Negotiation advice - I’m interviewing for a marketing position internally (no direct reports). I’m currently a sales applications manager (10 direct reports). This is considered a lateral move at my company. Because of my sales role, comp is broken up between base and commission target. The marketing position is mostly base with an annual bonus. Here’s my “dilemma” - my total comp right now exceeds the top of the salary range for the marketing position. (Continued below)

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I feel justified trying to negotiate top of the base salary for the marketing position, despite lack of specific marketing background, because of my experience in sales and being a strong performer in the org. My concerns are that I lose out on annual merit increases if I’m at the top of the salary band. And also, this would still only put me at parity with my current position (though I suppose I’ll be less stressed without the sales/support/manager component).

Any ideas of what else to negotiate? I’ve thought of educational support- like paying for certificate programs or an MBA. Or perhaps a reevaluation at the end of the year to consider promotion to the next grade? I’ve tried to negotiate more PTO in the past with other promotions and it’s always been a no go.

Semi-related: while I’m a strong proponent of negotiating the best salary, my inner imposter is also getting me to justify taking the same pay because I’m new to marketing. So any suggestions for boosting my self confidence would be appreciated!

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I have seen lateral moves with pay increases. Now coming from a role with commission, it’s a little different and won’t likely be exact, but it can be done.

Ask for what you want, within reason. You can’t be told no if you don’t ask, right? Worst case, you take the current offer, best case, you come out a little further ahead.

When asking for more money, talk about how your experience has prepared you for this role (what do you know that other candidates didn’t know). Talk about how you will hit the ground running and will require minimal training because you already know the company, the products, etc.

They selected you because of these things, so point them out, with confidence.

Prepare key talking points so you don’t lose track and practice rehearsing with a friend until it comes naturally and your nervousness goes away.

You can ask for other things, like development, but many things like PTO are based on set standards so they are not negotiable.

Good luck!

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I was trying to think about this from the perspective if I were hiring you.

My fight would be, your lack of experience in the position you’re being hired for puts you at the lower range. Your response should be that your tenure with the company and understanding of the industry gives reason for the higher range. While you will have to train on the actual job functions, you already fit the company culture and have an understanding of company functions as well as industry. You will have to relearn some things that are different for the way marketing should think as opposed to sales professionals, but it saves significant time compared to teaching someone with no experience (including experience in a corporate environment).

Marketing in general is a support role and is always going to come in lower than the potential sales positions have, but it’s more steady whereas sales has a lot of outside factors that could change pay.

Feel confident in knowing your experience as a professional gives you the skill set you need to adapt to this new role, and is deserving of a more qualified pay. Share that confidence with the humility you’ll need to retrain your thought pattern to marketing instead of sales and learn as much as you can from those around you or training they’re willing to provide.

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Thanks for this perspective! In my talks with the hiring manager, when I’ve discussed this experience gap, he’s always assured me that he’s confident that I will adapt and learn quickly. (We have known each other for 4.5 years.) Also, the recruiter has flat out told me that I’m the front runner. I’m definitely in a strong position here, but somehow am still questioning how hard I should negotiate (and how much is it tied to ego/pride?).

You should frame the discussion to focus on the value you will bring to the marketing team, rather than the compensation you might lose. They won't care about the latter because you are choosing to move departments.

Yes you can explore non-monetary incentives if that's appealing to you, why not.

You mentioned imposter syndrome, that's why I brought up that point.

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