Negotiation and Decision

You Have an Offer. Now What?

In the previous lesson, we explored during the interview. Now let’s build on that foundation. Getting an offer is exciting. But your job isn’t done.

Most people leave money on the table because they don’t negotiate. Or they negotiate poorly. Let’s fix that.

Why Negotiation Is Expected

Here’s what candidates fear: “If I negotiate, they’ll rescind the offer.”

Here’s reality: Companies expect negotiation. They build room into their offers. Recruiters aren’t offended—this is their job.

The only way to hurt yourself is to be unreasonable or rude. Respectful negotiation is standard.

Know Your Numbers Before You Start

Never negotiate blind. Research market rates.

Sources for salary data:

• Levels.fyi (tech roles)
• Glassdoor salary data
• LinkedIn salary insights
• Blind (anonymous and detailed for tech)
• PayScale, Salary.com

AI: "Help me research market compensation for this role.

Role: [Title]
Location: [City or Remote]
Years of experience: [Number]
Company stage: [Startup/Growth/Enterprise]

What should I expect for:
- Base salary range
- Bonus (if typical)
- Equity (if typical)
- Other common benefits"

Know your walk-away number: What’s the minimum you’d accept? Know this before you start, so you can negotiate confidently without making emotional decisions.

The Components of Compensation

Base salary isn’t everything. Total compensation includes:

If base salary is stuck, other components might have room.

How to Negotiate: The Script

Step 1: Express enthusiasm (genuine) “Thank you for the offer. I’m excited about this role and working with the team.”

Step 2: Ask for time “I’d like to take a couple of days to review the full package. Is that okay?”

(Urgency tactics are a red flag. Reasonable companies give you time.)

Step 3: Do your homework

• Compare offer to market data
• Identify what you want to ask for
• Prioritize—you can’t push hard on everything

Step 4: Make your ask “I’m very excited about this opportunity. Based on my research and experience, I was hoping we could discuss the base salary. I was looking for something closer to [X].”

Step 5: Explain why (briefly) “Given my experience with [specific skill] and the market rate for similar roles, I think [X] better reflects my value.”

Step 6: Let them respond Then stop talking. Let them react. Don’t fill silence.

AI-Assisted Negotiation Prep

AI: "Help me prepare for salary negotiation.

Offer received:
- Base: $X
- Bonus: Y%
- Equity: Z shares

Market data I found:
- Average for this role: $A-$B
- My target: $C

Help me:
1. Evaluate if the offer is competitive
2. Draft what to say when asking for more
3. Suggest alternatives if base salary is firm
4. Anticipate likely responses and how to handle them"

Quick check: Before moving on, can you recall the key concept we just covered? Try to explain it in your own words before continuing.

Common Negotiation Situations

They say: “This is our best offer.” Response: “I understand. If base salary is firm, is there flexibility in [signing bonus/equity/PTO]?”

They say: “We have salary bands.” Response: “What would it take to be at the top of the band? And can we revisit after 6 months?”

They pressure for immediate decision: Response: “I take this decision seriously and want to give you a thoughtful answer. I’ll have a decision by [specific date].”

You have competing offers: Response: “I’m fortunate to have another opportunity at [X level]. Your role is my preference, but I want to make sure the compensation is aligned.”

Making the Decision

Once you’ve negotiated, it’s decision time.

Don’t just compare numbers. Compare the full picture:

AI: "Help me compare these two job offers.

Offer 1: [Company]
- Base: $X
- Total comp: $Y
- Role: [Description]
- Culture signals: [What you've learned]
- Concerns: [Any worries]

Offer 2: [Company]
- Base: $A
- Total comp: $B
- Role: [Description]
- Culture signals: [What you've learned]
- Concerns: [Any worries]

Help me think through:
1. Total compensation comparison
2. Career trajectory implications
3. Quality of life factors
4. Risk factors
5. What questions might help me decide?"

The Decision Framework

For each opportunity, rate these factors (1-10):

Compensation: Total package value Growth: Learning and advancement opportunity People: Manager and team quality Work: How interesting the actual work is Culture: Values alignment, work-life balance Risk: Job security, company stability Commute/Flexibility: Practical logistics

Weight them based on what matters most to YOU right now. A single parent might weight flexibility higher. Someone early-career might weight growth higher.

Red Flags to Watch

Even with good offers, watch for:

• Pressure tactics: “Decide by tomorrow or offer expires”
• Vague equity terms: Get specifics in writing
• Defensiveness about culture questions: What are they hiding?
• High turnover you discover late: Why are people leaving?
• Changing terms after negotiation: What else might change?

Trust your gut. If something feels off, investigate.

Declining Offers Gracefully

If you decline:

AI: "Help me write a polite email declining this job offer.

Company: [Name]
Reason: [Brief real reason—you don't have to share everything]

I want to maintain the relationship for the future."

Keep it brief, gracious, and bridge-maintaining. You might encounter these people again.

Exercise: Prepare Your Negotiation

Imagine you’ve received an offer:

• Base salary 10% below your target
• Standard benefits
• Role is interesting

1. What specific number will you ask for?
2. How will you justify it?
3. What alternatives will you propose if base is firm?
4. What’s your walk-away point?

Write out your negotiation script.

Key Takeaways

• Negotiation is expected—companies build room into offers
• Research market rates before negotiating (never negotiate blind)
• Total compensation matters more than base salary alone
• Express enthusiasm first, then make your ask with justification
• If base is stuck, explore signing bonus, equity, PTO, flexibility
• Compare offers holistically: comp, growth, people, work, culture, risk
• Decline gracefully—maintain relationships for the future

Next: Building a systematic job search workflow.

Up next: In the next lesson, we’ll dive into Capstone: Your Job Search System.