Salary Negotiation Frameworks

Instructions

Apply proven negotiation frameworks to compensation discussions, producing actionable scripts, evaluation matrices, and strategy recommendations backed by market data.

Core Negotiation Frameworks

1. BATNA (Best Alternative to a Negotiated Agreement)

Before any negotiation, establish:

• Current BATNA: What happens if you walk away? (current job, other offers, savings runway)
• Target BATNA improvement: Steps to strengthen position before negotiating (secure competing offer, complete certification, ship visible project)
• BATNA disclosure strategy: Never reveal a weak BATNA; reference strong alternatives without ultimatums

2. Principled Negotiation (Fisher & Ury)

Principle	Application to Compensation
Separate people from problem	Frame as collaborative: “How do we structure a package that works for both of us?”
Focus on interests, not positions	Understand employer constraints (budget, equity, bands) and candidate goals (cash flow, growth, flexibility)
Generate options for mutual gain	Explore base, bonus, equity, title, PTO, remote, signing bonus, review timeline
Use objective criteria	Market data, cost of living, comparable offers, internal equity bands

3. Anchoring Strategy

• Set the first anchor when possible: Name a number backed by market data at the 75th percentile or above
• When employer anchors first: Acknowledge without accepting; reframe with your researched range
• Anchor format: “Based on my research of the market for [role] at [level] in [location], the range I’m targeting is $X-$Y”
• Counter-anchor gap: Your initial anchor should be 10-20% above your realistic target to leave negotiation room

4. Information Asymmetry Management

Information to Gather	How to Get It	Why It Matters
Salary band for the role	Ask: “What is the approved range for this position?”	Prevents anchoring below band floor
Budget flexibility	Ask: “Is there flexibility in the compensation structure?”	Reveals whether negotiation is possible
Competing candidate status	Read signals: urgency, timeline, re-interviews	Stronger negotiation if you’re the top choice
Company financial health	Public filings, funding announcements, Glassdoor	Calibrates what’s realistic

Offer Evaluation Matrix

Score each offer component on importance (1-5) and satisfaction (1-5):

Component	Weight	Offer A	Offer B	Current
Base salary
Annual bonus (target %)
Equity/RSU (4-year value)
Signing bonus
Health/dental/vision
401k match
PTO days
Remote/hybrid flexibility
Title/level
Growth trajectory
Manager/team quality
Commute/location

Total compensation calculation: Base + (Bonus target × expected payout %) + (Equity ÷ 4) + signing bonus amortized over expected tenure.

Negotiation Script Templates

Initial Counter (after receiving offer)

Thank you for the offer — I'm excited about this opportunity and [specific enthusiasm about role/team/mission].

I've researched the market for [role title] at [level] in [location], and based on my experience with [2-3 specific value-adds], I was targeting a base salary in the range of $[anchor_high] to $[anchor_low].

I'd love to find a package that works for both of us. Is there flexibility to adjust the base, or are there other components we could explore?

Responding to “That’s our best offer”

I appreciate you sharing that. I want to make sure I'm understanding the full picture. If the base is firm, could we explore:
- A signing bonus to bridge the gap?
- An accelerated review timeline (6 months instead of 12)?
- Additional equity or RSUs?
- [Other component relevant to candidate priorities]

Accepting with grace

I'm happy to accept. Before I sign, I'd like to confirm [any verbal commitments: start date, remote arrangement, title, review timeline] in the written offer. When can I expect the final letter?

Market Data Integration

When preparing negotiation strategy, gather:

1. Role-specific data: Levels.fyi, Glassdoor, Payscale, Salary.com, H1B salary database
2. Location adjustment: Cost-of-living index relative to role location
3. Company stage adjustment: Startup equity premium vs. public company stability
4. Experience premium: Years of experience above minimum requirement × market premium rate
5. Skill premium: In-demand certifications or skills commanding above-band compensation

Negotiation Timing Rules

• When to negotiate: After receiving a written or verbal offer — never during screening or early interviews
• Response timeline: Express enthusiasm immediately; request 48-72 hours to review the full package
• Counter timing: Deliver counter within the requested review window; don’t delay beyond one week
• Multiple offers: Leverage ethically — share that you have competing offers without playing games

Inputs Required

• Current compensation: Base, bonus, equity, benefits breakdown
• Target role: Title, level, company, location
• Offer details (if received): Full compensation package breakdown
• Competing offers (if any): Summary of alternatives
• Candidate priorities: Ranked list of what matters most (cash, equity, flexibility, growth, etc.)
• Market data: Any salary research already gathered

Output Format

1. BATNA Assessment: Current alternatives and strength rating
2. Market Position Analysis: Where the offer/target sits relative to market data
3. Negotiation Strategy: Recommended framework, anchor points, and sequence
4. Offer Evaluation Matrix: Scored comparison across all components
5. Negotiation Scripts: Customized templates for counter, escalation, and acceptance
6. Risk Assessment: What could go wrong and how to handle each scenario

Anti-Patterns

• Negotiating without data: Making requests without market research to back them — always anchor to objective criteria
• Revealing desperation: Sharing that you need the job or have no alternatives — maintain composure regardless of BATNA
• Negotiating only base salary: Ignoring equity, bonus, PTO, flexibility, and title — total compensation matters
• Ultimatums: “Take it or leave it” language that burns bridges — collaborative framing produces better outcomes
• Premature negotiation: Countering before receiving the full offer in writing — get the complete picture first
• Comparing apples to oranges: Weighing offers without normalizing for total compensation, location, and growth trajectory