I've helped two mid-career professionals each get raises of $300,000 to $500,000 from "frugal" Amazon. It turns out that 70% of people who ask for a raise get something, but also that most people never ask. Here is how to ask for and get your raise. One individual was a senior manager (L7) and had an external offer from Meta. The other was also L7, but was a Principal Engineer. He did not have an offer, but he was ready to start looking (no bluffing) if he couldn't get paid what he was worth on the market. "On the market" is the key. To get giant raises, you have to have the data to know what you are worth. Luckily, there are a couple of ways to get it. The first is Salary.com, which has enough data points for larger companies to figure this out. The second is to talk to peers in that position. If you talk to several people and tell them what *you* make, most of them are at least willing to say either "gosh, that's great" (which means you make more than they do) or "ohh, I think you can do better" (which means they make more). You also need to be a strong performer, ideally regarded as a star. Companies are willing to go out of their way to keep their stars. As a VP, I was either directly asked for raises or brought in to approve / deny raise requests all the time. Here is what a manager thinks when you ask for a raise: 1) "Oh damn. I have to deal with this and it will be a pain." Either the manager has to tell you no (awkward and you might quit) or the manager has to fill out forms and bring them to me and to human resources for approval (a pain). 2) "Is this person worth the pain? Do I prefer they just leave or do I need to keep them? Am I willing to fight for them?" You need the answer to this to be they feel you will be a big loss and they want to fight for you. 3) "Alright, let me think about what kind of case I can make for them..." Managers will try to feel out if you just are just greedy and hoping for a raise or if you really are upset enough to leave. You need to give them a plausible reason that doesn't feel like you are greedy or "just in it for the money." "Manager, I love working for you and Acme, inc. on our projects, but I've learned that my market rate is $$$ and I'm starting to feel really foolish for not being paid my value. As you know I have {college debt, three kids who need to go to college, elderly parents to care for... whatever} and I really need to do the right thing for my family." This formulation indicates that you like the manager and want to stay, conveying that "we're on the same team, not against each other - I'm not demanding a raise, I'm asking for your help to be treated fairly." Everyone can empathize with feeling foolish and wanting to avoid that. And no one will tell you that you shouldn't take care of your family. I'm at the character limit for a LinkedIn post. More in my fist comment. I also built a course with all the deep details: https://buff.ly/3SICtnK
Salary Negotiation Tactics
Entdecken Sie die besten LinkedIn Inhalte von Expert:innen.
-
-
Another day, another conversation with an underpaid woman who wants advice about negotiating her salary. Each conversation is different, but there are two recommendations I always emphasize. First, you are a detective, not a magician. Approach the conversation with curiosity to understand how the other person sees the situation. At the end of the day, you can't make a person pay you more if they don't want to. What you CAN do is figure out WHY they are resisting and see if you can remove the barrier. For example, if you get clues that the person doesn't think your performance warrants more money, you can work to change that perception - perhaps by talking about your wins more broadly or asking others to do that for you. If you sense that the person thinks you're already paid at market, then you might need internal or external market data (perhaps from a competitor). Second, if the conversation ends with a "no" or "let me look into it," you should ask one or both of these questions before you leave the meeting: 1. What would it take for this no to become a yes? This forces the person to verbalize the barriers, and gives you information you can use to get a different answer in the future. 2. When should I follow up with you about this? You want the next move to be in your control. You don't want to sit around for six months wondering if the person is actually looking into your situation, waking up each day hoping that today is the day they get back to you. The waiting will feel much better if you know that you have permission to reach out again at a certain date. If you needed this advice today, I'm sorry. But I am here cheering you on, reminding you that you are worth more. And no matter what happens in the conversation, you will be glad you had it. You got this! #bestadvice #careers #money
-
If I had a dollar for every man who has walked into my office and told me with utter conviction that what I was paying him was a crime against humanity and would be considered an act of war in some small countries, I would be a billionaire. I’ve never been approached like this by a female employee. I’m not advocating that women do this since it never works for the men who try, but I’m worried still by how quiet women are when it comes to comp conversations. Avoiding the comp conversation is a terrible strategy; so is approaching it like a war crime tribunal at The Hague. Regardless of your gender, here’s what you do: 🧠 Mindset before method. 🧠 Forget your fears. Ditch the imposter syndrome – even if you can only manage to do that for the length of the conversation. You’re in a market. Claim value. If you’re delivering the goods, there is nothing untoward about having a compensation conversation with your boss. (If your boss recoils from a comp conversation, it might be time to find a new one.) 📊 Show up to the table with facts. 📊 Plainly share the projects you’ve been working on. “Here are my contributions, and here are the outcomes that I’ve achieved.” Rehearse it in front of a mirror until you feel confident and clear. Focus on facts, not feelings. 📍Situate yourself.📍 “Here’s my understanding of the role and where it sits in the market. Here are comps.” 💰Make the ask.💰 “I’m looking to be considered for xyz in compensation which I believe is more commensurate with my contributions.” 👎If it’s a no, find out what you need to do to get to a yes. 👍 Look, the answer might be “no” for all sorts of reasons (including the possibility that you have a meaningful amount of equity you’re not ascribing enough value to) – but you can’t walk out of the room (or the Zoom) without a clear understanding of A. Why the answer is no, and B. What you need to accomplish in your role to get to a “yes.” Ask for specifics.
-
TLDR: If you identify as a woman, you should assume you are underpaid unless you have specific data showing you’re not. In a perfect world, your employer would fix that on their own. We do not live in a perfect world; it is time to ask for a raise. — In a capitalist system, wage should be correlated with value. Your pay conversation should be on in the value you provide, which is an equation: market x level = value (and therefore wage). So never bid against yourself. When asked about salary expectations, simply say “I expect to be paid fairly so I can focus on my work and I know you want the same. When we get to the stage where we both want to move forward, we should look at the data together and determine what is fair and equitable given both the current market and my unique experience.” That should be met with respect by your prospective employer and if it isn’t, you probably don’t want to work for them. When you come to the conversation, you want to make sure you have your own data. You can look at the Bureau of Labor Statistics (link in comments) and other open roles that list a range (legally required in many states). If your role doesn’t have a posted salary, remind them that it should and ask them to let you know what it is before starting the conversation. Then you want to make an argument for why you are uniquely positioned above the median. What unique skills and experiences do you have that will bring more value to the business than the average candidate for this role? Is there something that will help you hit the ground running? Something that will raise your overall ability to have impact? The more objective those reasons, the better, but this is also a moment for persuasion - practice your storytelling on a friend (or on me; link in comments will let you schedule a free call and I’m happy to coach you a bit). Women remain underpaid in almost every country in the world and that is intersectional with ethnicity, credential, and many other factors. Every time you negotiate, you make it easier for others to do the same and together, we move the needle. At the same time, there is data that shows that women in the US now ask for raises more often than men and yet are still less likely to get them. So managers: if someone asks you for a raise and proves their value, you owe them money. It is not a favor you owe them, it is literally how compensation works. Helping them find the right market and uniqueness data, and then pushing it through the appropriate channels, is your job. Do your job.
-
Ever wondered why they ask you for salary expectations… when they’re the ones hiring? It’s not a courtesy. It’s not just “part of the process.” It’s a tactic, and if you don’t handle it well, it can cost you thousands. Let me break this down for you as a former recruiter and hiring manager 👇 Internal recruiters ask early to see if they can make you fit their budget — not your worth. Agency recruiters need to be able to market you correctly. They get paid more the higher your salary, but they’ll often anchor you low to make closing a deal easier. Hiring managers & directors? They’re testing whether you’re worth investing in, and watching how you carry yourself under pressure. Here’s what most candidates get wrong Saying “I’m flexible” (sounds desperate) Giving a specific figure too early (destroys leverage) Letting the recruiter control the conversation ( they're in control) And I get it you don’t want to blow it by aiming too high. But you also don’t want to lowball yourself just to stay “in the running.” ✅ Instead, here’s what I recommend ✔️ Use curiosity to flip the script “I’ve seen a wide range depending on the company… how does your range compare?” ✔️ Push back without burning bridges “That range seems a little low for the market… how did the company come to thats figure, and how much flexibility is there?” ✔️ Redirect back to your value “I'd love to learn a bit more about the role so that i can give you an idea, but if we both feel it’s a fit, I’m sure we can find common ground.” ✔️ Show you're willing to walk “If we’re way off on salary, happy to part ways now so we don’t waste time.” (I once coached a client who used this exact approach… and got double the original offer.) 🎥 Full breakdown — including exact phrases to use — in this video. 👉 https://lnkd.in/epu-3EDh 📌 Save this post before your next salary conversation. 💬 What’s the worst salary tactic you’ve ever experienced? Drop it in the comments 👇
-
Is it okay to discuss my pay with my employer if I am not satisfied? I had a friend reach out to me asking for advice and decided to share it here. This is also valid for when accepting a job offer. In many professional settings, discussing your salary or compensation can be a sensitive topic. However, open communication is crucial for both employees and employers to ensure job satisfaction and fair remuneration. You and your employer deserve a chance to discuss it. If you find yourself unhappy with your current pay, it may be appropriate to have a conversation with your employer about it. Here are some key points to consider: 1. Timing: Choose an appropriate time to approach the subject. Avoid bringing up the issue during busy periods or when tensions are high. 2. Preparation: Before initiating the discussion, gather relevant information such as industry standards, market rates for similar positions, and any accomplishments or additional responsibilities you have taken on since your last review. Focus on your own performance and avoid discussing your peers' salaries. 3. Professionalism: Maintain a respectful and professional tone throughout the conversation. Focus on facts rather than emotions and avoid making demands or ultimatums. 4. Be specific: Clearly articulate why you believe your current compensation does not align with your contributions or market value. Provide concrete examples of how you have added value to the organization. 5. Listen actively: Give your employer an opportunity to respond and provide their perspective on the matter. Understand that they may need time to evaluate options within company policies and budgets. It's important to prepare for the possibility of a negative response. #greatplacetowork #salarynegotiation #growingtogether
-
"I can't negotiate"!! What if they rescind the offer? Well, you're guaranteed to miss out on 100% of the opportunities you don't seize! In my 10+ years as an HR executive, not once have I rescinded an offer because a candidate negotiated. Most don't realize the negotiation door isn't just open — it's WIDE open. Employers are expecting for you to walk through it. Instead of holding back, try this next time: 💡 Value Check: Know the market range for the role. 💡 Present Your Case: Bring data to back your worth and only ever talk in ranges. 💡 Look Beyond the Base: Remember your package goes beyond salary, discuss bonuses, benefits, severance and many others. If you never ask, the answer will always be no! Get in the driver's seat! You've got houses to buy, retirements to save for, kids to put through college! Let's GO! _______________________________________________________ Hi! I'm KL, your salary secret weapon! I help people earn what they're worth in a new job offer or their current role ♻ Repost and share, friends don't keep secrets!
-
“What are your salary expectations??” The dreaded question… (my face would flush, my heart would race, knowing this can be a conversation-Ender).-it can stop interviews on a dime, as at an impass. I understand this is a super necessary discussion to have in order to set expectations and not waste the recruiter nor candidates’ time- I also found it to be an awkward challenging part of the job interview process. What do I wish I would’ve told my (younger) self about salary expectation topics/conversations?! 1. Be prepared. Be prepared to talk about money and look at the total package (not just the salary)- inquire about all benefits and flexible aspects 2. Its okay to provide a range- but know that if your minimum is higher than the roles pay- you’ll no longer be considered for this role at the firm, and are you OK with not moving forward if this is your dream role? Know your boundaries. 3. Understand the amount of hours spent aligning with this salary- if it’s a 70hr/wk job or constant on-call needs, you’ll want to divide the salary by hours and understand what your hourly pay actually is vs a 40hr work week- not all salaries will come with a work-life integration aspect (some only have work attached to them!) 4. My Favorite response, that I felt most comfortable providing to recruiters, used often, and recommend to others who #interview is, when asked “what are your salary expectations?” I respond: “If you don’t mind sharing the range for the role I can let you know if I’m comfortable with this” - and many recruiters would advise. This doesn’t work for everyone in every scenario, but it was a helpful response for me. With greater pay transparency laws, more salary information is posted with roles, but recall, salaries can vary greatly depending on location, years of experience, etc so a recruiter may be able to give a more clear range than what was posted online. Don’t be afraid to advocate for yourself. Ask the hard questions. Negotiate. This is stressful for. Number of folks (including me), but we are our own best advocates. #paytransparency #salary #recruiters #jobsearch #jobseekers #newgrads #university #salarynegotiation #advocacy
-
I once handed over my W2 during salary negotiations. I still cringe thinking about it. Picture this: I'm in the final stages of interviewing for a job I really wanted. The conversation turns to compensation. The hiring manager looks me in the eye and says, "Can you provide your W2 from last year to verify your current salary?" And I said yes. I actually went home, found my tax documents, and handed over my personal financial information like it was a normal part of the process. The moment I handed over that W2, I gave away all my negotiating power. Here's what I didn't understand then: → A role should pay based on the VALUE it brings to that company → Your compensation has NOTHING to do with what you made at your last job → How you handle inappropriate requests signals how you'll handle boundaries as an executive What I know now: That W2 request was inappropriate and irrelevant. In many places, asking for salary history is actually illegal. States and municipalities across the country have adopted salary history bans specifically to prevent this kind of compensation discrimination. The right response? "I prefer to discuss salary expectations rather than history. What's the budget range for this position?" Get them to name a number first, then you can respond with how your expectations align. If they won't share their budget and you need to give a number: "Based on my research, I'm looking for a range of $X to $Y. This reflects the market rate for someone with my experience and the impact I'll have on your organization." When you provide salary expectations instead of history, you: - Keep the focus on value, not past compensation - Maintain your negotiating position - Show confidence in your worth - Demonstrate professional boundary-setting The candidates who command the highest salaries aren't the ones who are most compliant. They're the ones who know their value and communicate it clearly. Have you ever been asked for inappropriate information during an interview? How did you handle it?
-
What would you do if your merit increase drastically didn't align with your expectations? Would you speak up and ask questions or accept the circumstances and move on? My younger sister, Kerri, has worked in the healthcare industry for 7+ years and recently received an annual merit increase with a market adjustment that seemed questionably low. When her manager shared the final numbers, Kerri voiced her concern that the raise didn't seem fair based on her recent accomplishments. She asked, “How did we get to that number?” Her manager didn't have an answer, but promised to check in with HR for clarity. Fast forward to a few weeks ago, and Kerri tells me that HR had her years of experience incorrectly inputted in their system and that one error translated to a lower merit increase. Her manager confirmed it was a mistake and worked with the compensation team to correct it and increase her raise. This is a classic example of why we have to always look out for ourselves in the workplace. Had Kerri looked at her raise, shrugged her shoulders, and said “oh well,” she would have: 1) Never fully understood how her raise was calculated 2) Continued to be underpaid. It's not always easy to speak up, but it's necessary because no one else is going to care more about your career and your pay than you do. Here's what I recommend based on this story: ➞ Document your wins. Keep a running log of your accomplishments, project outcomes, client feedback, and business impact. When it comes time for reviews or comp discussions, you won't be scrambling for receipts. ➞ Determine the why. Don't just look at the numbers - ask how it was calculated. Is there a formula? A pay band? A comparison to market rates? The more you understand, the better positioned you are to challenge or negotiate. ➞ Get curious, not confrontational. Approach the conversation with curiosity: “Can you help me understand how this number was determined?” “Is there an opportunity to revisit this now that I've completed XYZ?” That tone often opens the door for a more collaborative conversation. ➞ Research your market value. You can use tools like Glassdoor, Levels.fyi, or Comparably. Talk to recruiters. Ask trusted peers. If there's a gap between what you're making and what the market says, you can then determine how to build a case. ➞ Don't wait for others to correct mistakes. Kerri's story is a reminder that systems aren't perfect, and neither are the people running them. You have every right to double-check, challenge, and follow up. You're not being pushy; you're looking out for yourself. If something doesn't feel right, don't accept the default. Ask questions, clarify, negotiate, and advocate for yourself. You deserve to be paid equitably, and sometimes, the only way to get there is to speak up.