} | Requested Increase: {{%}} (${{AMOUNT}})
JUSTIFICATION:
1. MARKET DATA
Current market rate for {{ROLE}} at {{LEVEL}} in {{LOCATION}}:
- Source 1: ${{RANGE}}
- Source 2: ${{RANGE}}
- My current base is {{above/below}} the median by {{$AMOUNT}}
2. KEY ACHIEVEMENTS (past 12 months)
a. {{ACHIEVEMENT}} -- Impact: {{METRIC}}
b. {{ACHIEVEMENT}} -- Impact: {{METRIC}}
c. {{ACHIEVEMENT}} -- Impact: {{METRIC}}
3. EXPANDED RESPONSIBILITIES
Since my last review, I have taken on:
- {{NEW_RESPONSIBILITY_1}}
- {{NEW_RESPONSIBILITY_2}}
4. VALUE DELIVERED
My contributions have resulted in approximately ${{VALUE}}
in {{revenue/savings/efficiency gains}} for the team/company.
5. COMMITMENT
I am committed to {{COMPANY}} and excited about {{FUTURE_PROJECT}}.
I would like my compensation to reflect the value I bring.
Negotiation Do's and Don'ts Quick Reference
DO:
+ Research thoroughly before any negotiation
+ Express genuine enthusiasm for the role
+ Negotiate on total compensation, not just base
+ Use silence effectively
+ Get everything in writing
+ Be patient -- good negotiations take time
+ Practice your scripts out loud
+ Thank them regardless of outcome
DON'T:
- Accept or reject on the spot
- Apologize for negotiating
- Reveal your minimum acceptable number
- Lie about competing offers or current salary
- Make ultimatums unless you mean them
- Negotiate over email for complex topics (phone/video is better)
- Focus on personal needs instead of market value
- skip that the negotiation sets the tone for your working relationship
This skill provides negotiation frameworks and strategies. Every negotiation situation is unique. Consider working with a career coach or mentor for high-stakes negotiations.
Output Format
SALARY NEGOTIATOR OUTPUT
========================
Section 1: Assessment / Analysis
- Key findings
- Recommendations
Section 2: Action Plan
- Step-by-step guidance
- Timeline if applicable
Section 3: Resources
- Relevant references
- Next steps
Example
Input: "Help me get started with salary negotiator"
Output: A structured salary negotiator plan tailored to the user's specific situation, following the process outlined above.
Edge Cases
- Incomplete information: Ask clarifying questions before proceeding. Do not assume details the user has not provided.
- Out of scope requests: Redirect to appropriate professional resources when the request exceeds educational guidance.
- Conflicting requirements: Present trade-offs clearly and let the user decide priorities.
