{ "media_type": "text", "post_content": "I currently work at a firm that pays above market. \n\n12 YOE, people transformation ( culture, not ERP/tech implementation) background.\n\nCurrent total comp is about $140-150k, plus $20k unvested equity. \n\nIs this a reasonable salary expectation for my next role:\n$165-$180 total comp annually, something like:\n\n$150k base, 25% bonus, + $30k equity, $25k cash sign on to replace what I’m walking away from in outstanding equity and expected bonus payout for 2021.\nContinued in comments", "post_id": "60f764e966ec39002a4e9c77", "reply_count": 7, "vote_count": 1, "bowl_id": "58f0df008ad7250010f8c590", "bowl_name": "Compensation" }

I currently work at a firm that pays above market. 12 YOE, people transformation ( culture, not ERP/tech implementation) background. Current total comp is about $140-150k, plus $20k unvested equity. Is this a reasonable salary expectation for my next role: $165-$180 total comp annually, something like: $150k base, 25% bonus, + $30k equity, $25k cash sign on to replace what I’m walking away from in outstanding equity and expected bonus payout for 2021. Continued in comments

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Why do you say they pay above market?

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That is a component of their reward strategy to drive retention and attract top talent.

If you think that is above market, I got some baaaaad news OP

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Market is driven by job family, location, etc. We are probably not in the same job family.

Thinking I should ask for more than I actually want/ would settle for knowing I’ll negotiate down.

What would be your recommendation?

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