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My only tweak would be to maybe change the 127 to 130 just to give you a little wiggle room. Even if you don’t want to do that the one suggestion I would have is to change the wording to say you want 127 don’t say closer to.
I made some tweaks per some of your all's comments, bumped it to 130, and sent it off! Thanks for the input!
I was lied to about top of band by my recruiter during negotiation (company policy made band disclosure required upon request a few months later —- called out discrepancy and got BS “We don’t know why she’d say that, but she’s gone now and we wouldn’t lie to benefit company”, but no adjustment) a coworker was at “top of band” offer during negotiation but came back with another offer in hand 18k above “top of band” they matched with salary and doubled bonus
I have a side business that I write counteroffers for people if you’d like me to take a look at it feel free to DM I’ll review the market for you
Coach
I do Director 1 please feel free to DM and we can talk about your specific needs!
A lot of great advice here. One major point I’d focus on is shifting the counter away from your pain (switching costs, monetary loss of benefits) to their gain they will enjoy by hiring you. Your pain points are real and matter, but people love hearing what’s in it for them. I recommend your counter being based upon market rates, what may make you unique or especially skilled for their role, opportunity cost of hiring the wrong engineer (under skilled), and how you can drive [insert their initiative here] forward.
If you can cite value added initiatives you’ve spearheaded or played an integral role in, I’d cite those too and tie that to your comp request + the value you’ll deliver them. There’s certainly an initiative or objective they’ve decided they need to deliver on and therefore a six figure investment (hiring an engineer) makes sense. Latch on to that and how you’re the perfect fit for this role + their specific objective(s).
I've read that your counter should be 10 to 15% higher than what you actually desire to allow room for their counter-offer in between the current offer and your counter. Best wishes!
Work in HR. I’d counter with a high number ($135) using all the above suggestions backing up your case, yet knowing they would come back with the number in the middle of $127…the actual figure you want.
Don’t be afraid to ask for more. Their job is to hire for the best talent the cheapest possible rate. You’re already given an offer, so they want you. It’s too costly on them to go all the way back to square 1 and spend man power and time for someone else at this point. You are worth it.
"Regarding the offered compensation, I'd like to discuss the possibility of moving the annualized compensation closer to $127,000. With over nine years of related experience, a master’s degree in civil engineering, and applicable licenses/certifications, I meet/exceed all the posted minimum and preferred qualifications in the position description. Furthermore, this transition would present me with monetary losses that include unvested retirement balances, and acrued sick leave. The monetary sum of these losses is about $7,000. I believe these incurred losses should be considered in the review of this offer."
Coach
Wouldn’t say “closer to $127k” because then they can say “okay we can do $124” and technically it’s closer to $127k. I would just say something more along the lines of “with my 9 years of experience, education and listed responsibilities, I’m looking to earn $127k at this point in my career”. It’s completely up to you but if you give them a choice or option to go lower than the desired $127k they will take it. And $127 is a weird number and I would just round it to $130, $3k doesn’t make a difference to them and it sounds better.