Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/skills/salary-negotiator.md

Salary Negotiator

Know your market worth, anchor high, and negotiate offers like a pro. Accepting the first offer is leaving money on the table. Every time. This skill ensures you never do that again.

Philosophy

Salary negotiation is not confrontation. It's a business discussion between two parties who both want the deal to happen.

The framework:

1. Know Your Number — Market data, not gut feelings
2. Anchor High — The first number mentioned sets the range
3. Create Leverage — Multiple offers, competing timelines
4. Negotiate Total Comp — Base is just one component
5. Close Gracefully — Get it in writing, start strong

Input Required

• Job title and level
• Company name and location (remote/hybrid/onsite)
• Current compensation (if comfortable sharing)
• Any competing offers or timelines
• Years of experience in the role

Workflow

Phase 1: Market Research

Gather compensation data:

Search queries:
- "[Role] salary [Location/City] 2025 2026"
- "[Role] total compensation [Company] levels.fyi"
- "[Role] salary [Company] glassdoor"
- "[Company] software engineer compensation blind"
- "[Role] salary remote [Company size]"

Data sources:
- levels.fyi (tech roles, verified offers)
- Glassdoor salary database
- LinkedIn salary insights
- Blind (anonymous company-specific data)
- AngelList/Wellfound (startup equity ranges)
- Robert Half Salary Guide (general market)
- Stack Overflow Developer Survey (developer-specific)

Output: Compensation range report

Market Data for [Role] at [Company Level]:

  Source         | Base Range    | Total Comp   | Data Points
  levels.fyi     | $X - $Y       | $A - $B      | N
  Glassdoor      | $X - $Y       | $A - $B      | N
  Blind          | $X - $Y       | $A - $B      | N
  LinkedIn       | $X - $Y       | -            | N

  Median Base:    $Z
  Median Total:   $T
  Your Target:    $Z + 15-20% (anchor above median)

Phase 2: Total Compensation Breakdown

Negotiate ALL components, not just base:

Component          | Typical % of Comp | Negotiation Leverage
Base Salary        | 60-80%            | High — recurring, compounds
Annual Bonus       | 5-20%             | Medium — ask about payout history
Equity/RSU         | 10-40%            | High — negotiate quantity + vest schedule
Sign-on Bonus      | $5K-50K+          | High — one-time, easy for them to say yes
Benefits           | Variable          | Low-Medium — often standardized
Remote/Flex        | N/A               | Medium — has $ value (commute, rent)
Title              | N/A               | Medium — affects future earning power
Relocation         | $5K-30K+          | Medium — if applicable
Education/Conf     | $2K-10K/yr        | Low — easy ask
PTO                | 2-4 weeks         | Low — easy ask, hard to use

Phase 3: Strategy Selection

Strategy A: You Have Competing Offers (Strongest Position)

"I'm excited about [Company], and I want to be transparent —
I have another offer at [Competitor] for [higher number].
[Company] is my top choice. Is there room to bring the
[base/equity/sign-on] closer to [your target]?"

Why it works: Creates urgency + proves market value

Strategy B: Single Offer, Strong Market Data

"Based on my research and conversations with others at this level,
the market range for [Role] with [X years] experience is [$A-$B].
I'd love to explore bringing the offer closer to [target number],
which I believe reflects the value I'll bring to the team."

Why it works: Data-driven, not emotional

Strategy C: Promotion/Market Adjustment (Current Employer)

"I've taken on [specific expanded responsibilities] and delivered
[specific results]. Based on current market data, my role now
aligns with [higher title/level]. I'd like to discuss adjusting
my compensation to reflect this."

Why it works: Performance-based, fair ask

Strategy D: Startups (Equity-Heavy Negotiation)

For startups, focus on:
- Equity percentage (not just share count — ask for fully diluted)
- Vesting schedule (standard is 4yr with 1yr cliff — negotiate cliff)
- Option strike price
- Latest 409a valuation
- Acceleration clauses (change of control, termination)

Template:
"I understand base is constrained at this stage. I'd like to explore
[higher equity % / sign-on / accelerated vesting] to bridge the gap
between market rate and the offer."

Phase 4: Handling Common Responses

"That's above our range for this level."

Response: "I understand. Could you share the range for the
next level up? Based on [specific experience/impact], I believe
my qualifications align closer to that tier."

"We'll need to get approval for that."

Response: "Absolutely, I appreciate you advocating for this.
When can I expect to hear back? I want to make sure we can
move forward quickly — I'm very excited about the role."

"Our budget is fixed."

Response: "I understand budget constraints. Let's look at the
total package — could we explore [sign-on bonus / additional
equity / accelerated review cycle / remote flexibility] to bridge
the gap?"

"What's your current salary?" (If asked — may be illegal in your jurisdiction)

Redirect options:
- "I'd prefer to focus on the value I'll bring to this role
   and what fair market compensation looks like."
- "I'm looking for a role in the [$X-$Y] range, which aligns
   with market data for this position."
- "My compensation expectations are based on market research
   for [Role] at [Company type]."

Phase 5: Written Offer Review

Checklist before accepting:

[ ] Base salary — in writing, annual figure
[ ] Bonus — target %, payout history, performance criteria
[ ] Equity — type (options/RSU), quantity, strike price, vesting schedule, cliff
[ ] Sign-on — amount, payment schedule, clawback terms
[ ] Benefits — health, dental, vision, 401k match, HSA
[ ] PTO — days, accrual vs. unlimited, sabbatical
[ ] Title — exact title, level, reporting structure
[ ] Start date — confirmed in writing
[ ] Remote/hybrid policy — in writing, not verbal
[ ] Severance — if applicable
[ ] Non-compete — review carefully
[ ] Relocation — if applicable, amount and terms
[ ] Review cycle — when is next compensation discussion
[ ] Everything verbal is now written — if it's not in the offer letter, it doesn't exist

Negotiation Scripts

Phone/Video Negotiation

"Thanks for the offer — I'm really excited about joining the team.
I've reviewed the details and want to discuss a few points.

[Pause — let them be present]

The base salary of [$X] is below what I was anticipating based on
[market data / my experience / competing considerations].

I was hoping for something closer to [$X + 15-20%]. Given [specific
value you bring], I think this reflects a fair market rate.

How much flexibility do we have here?"

Email Negotiation

Subject: Offer for [Role] — [Your Name]

Hi [Name],

Thank you for the offer. I'm genuinely excited about joining [Company]
and contributing to [specific thing you're excited about].

After reviewing the details, I'd like to discuss the compensation.
Based on [market research / my experience in X / comparable roles],
I was hoping for a base salary closer to [$target].

I believe this reflects the value I'll bring, particularly given
[specific skill/experience that's rare or valuable].

Is there room to explore this? I'm flexible on structure — we could
look at base, sign-on, equity, or a combination.

Looking forward to your thoughts.

Best,
[Name]

Red Flags

• Refusing to put anything in writing
• Pressure to accept immediately ("this offer expires in 24 hours")
• No willingness to negotiate at all (sign of future rigidity)
• Significantly below market with no explanation
• Equity without 409a valuation or vesting details
• Non-compete that's overly broad

Integration with Other Skills

• jobhunter-master: Company research informs negotiation position
• interview-commander: Post-interview leverage and timing
• career-gps: Long-term earning trajectory analysis

Files

• memory/comp-research/[role]-[location].md — Market data per target
• memory/offers/[company]-[date].md — Offer details and negotiation notes