Part 7 · 1 chapters · ~8 min

Negotiating

Level before money, understanding bands, total compensation (base, bonus, equity, benefits), equity basics (vesting, cliffs, refreshers, private company risk), comparing offers across currencies, using competing offers, scripts for the conversation, negotiating by email, and when to accept.

10

Scripts

code
on level
  "From the loop, the scope you described (owning the payments platform across three teams) matches your
   staff level description. Is there a path to considering the offer at that level?"

on numbers (after an offer)
  "Thank you, I'm excited about the role. Based on market data for this level and another offer I'm weighing,
   I was expecting total compensation closer to X. Is there flexibility to get there?"

on terms when base is fixed
  "If base is at the top of the band, could we close the gap with a sign-on bonus or an earlier refresher?"

by email: confirm numbers in writing; never accept verbally before seeing the written offer

Equity in private companies is worth only what a liquidity event makes it; value it at a steep discount unless there is a secondary market or buyback history. Know your walk-away number before the conversation, and keep the tone collaborative: you will work with these people.

NEGOTIATING AN OFFER
level first, then the numbers, then the details
leveldecides the band for yearsbase salarywithin the bandequity / bonusvesting, refreshers, targetsother termssign-on, start date, remote, titlecompeting offersthe strongest lever
swipe the figure sideways, or tap expand for full screen
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level first
The level decides the salary band and future growth. If the scope described is staff and the offer is senior, negotiate the level with evidence from the loop before negotiating money.
negotiate level firstit compounds