negotiating-compensation

Do not give a number. Instead ask for the budgeted salary band using this script: 'Can you tell me the salary band for this level? Happy to let you know if it's within my range, and we can discuss specific numbers later when I've met the team.'

Treat yourself as an investor and request the option strike price, preferred price, and total outstanding shares. Ask about financing, runway, and profitability, and ask what the valuation is based on. For early-stage companies, you can also request meetings with the company's investors.

Negotiate over the phone, not email. Email negotiation consistently produces worse outcomes because it lacks nuance and makes it harder to build the collaborative recruiter relationship needed for meaningful increases.

Negotiate total compensation first, then individual components like equity, and ask for a signing bonus last when other avenues are exhausted. This sequencing maximizes your leverage at each stage of the conversation.

No. You can simply mention you are speaking with other companies and quote expected salary ranges for those roles. You also do not need to share offer copies, since interview NDAs give you a valid reason to decline.

Survey data shows 75% of tech workers prioritize salary for stability. Base salary also compounds: bonuses and raises are calculated as percentages of base, and a higher base sets a stronger anchor for your next role.