Introduction

Most candidates negotiate once—awkwardly—and leave value on the table. This sprint gives you a five‑day system to anchor high, trade gracefully, and lock everything in writing. You’ll research the range, model total comp, practice scripts, and ask for what matters—base, sign‑on, equity, flexibility—without torpedoing rapport.

Day 1) Define your numbers (45 minutes)

• Target: the number you’d be excited to accept.

• Threshold: your walk‑away (below this, you pass).

• Evidence file: 5–7 quantified wins (revenue, savings, cycle time, NPS, activation, MAUs).

• Context factors: cost of living, seniority, scarcity of your skill.

Day 2) Research the band (60 minutes)

• Sources: public salary ranges in postings; peer conversations; alumni groups; professional communities.

• Cross‑check: note base, bonus, equity, sign‑on, location modifiers.

• Range grid: a one‑sheet with columns Company | Level | Base | Bonus % | Equity (grant/vesting) | Sign‑on | Notes.

• Positioning: place your Target in the upper half of the credible range.

Day 3) Model total compensation (45 minutes)

Create a simple calculator:

• Base (year 1): offered or target.

• Bonus: base × bonus %.

• Equity rough annualized: grant ÷ vesting years (exclude refreshers to stay conservative).

• Sign‑on: spread across 1–2 years if there’s a clawback.

• Benefits: estimate and note (health, 401k match, commuter, remote stipend).
  Decision rule: prioritize base for compounding and downstream job changes; use other levers to close gaps.

Day 4) Scripts and sequencing (30–60 minutes)

When to talk numbers: after you’ve received a verbal offer and expressed enthusiasm.

• Anchor high (first response to verbal):
  “I’m excited about the role and team. Given the scope and market data I’ve seen, I’d be comfortable at $X–$Y base, with [bonus %, equity]. How close can we get?”

• If they ask your expectations early:
  “Happy to discuss, and I’m still learning about scope. For roles like this, I typically see $X–$Y total comp. I’m confident we can find a fit if the team feels I’m the right match.”

• Counter with trade‑offs:
  “If base is tight, a $Z sign‑on and accelerated review at 6 months would make this work.”

• Handle ‘budget is fixed’:
  “Understood. If base must stay at $A, could we explore remote stipend, education budget, or extra PTO? These would meaningfully improve fit.”

• Close on specifics:
  “If we can land at $X base with [benefit], I’m ready to sign.”

Day 5) Manage objections and lock it in (30 minutes)

• Performance concern:
  “Here’s how I shipped X with Y constraints; happy to set a 30/60/90 plan linked to outcomes.”

• Internal equity:
  “I respect leveling. Based on my background in [win 1/win 2], I believe level L+ aligns; if not now, can we set a promotion calibration at six months with written criteria?”

• Multiple offers: never bluff. If real:
  “I’m fortunate to have another strong offer at $X. Your role is my top choice for [reasons]. If we can get to $Y, I will commit.”

• Paper trail: request a revised written offer and read every line (vesting schedule, cliffs, clawbacks, non‑compete, relocation payback).

Follow‑through (the 30‑day ramp plan)

• Share your 30/60/90 outline when you accept: top priorities, stakeholders, metrics.

• Ask for a calibration check at 45 days.

• Set expectations for a comp review at 6 months if you accepted below ideal base.

Levers to remember (and when to use them)

• Base: best long‑term compounding; push here first.

• Sign‑on: good for making you whole; ask if base is capped this cycle.

• Equity: ask for a larger grant or an early refresher schedule.

• Bonus: clarify target vs. discretionary.

• Flex benefits: remote stipend, equipment, PTO, education, conference budget.

• Title/level: impacts future bands; don’t trade it lightly.

Pitfalls (and fixes)

• Negotiating before the offer: you lose leverage; build value first.

• Accepting verbal promises: insist on written terms.

• Anchoring too low: do the research; practice saying your number out loud.

• Ultimatums: keep tone collaborative; trade, don’t threaten.

Weekly practice loop (even when you’re not job‑searching)

• Keep a wins doc with metrics (ship dates, revenue, time savings).

• Benchmark your role quarterly.

• Practice scripts with a friend; record and review for filler words or apologies.

The compounding effect

One strong negotiation boosts lifetime earnings and sets a benchmark for every future conversation. The skills transfer to promotions, vendor contracts, and even personal finance choices.

Bottom line: Negotiate like a partner, not an adversary—anchor with evidence, trade respectfully, and put it in writing.