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Have a new job offer; looking for salary negotiations tips
Posted on 4/19/18 at 9:04 am
Posted on 4/19/18 at 9:04 am
I work in Corporate Finance and have an offer from a FANG company to work in an Product Finance/FP&A role. However the Total Compensation from their initial offer is ~10% lower than my current pay (Base + Bonus + Stocks), which they don't know it is. At this point they are waiting for me to take the offer or counter.
The biggest difference is on the base pay, but I understand from research that they rarely bump up the base and that they are usually more willing to negotiate higher RSU's (that vest over 4 years) and maybe a sign-on bonus to make up some of the gap.
Any one here have experience negotiating salary at these large tech companies? How should I go about negotiating a higher pay? Should I go back with a bottom line number (my current pay or slightly higher than that) and stick with it? How many times can I realistically go back and forth, or it is a one shot deal? All tips and suggestions welcome.
The biggest difference is on the base pay, but I understand from research that they rarely bump up the base and that they are usually more willing to negotiate higher RSU's (that vest over 4 years) and maybe a sign-on bonus to make up some of the gap.
Any one here have experience negotiating salary at these large tech companies? How should I go about negotiating a higher pay? Should I go back with a bottom line number (my current pay or slightly higher than that) and stick with it? How many times can I realistically go back and forth, or it is a one shot deal? All tips and suggestions welcome.
9
Posted on 4/19/18 at 9:09 am to MailKimp
(no message)
This post was edited on 2/13/25 at 8:03 pm
Posted on 4/19/18 at 10:47 am to lnomm34
most companies know they need to offer someone at least 10-15% more than what they are currently making to get them to make the jump. not sure why anyone would settle for less than that unless they just hate their current.
shoot them straight, tell them you want to at least be motivated, financially, to switch jobs and that needs to be at least 20% higher than your current salary. if they actually want you, they'll come back with 10-15% and there's your raise.
don't neg RSU's, that's not guaranteed.
shoot them straight, tell them you want to at least be motivated, financially, to switch jobs and that needs to be at least 20% higher than your current salary. if they actually want you, they'll come back with 10-15% and there's your raise.
don't neg RSU's, that's not guaranteed.
Posted on 4/19/18 at 11:21 am to MailKimp
Unless you are in a rough situation, don't change jobs for lower base.
Why do you want this job?
I find it pretty curious that they don't know your starting point, but maybe things progressed quickly.
Personally, I'd only make a move for 10+% more...unless there was a big quality of life story.
If you are embarking on a negotiation just to maintain...is the juice worth the squeeze?
Why do you want this job?
I find it pretty curious that they don't know your starting point, but maybe things progressed quickly.
Personally, I'd only make a move for 10+% more...unless there was a big quality of life story.
If you are embarking on a negotiation just to maintain...is the juice worth the squeeze?
Posted on 4/19/18 at 11:37 am to MailKimp
If you don't hate your current job, just be straight with them. Tell them you want the job but cant afford to take the reduction in income.
If they want you, they'll work it out. If they don't want you that bad, they will move on.
So clearly, if you really really want this job, be careful unless you know you are the only option for them.
I went though this myself recently. Not to the extent you are but my new offer was essentially the same as my current (increase in base pay but higher cost of benefits and no bonuses, only paid OT). I knew I was their only candidate though, so I was able to push them up enough to guarantee myself a 10% net raise. I was also completely fine if they said no as I don't mind my current job.
If they want you, they'll work it out. If they don't want you that bad, they will move on.
So clearly, if you really really want this job, be careful unless you know you are the only option for them.
I went though this myself recently. Not to the extent you are but my new offer was essentially the same as my current (increase in base pay but higher cost of benefits and no bonuses, only paid OT). I knew I was their only candidate though, so I was able to push them up enough to guarantee myself a 10% net raise. I was also completely fine if they said no as I don't mind my current job.
Posted on 4/19/18 at 12:19 pm to MailKimp
Depends on whether or not you are comfortable staying at your current job. That determines how aggressive you are on your negotiation.
If you think the new job gives you a better prospect long term or you hate your current job, then still negotiate for sure but cautiously. If the base isn't flexible then ask for a bigger bonus or LTIP on signing.
If you think the new job gives you a better prospect long term or you hate your current job, then still negotiate for sure but cautiously. If the base isn't flexible then ask for a bigger bonus or LTIP on signing.
This post was edited on 4/19/18 at 12:21 pm
Posted on 4/19/18 at 1:04 pm to MailKimp
You only get a sign on bonus once. The trick is to get the comp so it’s not attached to a variable bonus plan that they can change later.
Posted on 4/19/18 at 1:20 pm to MailKimp
Sorry to derail a bit, but curious about RSUs from those of you who get them.
I hope this comes across correctly...
Do you get awards every year or only again after the previous award runs out?
For example, say you're awarded 60k in 2018 (vesting over 3 years, so 20k worth each year). Could you get another award in 2019 (say another 60k again vesting over 3 years), or would you only get another award after the first award is fully vested?
I hope this comes across correctly...
Do you get awards every year or only again after the previous award runs out?
For example, say you're awarded 60k in 2018 (vesting over 3 years, so 20k worth each year). Could you get another award in 2019 (say another 60k again vesting over 3 years), or would you only get another award after the first award is fully vested?
Posted on 4/19/18 at 1:25 pm to AnonymousTiger
Depends on each company. We get ours every year, vesting 60% after three years and 40% after five years.
So starting on your fifth year you vest 60% of year n AND 40% of year n+2 every year.
And we get dividends of the unvested stocks every quarter until vesting, which is nice.
So starting on your fifth year you vest 60% of year n AND 40% of year n+2 every year.
And we get dividends of the unvested stocks every quarter until vesting, which is nice.
Posted on 4/19/18 at 1:34 pm to castorinho
Thanks. 
I'm eligible for these for the first time this year, and I'd never been exposed to how they work before. They don't seem to be very common in my industry except for the C suite executives.
I'm eligible for these for the first time this year, and I'd never been exposed to how they work before. They don't seem to be very common in my industry except for the C suite executives.
Posted on 4/19/18 at 1:49 pm to MailKimp
Is it same city or are you moving?
The only question is what pay you want? I doubt I'd take a pay cut especially if I somewhat like my current job and it's stable. If it's neither, that's not really a monetary decision.
If you are currently somewhat happy, why would you do anything but shoot high with the new company? Where do you want to be long term?
Lastly, Id be careful about giving them the specifics about your pay breakdown but I'd also make it clear that your current base pay is considerably better. As said I wouldn't take either RSU's, it'd have to be considerably better to make up for your base pay.
The only question is what pay you want? I doubt I'd take a pay cut especially if I somewhat like my current job and it's stable. If it's neither, that's not really a monetary decision.
If you are currently somewhat happy, why would you do anything but shoot high with the new company? Where do you want to be long term?
Lastly, Id be careful about giving them the specifics about your pay breakdown but I'd also make it clear that your current base pay is considerably better. As said I wouldn't take either RSU's, it'd have to be considerably better to make up for your base pay.
Posted on 4/19/18 at 3:44 pm to MailKimp
Not sure if this a good idea here. Tell them their base pay offer is 20% less than your current position. Ask them to meet you in the middle. I'm curious what does this company offer that your current one does not?
Posted on 4/19/18 at 4:53 pm to TexasTiger34
quote:
shoot them straight, tell them you want to at least be motivated, financially, to switch jobs
quote:
don't neg RSU's, that's not guaranteed.
Those are very good points.
Posted on 4/19/18 at 4:58 pm to castorinho
quote:
Depends on whether or not you are comfortable staying at your current job.
I like my current job and am on a good career trajectory, but my company does not have the brand name recognition outside a niche industry.
quote:
If you think the new job gives you a better prospect long term or you hate your current job, then still negotiate for sure but cautiously.
The new job will be running the P&L (Rev/GM%/Opex/OP%) for one of the most popular consumer software packages out in the market currently. There is a very good chance that most people reading the thread here has used this product in the last 24 hours or so. I feel that just having that kind of branding on the resume will give a boost to my career in the long term.
Posted on 4/19/18 at 5:01 pm to AnonymousTiger
quote:
Sorry to derail a bit, but curious about RSUs from those of you who get them.
I hope this comes across correctly...
Do you get awards every year or only again after the previous award runs out?
RSUs up front that vest over a period of 4 years with a one year cliff. Meaning 25% vests after one year and then the rest vests monthly over the remaining 36 months. In addition you get yearly RSU refreshes based on your performance during the performance evaluations at the end of the year, but the refreshes are typicall much smaller than the initial RSUs you get upon hire.
Posted on 4/19/18 at 5:19 pm to MailKimp
quote:do you know what the market value is? Ballpark.
The new job will be running the P&L (Rev/GM%/Opex/OP%) for one of the most popular consumer software packages out in the market currently. There is a very good chance that most people reading the thread here has used this product in the last 24 hours or so. I feel that just having that kind of branding on the resume will give a boost to my career in the long term
Sounds like you want the new job, they still have to at least match your current base. Counter with 10% over current base.
Posted on 4/19/18 at 5:24 pm to MailKimp
not at a gang but at a billion dollar private one. we haggle like a car lot for talent we want in nyc.
Posted on 4/19/18 at 5:32 pm to MailKimp
quote:
quote:
don't neg RSU's, that's not guaranteed.
Those are very good points.
This is horrible advice. I've negotiated with two of the largest out there at different points in my career. RSU's are how you make real money in Silicon Valley. Not through a high base. But you need the base to be large enough to cover the high cost of living. Paying rent is important.
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