Building Confidence in Job Offer Negotiation

A man was hired over a woman. Following 7 rounds of interviews. When the woman (my friend) asked why she missed out on the role, she got a vague response: → They were equally qualified → Both performed well → It was neck and neck So… what tipped the balance? Eventually, she got the answer: He asked for more money. That’s it. They said his negotiation showed “Commercial instinct.” “Confidence.” “Leadership potential.” They didn’t offer him more because he was better. They decided he was better because he asked for more. Her hesitation was seen as a lack of belief in herself. That’s why when clients ask me, “Should I negotiate?” I say: Always. Not just for the money but for what it signals. And here’s why it matters: 🔹 Only 34% of women negotiate their salary, compared to 61% of men (Source: LinkedIn Gender Insights Report) 🔹 The gender pay gap is 14.3% (and it widens dramatically for women over 40.) Ladies, it's time to close that gap: 1. Don’t pitch a number first. Pitch your value. → Frame the conversation around impact: → “Here’s what I’ve delivered…” → “Here’s the commercial value I’ve driven…” 2. Price your potential not your past. → You’re not being hired to repeat what you’ve done. → You’re being hired for what you’ll do next. 3. Do your research. Then ask for more. → Benchmark your role, level, and industry. → Use tools like Glassdoor. 4. Use the ‘Bracketing’ Technique. → Offer a range so you can negotiate. → "I’d expect something in the $150–$180K range.” 5. Own your worth. Out loud. → If you downplay your value, people will believe you. → Negotiation is not arrogance but it takes practice. It isn’t just about pay. It’s about perception. And perception shapes outcomes. Have you ever wished you asked for more money?

You’ve made it through the interviews. They want you. Now comes the part no one prepares you for: the negotiation. At the senior level, this isn’t just about salary. It’s about clarity. Leverage. Long-term value. Here’s how I advise experienced professionals to approach it - with confidence and strategy: 📌 1. Anchor in value, not emotion 🚫 “I was hoping for a bit more based on what I made previously.” ✅ “Given the scope of the role and the outcomes we’ve discussed, I’d like to explore a package that reflects the business impact I plan to drive in the first 12 months.” Why it works: It centers the conversation around their needs, not just your preferences. 📌 2. Don’t rush the conversation Let them make the offer first. That’s when you have the most leverage. If asked early: ✅ “Compensation is important, of course-but right now I’m most focused on mutual fit and impact. I’d love to revisit this once we’re aligned on the role itself.” Why it works: It signals maturity and keeps the focus on alignment-not just money. 📌 3. Ask smart questions before negotiating Sometimes what sounds like a good offer lacks context. Try asking: – “How is variable comp structured across the leadership team?” – “What does equity refresh or performance-based adjustment look like in year 2 or 3?” – “Is the title flexible at this level, or is it tied to comp bands internally?” Why it works: Questions like these show strategic awareness-and often reveal hidden negotiating room. 📌 4. Think beyond base salary At SVP, Director, or even mid-senior roles, the most meaningful levers may be: – Bonus structure – Equity or stock refresh schedule – Scope of team or decision-making authority – Flexibility, location, or growth pathway – Title (especially if tied to future opportunities) Don’t be afraid to ask: ✅ “If base isn’t flexible, could we explore other levers that would make the total package feel more aligned?” 📌 5. Know your walkaway point Negotiation isn’t just about getting more-it’s about getting clarity so you can say yes (or no) with confidence. Final thought: - You don’t need to be aggressive to negotiate well. - You need to be clear, prepared, and calm. And remember: -They’ve already decided they want you. -You’re not starting the conversation from scratch-you’re finishing it from strength. If you're approaching the offer stage and want to negotiate with confidence (not anxiety), follow me for practical advice on senior-level job strategy, storytelling, and career growth.

A client recently asked me if they could negotiate their salary by telling the company they have another offer in hand, even if it isn't true. This is a common dilemma many job seekers face, and it's important to approach it with integrity and strategy. Here's why honesty is crucial and how you can effectively negotiate without resorting to false claims: ➡ Honesty Builds Trust: Lying about another offer can backfire if the truth comes out. Companies value honesty and transparency, and starting a new job on a lie can damage your reputation. ➡ Highlight Your Value: Focus on the unique skills, experience, and achievements you bring to the table. Clearly articulate how your contributions will benefit the company and why you deserve a competitive salary. ➡ Market Research: Do your homework and research industry standards for the role you’re applying for. Use this data to back up your salary request and show that you have a well-informed perspective. ➡ Negotiation Skills: Practice your negotiation skills by role-playing with a friend or mentor. Be prepared to discuss your desired salary confidently and professionally. ✨ Sri's Pro Tip: Compensation isn’t just about the base salary. Consider other benefits like bonuses, health insurance, retirement plans, and work-life balance. Integrity in your negotiations not only reflects your character but also sets a positive tone for your professional relationships. Stand firm on your worth without compromising your honesty. #SalaryNegotiation #CareerAdvice #JobSearch #IntegrityInBusiness

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

My friend and I joined the same company. Same role. Same experience. Same qualifications. But he was earning 25% more than me. That’s what one of my clients told me recently—and asked, “Why?” The answer was simple: His friend negotiated. He didn’t. And that one moment—that skipped conversation—set the tone for everything that followed. He worked just as hard. Delivered great results. But was always playing catch-up. Here’s the truth: most people don’t negotiate not because they don’t want to… but because they don’t know how. So let’s fix that. Here’s what actually works when it comes to salary negotiation: 1. Do your homework. Before you walk in, know what the market is paying. Use platforms like LinkedIn salary, AmbitionBox, Glassdoor, and talk to peers. Data gives you confidence. 2. Time it right. Don’t rush into numbers. Wait until you’ve received an offer—but before you accept. That’s when they’re invested in you. 3. Focus on value, not entitlement. Don’t just ask for more—show why you deserve more. Talk about: – Projects delivered – Problems solved – Impact made It’s not just about what you want. It’s about what you bring. 4. Look at the full picture. It’s not just about the monthly pay. Think: – Remote flexibility – Health insurance – Paid leave – Learning budgets – Bonuses and ESOPs A higher salary with no balance isn’t always the win. 5. Practice your pitch. Say it out loud. Drop weak words like “I was hoping…” or “Maybe we could…” Say your number. Then pause. Silence is a powerful negotiation tool. The cost of not negotiating? It’s not just one paycheck. It’s every raise, every appraisal, every comparison that comes after. So don’t just accept the first offer because you’re grateful. Be grateful—and prepared. Ask smart. Ask with confidence. Because when you don’t ask, you don’t get. #SalaryNegotiation #KnowYourWorth

One of my clients recently negotiated a $40K increase in a job offer - landing a $325K package as a Lead Product Manager at Yelp. And no, this didn’t happen by chance. It happened because we walked in with a clear negotiation strategy built for senior-level roles. When R first joined The Fearless Hire, she already had the skills. She was sharp, capable, and had done the work. But like so many high-performers I work with, she wasn’t playing at the level her experience deserved. - She wasn’t sure how to position her value. - She had no plan for navigating offers or negotiations. - And like many, she was afraid of asking for too much and getting screened out. What she brought was her experience. What I gave her was strategy. Here’s exactly how we made it happen: 1. Benchmarked the offer using real market data We didn’t rely on “gut feel” or what Glassdoor said. We used Levels(dot)fyi to pull comps for similar roles, locations, and industries. That data helped us anchor the conversation: → To justify the higher ask → To make sure the total comp didn’t drop when the sign-on expired → And to signal: “We’ve done our homework.” 2. Matched the equity she was walking away from This part gets overlooked way too often. She was leaving significant unvested equity behind. And we made that clear. We framed it as a business reality, not an emotional ask: “To make this move sustainable, we need to account for the RSUs I’m forfeiting.” That changed the tone of the conversation completely. 3. Offered structured options, not ultimatums Instead of making a single counter, we built two compensation scenarios: → One with a higher base → One with higher equity This gave the hiring team flexibility to say yes, while keeping our floor intact. We used MBA-level negotiation frameworks to create optionality, not pressure. Result: A $40K increase and a $325K total offer. - She didn’t strong-arm anyone. - She didn’t beg for more. - She walked in with clarity, confidence, and a strategy that made the ask feel obvious. This is exactly the kind of high-leverage negotiation strategy I’ll be teaching in my upcoming masterclass: Recession Proof Your Career. Date: July 11 Time: 12:00 PM CT You can learn how to land (and negotiate) your next $200K–$500K offer - even in a tough market. If you’ve ever hesitated to ask for more - or didn’t know how - this is the training you’ve been waiting for. Link to register is in the comments or DM me CAREER for the link.

I left $45,000 on the table in my first negotiation- Because I confused being "grateful" with being strategic: After 15 years and coaching many clients through negotiations, Here's how to radiate confidence when every cell in your body screams "just take it": 1. The Strategic Pause They make an offer. You say: "I appreciate this. I'd like to review it and get back to you." Even if it's amazing. Immediate acceptance signals desperation. 2. The Anchor Flip Never name your number first? Wrong. Go 15-20% above your target. Let them negotiate you down to what you actually want. You'll feel like you're winning. So will they. 3. The Portfolio Power Move "Based on my research and recent accomplishments..." Then list 3 specific wins with dollar amounts or percentages. Data radiates confidence louder than any power pose. 4. The Collaborative Reframe Replace "I need" with "To perform at my best in this role..." You're not asking for charity. You're discussing optimal conditions for mutual success. 5. The Options Play Can't move on base? "What about signing bonus/extra PTO/remote days/professional development?" Flexibility shows sophistication. Plus, they often have more wiggle room here. That $45,000 I left behind? It taught me that being "nice" in negotiations isn't nice to your future self. Or your family. Or your goals. Or your worth. Your employer expects you to negotiate. Not doing it doesn't make you grateful. It makes you undervalued. What's your biggest negotiation fear? Drop it below 👇 💫 Repost to help someone claim their worth 🌻 Follow Cassie Lincoln for more strategic career moves

Most people lose money before they even start negotiating. Why? Because they think asking for more means risking the offer. Here’s the truth: Companies don’t extend an offer unless they want you. Which means you have more leverage than you think. Let’s break down the mindset that holds people back and how to shift it: 1️⃣ Fear: “They’ll rescind the offer.” Reality: Offers get pulled for fraud or rudeness, not for asking a fair market rate. Shift: Ask with professionalism and data. You’re negotiating, not demanding. 2️⃣ Fear: “I don’t want to seem greedy.” Reality: Companies respect candidates who know their value. Shift: Tie your ask to the impact you’ll make. “I’m excited about this role. Given the scope, I’d like to discuss a comp package in the [range].” 3️⃣ Fear: “They’ll say no.” Reality: That’s okay. Negotiation isn’t a win/lose, it’s a conversation. Shift: Have tradeoffs ready (flexible PTO, sign-on bonus, earlier review cycle). Know what matters most to you. 4️⃣ Fear: “They’ll think I only care about money.” Reality: Salary is part of the conversation, not the only part. Shift: Reiterate excitement about the role. Clarify that you're looking for a package that reflects your experience and the value you’ll bring. Pro tip: Negotiation isn’t just about this job. It sets the baseline for your next raise, promotion, and equity grant. The cost of not negotiating isn’t just $5K or $10K. It’s compound interest over years of underpayment. True story: I helped a client with this a few weeks ago. The company was already offering “the top of the range,” but we went back and got $10K more. That $10,000 is an extra $100,000 over the next 5 years. Ask with confidence. Back it up with data. Let the silence sit. You might be surprised how often they say yes. Interviewing for a new role? You don’t have to navigate comp alone. Message me the word “NEGOTIATION” and I’ll be happy to help you.

I made a mistake at Google that cost me thousands. I didn’t negotiate my offer. I was just happy they extended it. It was a contract role, hourly paid. The increase from the recruiting agency rate to Google’s rate already felt like a win. But behind that relief was paralyzing fear, the kind that makes your chest tight and your mind race with every worst-case scenario. I thought about negotiating. But then imposter syndrome showed up in the form of questions like: - What if I ask and they pull the offer? - What if I lose the opportunity of a lifetime? - What if I prove I don’t belong here after all? That’s what imposter syndrome does. It convinces you that silence is safer than risk. And that silence cost me thousands of dollars. But worse, it reinforced a habit of undervaluing myself. Years later, when a big opportunity came at Meta, the same doubts crept in. This time, I pushed through: Paused the fear spiral. I wrote down the worst-case scenario (“They’ll say no”) and realized silence was the bigger risk. Anchored in facts. I researched market data and confirmed my ask wasn’t greedy, it was fair. Reframed the ask. I reminded myself negotiation isn’t confrontation, it’s clarity. The result? The offer went up. The fear didn’t win. If you’re facing the same doubts, remember: 1️⃣ Imposter syndrome tells you to play it safe. But staying quiet is what ends up costing you.  2️⃣ Fear exaggerates everything. Facts give you something solid to stand on. 3️⃣ Negotiation isn’t asking for a favor. It’s showing your worth in plain terms. 👉 Imposter syndrome isn’t proof you’re unqualified. It’s proof you’re growing. Follow me for more insights on confidence, job search, and breaking into top tech companies.

The formula for successful salary negotiation is often misunderstood. Here's what I've learned from negotiating $10 million in tech job offer increases. 1) Know why negotiation matters It's really hard to move your pay up after you've gotten into your role, especially at big tech companies. It can take years - two, three, four years - to get your next promotion. Your bonus and raise every year are based on your starting salary. There's no time when you have more leverage than when you're first starting at a company and getting your first job offer. 2) Understand the 4 ingredients to successful negotiation For a successful salary negotiation, the company needs to: 1️⃣ Like you 2️⃣ Think you deserve it 3️⃣ Be able to justify it internally 4️⃣ Believe you're winnable Some of these parts actually conflict with each other. As you negotiate up your offer, they might question whether they like you as much. But by the end, if you did the negotiation really well, they should respect you even more. 3) Identify who makes the decisions It's not just the recruiter. The hiring manager, skip manager, and compensation committee all play crucial roles. Building rapport with these key players can make a huge difference. 4) Know when to start negotiating Salary negotiation actually happens before interviewing. Things not negotiable at the beginning of the process can become negotiable later. But if you bring them up too early, the process will end before you have a chance to build your negotiating power. In your first recruiting call, AVOID giving a number. Instead, flip it and find out their leverage. First, deflect: "Right now I'm just trying to focus on the interview process. "In my experience, there's so much that goes into selecting an offer beyond the compensation, so it doesn't make sense to discuss until the end after I've met the team and understand the role." "I know you want to make sure we're not wasting each other's time, but I'm sure if there's a great fit we'll come to something that works great for both of us." Then, flip to find their leverage position: How long have they been looking? How important is this position? Tell me more about the range for this position. What levels are you considering? In this tough market, understanding the negotiation process can be your key to significantly higher compensation. Annie Murray and I have gone deeper on negotiating your tech salary in our articles and videos. Please comment or 🔄 repost to support!