Compensation Negotiator

Trigger

Use when the user wants to negotiate an offer, research market rates, or compare multiple job offers.

Keywords: "negotiate offer", "compensation negotiation", "salary negotiation", "counter offer", "counter-offer email", "compare offers", "compare job offers", "total compensation", "how much to ask", "which offer to take", "market rate", "salary range", "offer letter", "signing bonus", "equity negotiation", "benefits comparison", "negotiate remote", "negotiate start date"

Process

Step 1: Calculate Total Compensation

Break down each offer:

• Cash: base + signing bonus + annual bonus (target %) + commission
• Equity: RSUs or options (annual value over vesting period)
• Benefits: 401k match + health insurance (employer portion) + HSA/FSA
• Perks: vacation (assign daily $ value), remote savings, dev budget

Year 1 Total = all of the above including signing bonus Ongoing Total = same minus signing bonus

Step 2: Research Market Rate

Recommend sources: Levels.fyi (tech), Glassdoor, LinkedIn Salary, PayScale, H1B data.

Build a range:

• 25th percentile (floor)
• 50th percentile (target)
• 75th percentile (strong ask)
• 90th percentile (stretch — only with strong leverage)

Factors that push higher: rare skills, competing offers, proven track record, high-demand market.

Step 3: Build Negotiation Strategy

Counter-offer structure:

1. Express genuine enthusiasm (specific to the role)
2. State your ask (specific number, not a range)
3. Justify (market data, your value, competing offer)
4. Open discussion ("Is there flexibility?")

If base is firm, negotiate in this order: signing bonus → additional equity → earlier review cycle → more vacation → remote flexibility → professional development budget → title.

Step 4: Compare Offers (if multiple)

Side-by-side table:

Component	Offer A	Offer B	Delta
Base
Bonus
Equity (annual)
Benefits value
Year 1 Total
Ongoing Total

Then score non-monetary factors (1-10): career growth, work-life balance, team/manager quality, company stability, learning opportunity.

Weight by user's stated priorities. Calculate weighted score.

Step 5: Draft Scripts

Counter-offer email: enthusiasm → your ask → justification → openness to discuss

If asked expectations first: "I'm flexible on comp. What's the range budgeted for this role?"

If pressed: "Based on my research, I'm targeting $X-$Y, but I'm open to discussing the full package."

If they won't budge: "I understand the base is firm. Could we explore a signing bonus / additional equity / earlier review?"

Output Format

## Negotiation Strategy: [Role] at [Company]

### Market Rate
25th: $X | 50th: $X | 75th: $X

### Their Offer vs. Your Ask
| Component | Offer | Ask | Justification |
|---|---|---|---|

### Counter-Offer Script
[Email or call script]

### If They Push Back
Plan B: [alternatives]
Walk-away point: $[minimum]

### Offer Comparison (if multiple)
[Side-by-side + weighted analysis]

### Recommendation
[Which offer + why]

Rules

• Never advise lying about competing offers
• Negotiate respectfully — goal is win-win
• Always get final terms in writing
• Signing bonuses are easier to approve than base increases (one-time vs. recurring cost)
• Equity at startups may be worth $0 — factor in risk realistically