{ "media_type": "text", "post_content": "Hey everyone!\n\nCurious, does anyone have experience negotiating severance upfront with their compensation package? 👀 I work in media & entertainment, so with all these m&a going on, I'd rather have this conversation while it's still the honeymoon phase. \n\nThanks!", "post_id": "6281253cc7ce1a0038c84202", "reply_count": 5, "vote_count": 2, "bowl_id": "6170caf8feebb9002c43d8c6", "bowl_name": "Salary Negotiations", "feed_type": "bowl" }
null

Hey everyone!

Curious, does anyone have experience negotiating severance upfront with their compensation package? 👀 I work in media & entertainment, so with all these m&a going on, I'd rather have this conversation while it's still the honeymoon phase.

Thanks!

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Hmm. I’m not sure. That’s kind of like pre-negotiating the divorce at the proposal isn’t it? I don’t know if that’s a good look; may depend on the type of market your in but can’t say whether that’d go over well or not.

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If you are joining at a very high level, then yes discuss it upfront

I know few directors, vp level people going on "gardening" leave for a year before leaving. That's how the severance pay should be structured.

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Or family leave for a year then just quietly disappearing from the company.

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I do think that ut would be reasonable to ask what the company's severance packages look like once an offer is made, assuming you caveat it with your observation that there is a lot of activity in that sector.

i dont think it make sense to negotiate anything beyond the standard offering. get more sign on up front.

smart

Not sure I agree. I don’t want to fiend time interviewing and prep’ing if I don’t know (roughly) what the company may look like). And levels.fyi doesn’t reflect current market

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