Handling Job Offer Negotiations

If you’re one of those rare people who actually reads boilerplate clauses in contracts, have you ever wondered what this commonly used phrase does: "…even if such party is advised of the possibility of such damages"? For answers, let’s journey back in time to the era of the famous case of Hadley v Baxendale… Back in 1850s England, Hadley, a mill owner, needed a quick replacement for a broken crankshaft. Baxendale, a courier, promised a speedy delivery. But, here's the twist: Baxendale didn't know that the mill's entire production process relied on that specific crankshaft. When he delivered it late, Hadley suffered big losses. The court had to decide whether Baxendale should pay for all the losses, even though he didn't know the crankshaft's critical role in Hadley’s business. The judgment laid down an essential rule: if you want damages for a breach of contract, they must be foreseeable at the time of making the contract. In this case, Hadley didn’t inform Baxendale about the losses he would suffer if the crankshaft was delivered late, therefore Baxendale could not reasonably be held liable for the economic losses incurred by Hadley. Conversely, this meant that IF a customer DID advise a business of the losses that they would experience due to a contract breach, the business would be liable for all the economic losses that flow out of such breach! For example, if I engage a limousine company to take me to the airport and they don’t show up, they will ordinarily be liable only for the price difference between their service and the alternative limo that I eventually hire. However, if I had said: “Be sure to show up, I’m flying to an important meeting where I’ll close a deal worth $50,000”, the limousine company could also be liable for the additional $50,000 as compensation for losses in that scenario! Contracts typically contain "consequential damages” exclusion of liability clauses (like the one below) to prevent absurd situations like this. This clause ensures that businesses that breach a contract are not liable for losses experienced by customers based on individual circumstances that lie beyond the businesses’ sphere of influence. The use of the phrase “even if such party has been advised of the possibility of such damages” strengthens this clause by excluding the rule in Hadley v. Baxendale thus ensuring that the exclusion of liability holds even if the customer advised of potential losses they would experience in the event of a breach.   So the next time you come across this line in a contract, keep in mind the Hadley v Baxendale case. It's there to keep things fair, making sure everyone knows what they're getting into and what they're responsible for. Click here to follow me for weekly content like this: https://lnkd.in/ddRbEyRP #LegalHistory #ContractLaw

90% of negotiations are won before anyone sits down. (The other 10% is just theater.) Yet most CEOs walk in knowing only what they want. Not what the other side can't live without. Here's what I learned from watching hundreds of deals: 💡 The first offer trap: Everyone thinks starting low shows good faith. But behavioral science proves the opposite. Your first number anchors the entire conversation. Start high with clear justification, and you've already won half the battle. Start low? You'll spend hours fighting to get back to fair. 💡 The silence most CEOs can't handle: That awkward pause after you state your price? Most leaders rush to fill it with justifications or concessions. But silence is your most powerful tool. Let them break it. They'll either accept, counter, or reveal what's really blocking the deal. All 3 responses give you information. Your nervous chatter gives you nothing. 💡 The alignment mistake that kills deals: I've seen CEOs negotiate brilliantly for weeks. Then their CFO kills it with one email. Get your team aligned before you start, not after. Every stakeholder should know the walk-away point. Mixed signals from your side create openings they'll exploit. 💡 The pushback moment that matters: When they push hard, your instinct is to push back. But "Tell me more about that" changes everything. It turns confrontation into collaboration. And often reveals the real issue hiding behind the objection. 💡 The fatigue factor nobody admits: After 6 hours, you're not negotiating anymore. You're just trying to end the pain. That's when bad deals happen. Know when to pause. Protect your standards. The deal will still be there tomorrow. Master these moments, and you'll close more deals at better terms. With relationships intact for the next one. P.S. Want a PDF of my "CEO Negotiation Cheat Sheet" Get it free: https://lnkd.in/dzhqxTXs ♻️ Repost to help a CEO in your network. Follow Eric Partaker for more negotiation insights. — 📢 Want to lead like a world-class CEO? Our next cohort of the CEO Accelerator starts July 23rd. 30+ Founders & CEOs have already enrolled. Learn more and apply today: https://lnkd.in/disb2iSq

I’ve had 4 legal battles since starting my business. Could I have avoided them? Probably. But I didn’t have the funds for a proper lawyer. I didn’t have the founder network to ask the right questions. I was figuring it out as I went - like most of us do. So, let me help you not learn the hard way. Here are 5 clauses I now include in every contract to protect my work, my business, and my sanity: 1. Non-cancellable, non-refundable agreements If you’ve qualified your clients properly, this shouldn’t be a problem. But if someone signs, onboards, and then disappears? We still get paid. And so should you. 2. Immediate or short payment terms We don’t do 30- to 90-day terms. You wouldn’t work for 3 months without pay - so why should your business? Cash flow isn’t just admin. It’s survival. 3. Enforceable payment protection Your contract should include: Interest on late invoices A “stop work” clause if payment isn’t made A clause that guarantees you still get paid even if the client delays the project Your time is not free. Put it in writing. 4. Intellectual Property stays yours Anything we bring to the table = ours. Anything we create for you = yours. Clear. Simple. No grey area. We once had a client record a training session… and try to resell it behind a paywall. Now our contract includes a £10,000 fine per breach. And in that case, per breach = per view. 5. Don’t work with d*ckheads. Not a legal clause - more like legal wisdom... 😂 🚩 If they’re pushing for discounts before asking about outcomes 🚩 If they want to start work before signing or paying 🚩 If they delay, ghost, or act shady in the first 10 days… Walk away. Trust me. Yes, contracts are important. But court is expensive, stressful, and slow. The best legal advice I can give you; - Protect your business. - Trust your gut. - And don’t work with d*ckheads. Learning from someone else’s mistakes is a hell of a lot cheaper than learning from your own. You’re welcome 💜 😉 P.S - Want to finally get the confidence to start building your personal brand online? This is your sign. I’m hosting a FREE Zoom masterclass SEPT 10th. Join here: https://lnkd.in/gMwytmS3 and I'll show you exactly how to build your personal brand (and the life you want!).

I was interviewing with 3x organizations about a potential opportunity One made me an offer - but I wasn't sure if it was my "top choice" Or if I was even going to get an #offer from the other companies There was a 5-day timeline to provide a response 😣 I'm not kidding when I tell you that trying to make this decision put me in the fetal position on my basement sofa What do I do? What if I accept it and then another (better) offer comes? What if I stall for the other companies and this offer goes away? What if I pick the wrong one? It sounds silly, but this decision completely locked me up #quinnsights What did I do? I called 3x mentors to discuss the situation and get their advice They advised that I call the other 2x recruiters and explain that I received an offer (give them the salary + bonus amounts) and let them tell you what they will do So I did!! The 2nd company said "we'll match it" but getting everything done will be tight - you may need to ask for another day or 2 to consider the pending offer The 3rd company said they couldn't get anything done (so I wasn't really a top candidate) #militarytransition I ended up taking the first offer because I felt the role gave me more room to grow in the directions I needed to Called the 2nd recruiter back and told her (so she didn't do all the work to get an offer together for me to reject it) She thanked me And a little over a year later I joined EY (the 2nd company) at a higher level because of the experience gained at the 1st one My takeaway? 1 - always have multiple irons in the fire (if the 3rd company was my top choice, I would have been screwed) 2 - communicate openly & honestly with recruiters (if you really are a top candidate, they will work with you) 3 - you never know where life will take you (had I made the recruiter do all that work and then rejected, I may not have had the same opportunity a year later) 4 - make sure you have mentors in your desired field that you can literally call and they will pick up or call you back shortly (I needed advice ASAP) Thoughts?

You're in a job interview, you get the offer—but the salary? Way lower than expected. The worst move? Accepting on the spot. The second worst? Declining outright. Here's how you can take the 'ick' out of negotiating: 1. Start with Gratitude →“Thank you for the offer.” 2. Share Excitement →“I’m really excited about the role and joining the company.” 3. Address the Salary →“Before I accept, I’d like to discuss the salary. It’s below what I believe reflects the market value for my experience.” 4. Reinforce Your Value →“I’m confident my expertise in A and B, and my contributions to C and D will drive success here.” 5. Reiterate Market Value →“Based on my research and track record, I believe a salary range of X to Y would be more in line with the industry.” Where to do research? Check salary data on sites like Glassdoor, Payscale, and LinkedIn, or ask industry peers and recruiters for real-world insights. Pro tip: Use multiple sources to get a well-rounded view and always adjust for location and years of experience. P.S. Have you ever accepted a salary because you didn't know how to negotiation? I'll go first: Yes, I have...

Stop wasting job seekers' time. Add the salary in the job description! Salary should be transparent. But since many companies still play games. You need to handle salary conversations strategically. To get paid what you’re worth. 💰 How To Talk About Salary Like A Pro 1️⃣ Know The Market Rate ↳ Research salaries for your role, industry & location. ↳ Use sites like Glassdoor, Levels.fyi, and LinkedIn Salary Insights. 2️⃣ Don’t Disclose Your Current Salary ↳ It’s irrelevant. It can be used to low-ball you. ↳ Your pay should be based on the value you bring. 3️⃣ If No Salary Range Is Listed - Ask! ↳ They may ask for your salary expectations. ↳ Flip it back on them: "I need to learn more about the role but I'm happy to move forward if the salary is in line with the market rate, can you please share the budgeted salary range?" 4️⃣ When Given A Salary Range - Ask If There’s Room For Negotiation ↳ This set expectations & keeps the door open for later. ↳Simply say: "Thanks for sharing, is this range fixed, or is there room for negotiation based on experience and skills?" (You don't need to do this if you're happy with the range). 5️⃣ When You’re Ready To Provide A Range - Be Strategic ↳ Base your range on market research and your expectations. ↳ Make the lower end of your range close to your ideal salary. 6️⃣ Negotiate At Offer Stage ↳ This is when you have the most leverage. ↳ When you get the offer, respond with: "Thank you for the offer! I’m really excited about this role and I loved learning about the team and goals. Based on my skills and the value I feel I can bring to this, I was wondering if you would consider increasing the offer to something in the range of [range]? Is there flexibility to align with that?" I recently helped a friend negotiate an extra 15% increase for a Director level role - he called it a "life changing" amount of money. Don't leave money on the table: - Know your worth - Ask the right questions - Negotiate with confidence ♻️ Repost to help others get paid what they deserve. 👋🏼 Follow Dan Mian for more job search insights.

Always negotiate the offer. Many people, feel uncomfortable but a good negotiation can significantly impact your career trajectory and financial well-being. Remember, companies expect negotiation. It's a normal part of the hiring process. But before you jump and say "you want more", do your homework, talk to people, and be ready with the following two pointers 1. understand how the company typically structures its offers 2. be honest with yourself about your interview performance When you are negotiating your offer, the two most important leverage you will have are - your current compensation and a competing offer. If possible, try to secure one of the two. This also emphasizes the importance of negotiating a higher compensation as it affects your future compensation. Most people become arrogant if they have a good competing offer, but you should always remain respectful and diplomatic. When I put forth a competing offer during negotiation, I always say - "I'm very excited about the opportunity with your company. I do have another offer that's offering X. While compensation isn't my only consideration, I'm wondering if there's any flexibility in your offer to help make my decision easier." The way you negotiate is just as important as what you negotiate. Always maintain a respectful and professional throughout the process. Remember, this conversation is between two adults. 1. express your excitement about the role and the company 2. be specific and quantify your ask, instead of just asking for "more" 3. when you ask for more, explain why you deserve more 4. remember, it is not just about the money So the next time you're presented with a job offer, do your homework and negotiate with confidence and humility. Successful negotiations can have a compound effect on your financial well-being, so play well. ⚡ I keep writing and sharing my practical experience and learnings every day, so if you resonate then follow along. I keep it no fluff. #CareerGrowth

Before you say yes to that new job… pause. Is it really aligned with your long-term career goals—or just a quick escape from your current frustration? Switching jobs is one of the biggest decisions you’ll make. And I’ve seen too many professionals jump without a clear plan, only to find themselves stuck again a few months later. Here’s what I always advise my coaching clients to consider before making a move: ✅ Financial impact (beyond just salary) → Look at bonuses, stock options, insurance, PF, gratuity, relocation costs, etc. Do the full math. ✅ Long-term growth vs. short-term gains → Will this role grow your leadership, skills, and network—or just look good for now? ✅ Company culture & values → Read reviews, ask former employees, and observe how they treat their people. ✅ Work-life balance expectations → Are there real boundaries? Is remote work respected or just a checkbox? ✅ Job security & company stability → Check for layoffs, market shifts, funding stage, or industry disruptions. ✅ The team & leadership → Your manager can make or break your experience. Meet them first. Ask tough questions.  ✅ Commute, location, or relocation → Will this affect your family life, finances, or energy? ✅ Industry outlook → Is this a declining or growing industry? What trends are emerging? And finally… ✅ What you’re leaving behind → List your current growth, support system, brand equity, and what won’t come with you. 📌 Remember: Job switching isn’t a milestone, it’s a strategy. The right role should move you closer to your career spotlight, not sideways or backwards. ✨ Want a proven framework to evaluate job offers and land the right ones? Join my free webinar “Get Your Dream Job with My Career Spotlight Framework.” 🔗 Link is in the comments. Let’s make your next move your best one. #CareerGrowth #JobSearchTips #CareerClarity #CareerCoaching #CareerSpotlight #SwitchSmart

Why Termination Clauses Matter More Than You Think 🤔 "If the contract is non-negotiable, why bother reviewing the termination clause?" It’s a fair question. But even when changes aren’t on the table, understanding the termination terms is critical. These clauses aren’t just legal fine print—they define how and when you can exit a contract and what obligations follow. A poorly drafted termination clause can: ⚠️ Lock you into an unfavorable agreement with no clear exit. ⚠️ Impose significant penalties or financial burdens upon termination. ⚠️ Leave post-termination liabilities (e.g., indemnity or confidentiality) lingering indefinitely. ⚠️ Lead to disputes due to vague or one-sided language. A well-structured termination clause should address: ✅ Valid termination grounds – breach, non-performance, force majeure, or termination for convenience. ✅ Notice period & formalities – ensuring compliance and a smooth transition. ✅ Post-termination obligations – settling dues, returning confidential information, and closing responsibilities. ✅ Liabilities & penalties – mitigating unexpected financial or legal risks. Knowing how to exit a contract is as important as understanding what you agree to. The best agreements don’t just start well—they ensure you can walk away on your terms, not someone else’s. #Contracts #TerminationClauses #RiskManagement #LegalInsights