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"post_content": "Hi, I was wondering if you guys can help me with my salary negotiations in converting from a contractor to a fte role at LinkedIn. What is the best approach to maximize my compensation when negotiating for conversion?",
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First, figure out based on your current responsibilities where you fall within the level of your position. Are you entry? Mid? Senior?
Second, determine how much you are doing at the company that would make you feel valued when it comes to compensation. Are you a full stack UX Designer or do you lean more to one side of the spectrum?
Third, head on over to https://www.levels.fyi/comp.html?track=Product%20Designer®ion=501 and start comparing and contrasting what other tech conglomerates are paying. At this point you’ve just prepared your very own case study with hard data on why you’re worth what you’re worth.
Oh, and don’t forget about benefits and more importantly the work/life balance when it comes to your compensation PACKAGE.
Good luck!
In my experience companies don’t really negotiate benefits like PTO. Health insurance is whatever they offer as a company. 401k contributions are even across the board as well. At most you could negotiate WFH if they’re forcing some kind of hybrid or in office policy. But yeah, companies primarily will only negotiate salary/bonuses.
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When I was going through the same process I was so happy to get benefits/PTO that I didn’t negotiate.
I was working closely to a full time schedule so they offered the same salary + benefits.
what kind of things I can negotiate to increase the base salary, signin bonus, shares. Or besides money what can you negotiate like relocation money, gym etc..
What do you guys think about $150k base, $200k RSU at LinkedIn