{ "media_type": "text", "post_content": "Need advice on negotiating salary. I’ll graduate in June and my offer letter for a first year transfer pricing analyst is so low... when I saw my offer letter it’s really shocking. I want to negotiate my salary Monday, I’m a little shy about it but I’m gonna ask the recruiter... it’s only 47,500. I was expecting 60,000-65,000 or at least 60k... how appropriate is it to negotiate a higher salary? Could I lose my offer? How can i approach this dilemma? I’m grateful for the offer btw.", "post_id": "604c8715ad88200022f15c4c", "reply_count": 17, "vote_count": 3, "bowl_id": "58f7fc5fae9f610010f862d9", "bowl_name": "Women in Accounting", "feed_type": "bowl" }
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Need advice on negotiating salary. I’ll graduate in June and my offer letter for a first year transfer pricing analyst is so low... when I saw my offer letter it’s really shocking. I want to negotiate my salary Monday, I’m a little shy about it but I’m gonna ask the recruiter... it’s only 47,500. I was expecting 60,000-65,000 or at least 60k... how appropriate is it to negotiate a higher salary? Could I lose my offer? How can i approach this dilemma? I’m grateful for the offer btw.

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Maybe depending on location? 60-65 seems like a normal starting salary for mid to high COL areas. I would expect your offer is for entry level so the salary is pretty much fixed and non-negotiable. Wouldn’t think it’s a good idea to negotiate unless you have another offer to back up your negotiation and you are ready to leave at any time. Think about that your salary request will have to pass through partners for budget so basically even they agree, the management probably already not liking you before you join. They will manage to slow down your raise over time to balance it out with your peers anyway.

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While I agree with KPMG1 in some respects, we need to be honest with ourselves that 45k is extremely low. For some context, I negotiated my offers right out of school, so the argument that OP shouldn’t negotiate because they are a college hire isn’t accurate.

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When I started as a new full-time hire in B4, all of my colleagues that I started with in our audit practice had the exact same starting salary. I compared with about a dozen new hires and didn’t come across a single person who was paid higher/ lower. It’s worth a shot to ask but I’m going to assume this might be your case as well.

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Considering you have no practical experience and are starting brand new in the job you don’t have a lot of leverage. It’s a bit entitled to expect 60k starting out when your not in a major HCOL area.

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I feel like that is low even for a low COL area. It may be because of the role and company. My base back in 2016 was $53.5k in Arkansas for tax.

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Get some leverage and support for your negotiation (another offer). I agree with KPMG1 overall. Your offer amount is probably the standard for a new hire.

How did you come up with your expectations of 60k-65k? If it’s information on another new hire’s salary or what you’ve been offered by another firm, that’s something worth negotiating for.

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Depends with the office. However, Midwest offices in small cities start at $51-59K so I think you should still negotiate to at least get yourself within if not above this bracket.

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There is no harm in negotiating.. After a year no one is going to remember your salary, it’s only you who will remember how low you started for.

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A competing offer would really help.

But I think, with some research on your area, and starting salaries, thank them for the offer, but ask them to consider 65k given your experience and cost of living in your area? Be prepared to walk away though, I have a feeling they’re lowballing you hard. It’s not worth it to start that low, it impacts all of your growth and raises from there.

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Transfer pricing staff 1s (straight out of undergrad) who started in Summer 2020 in mid-level COL are making 55k

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