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So I just recently passed my CPA exams and I’m now looking for new opportunities. I’m hoping to work at a big 4 firm in tax and possibly connect with anyone working there right now. Please reach out to me, I would look forward to connecting and learning more about potential opportunities. Thanks!EY PwC Deloitte KPMG
Im not searching for a new job but an acquaintance reached out about a similar role at a similar energy company.Turns out 2 ppl threw my name in the hat. I looked into it and the position was posted 2 weeks ago.Their director wants to meet.I bet pay is one of the first things to be discussed so that no one’s time is wasted.Am I crazy for not wanting to entertain it for less than 20-25% base pay increase?Is it selfish to ask for more? I’m sure most salary conversations end in negotiation anyways?
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Rising Star
It’s not different than negotiating anything else except your comp isn’t just cash. You need to understand the different levers you can pull and figure out which are most important/available for you.
No advice for OP but if anyone has some opinions on this scenario I’d appreciate it: I’m negotiating comp for an in house position that is actually in a different practice area than what I’m in. Am I “worth less” because I don’t have direct recent experience (even though I have more YOE than the position was looking for)?
You’re worth less if you can’t come in and hit the ground running.
For anyone wondering when they gave me the offer I just immediately asked if they had any flexibility to do a base salary of 10% higher and the recruiter said he would check and get back to me. Tbd if it works but that’s what I did🤷♀️
In a similar situation. Expecting a couple offers in the next few days and need to know how much I can counter over what was offered without offending. Like, if they came in at $150k base and I am looking to get closer to $170k, Is that too big of a gap, and if not do I counter with like $190k? Never had to do this. Always had recruiters negotiate on my behalf. (This is setting all other factors aside, only focusing on base salary as an example)
Pro
I’d generally say 15% and under is a safe counter. Not to say you can’t counter with something higher, but it’s riskier. I’d counter at a minimum of 10% higher, and don’t forget benefits like extra PTO, signing bonuses, guaranteed first year performance bonus, equity, etc.