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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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Subject Expert
PTO? Paid Membership for a professional development program? Guaranteed minimum bonus payout?
Subject Expert
Guaranteed payouts are more common for the first year someone joins an organization. If they are hired mid-year, it can be beneficial to negotiate for a lump sum minimum as opposed to the calculated prorated payout.
More common for higher-level roles, but I have seen seasoned individual contributors negotiate for it recently.
First I’d really look into everything the company offers. I’ve had times where I wasn’t taking advantage of everything because I just didn’t know about the extras. Some additional things you might consider are extra healthcare benefits, something the company pays into more, additional family leave/ PTO, any stipends or extra accounts that could help with development, or any other services.
And I could say that should be true for everyone. All those things that a company offers are a part of your compensation. I’m at a point where I’m very serious about getting everything I can. Hope you find something and wishing your next negotiation goes great!
I’d look at negotiating for a dependent care FSA if it’s not maxed, enhanced health benefits, or even a healthcare stipend. Also consider asking for a retention bonus or equity if applicable. Flexibility is important, but financial support matters just as much with added responsibilities.
Subject Expert
Very rare to negotiate an ERISA benefit like that. The employer usually has to make the same treatment available to everyone at that point.
Maybe as an alternative they could discuss the possibility of their company adding 529A plans if not already in their plan? It is an incredibly powerful opportunity. Strongly encourage exploring.
Coach
Salary is based on the value a person brings to the company, not the personal needs of the employee. Cost of childcare is not a valid bargaining chip for any parent.
Is there any flex in health plan offerings?