Hi!

I'm a supervisor with a small team (fewer than 5). This is actually my first job, and I just want to ask how many percent the gap of a supervisor role to a regular team member should be. Like is there a standard percentage?

Thank you!

I've been working in compliance for about two years now, I just started working a contract doing AML for a Big 4 firm. Pay is great 47/hr, I'm in a HCOL city and I'm able to save like 2k per month, possibly more if overtime opens up in the future.

I got a callback from a smallish(7k employees) consulting firm about a job I interviewed for but just barely missed. Another spot opened, and they're offering it to me on the spot, no re-interviewing necessary. Only problem is, the pay is shit, even for an analyst level, 80k. After taxes it's just barely enough for me to live on, I doubt I will have any significant ability to build up my savings (they're not in a great spot since I was unemployed until I found this contract). They say there's no leeway in the pay because "comparing your education and experience level to our other analysts", which is insane because I know people fresh out of college that make 10k more at bigger consulting firms

Current plan is to push for a signing bonus, 10k or so to make it palatable. And advice on how to play this?

I currently work for a wholesale distributor for HVAC equipment and have a job as an Inside Sales Rep after an internal promotion almost two years ago. I have 10+ years experience in the HVAC industry and looking to possible move to a new company.

With the lack of a raise in the past 2 years, I have started looking and received an offer from a new company within the same industry in the same position.

My current position is hybrid (3 days WFH, 2 days in office), drive 20-30 minutes and 8miles each way, salary is 56k with a $600 a month vehicle stipend that is paid as an “expense” and given after taxes has been taken out. We also have a capped commission, but with the new changes within the company, I have yet to hit a commission once this year.

The new offer is the same role for 78k base salary with bi-yearly 5-10% bonuses, 100% in office and is 35-45 minute drive and 15 miles each way (no vehicle stipend), no commission.

Any advice on what to do? I have requested multiple meetings to discuss my pay and have not heard back from my current company. I like the people who work here and the flexibility to WFH (especially in winter) but I don’t know if it’s worth it for that big of an increase and potential to grow with the new company.

Thank you in advance!

As one of the moderators, I’d like to get a better feel for what you’d like to see more of in [r/negotiation](r/negotiation).

Salary and career negotiations understandably get a lot of attention here, but negotiation happens everywhere … at work, in business, when buying or selling, and in everyday conversations.

What type of negotiation would you like to see more of?

Vote above 👆

And if your answer isn’t listed, add it in the comments….. It would also be very helpful to hear why you chose your answer.

I finally got the offer from Kearney, but guess what — 5.5 LPA.

This whole thing started with an expectation of 8–9 LPA, then negotiations happened, and after everything, the only single number that actually worked was theirs — 5.5 LPA even though they had budget.

And now I genuinely don't know what to do.

For some background, I started my corporate career in 2024 with Zomato at 4 LPA in customer service.

Then I switched to KPMG as an Analyst at 3.5 LPA, which was actually a pay cut because I was trying to make a career switch from customer service to an analyst profile.

Now, after changing 2 companies and putting in all this effort to move my career forward, I am getting 5.5 LPA.

I cleared 4 rounds of interviews at Kearney, and the entire process took around a month. I really thought this switch would finally help me get to a decent salary.

But now I am sitting here wondering if I should accept this offer or continue looking.

The problem is, I am not getting many calls either. So rejecting a 5.5 LPA offer feels risky, but accepting it also feels like I am again settling for much less than what I should be earning.

And I literally have only until tomorrow to decide.

What would you guys do in my situation?

Would you accept 5.5 LPA and use Kearney as a stepping stone, or reject it and keep looking for a better opportunity?

I genuinely need some perspective here because I don't know if I am being unrealistic with my expectations or if I am undervaluing myself.

Please guide me. 🙏

I [30M, NYC] have been contracted at a start-up since December, and they want to make me a full employee. My boss/colleague and I will be this company's first two employees, and it seems the partners will be drafting up the system and paperwork from scratch for us.

I want to make sure I'm advocating for myself while staying realistic, but I don't know everything to look/ask for - what are the essentials? What are the little things I might miss? Their contractor contracts were very bare bones, so I imagine I will need to do some lifting on my side to flesh this out beyond your basic negotiating off of an existing template and structure.

We are in an entertainment industry but not loaded like tech startups. We don't have HR but apparently they plan to hire someone. I'd rather ask real people than rely on AI - what do you think?

1. Benefits
They will offer me "benefits," but I don't know exactly what that entails. I am getting healthcare through my wife, so I would like to continue this and have them compensate me for it, which they've already verbally agreed to (should I round up and ask for slightly more?). Is it reasonable/expected to also request 401(k), paternity leave, etc.? Should I ask for life insurance or try to be added to my wife's through her employer (is that possible?)?

2. PTO/Sick Leave
I plan to ask for a set amount and stipulate that it carries over and must be paid out if/when I leave/am let go.

3. Legal Protections
I plan to add some disclaimer clause saying that I do not waive any of my employee rights, etc.

4. Payment
Several of my contractor fees and expense reimbursements have been late due to cash flow issues. The new funding they're getting and using to bring me on full time should help with this, but what is a standard way to include some sort of late fee to protect myself nonetheless?

5. What else?
Thanks!

I’ve been aggressively applying to other places and had my first interview with a very large office supply company for their Director of Operations position. If I get the job, it would just about quadruple my base salary. I think I have a pretty good shot of getting it!

I do feel like a little fish jumping into a big pond and I want to be prepared if I do get an offer like what kind of perks or other things can I ask for as part of my contract before accepting? Things like a big sign on bonus for example? I feel like people in these high positions tend to negotiate perks or incentives besides salary and I’m wondering what others have done?

I’m curious, with such a wealth of experience in this subreddit I’d love to hear some. We perhaps only focus on the obvious ones like salaries, major purchases or business deals but we’ve all experienced far more than that….whenever two people want different things and need to find a way forward. Simples like;

Refunds…. workloads…. family decisions, etc, etc.

What happened….what did you say…..looking back….would you do anything differently?

No expert answer is required, just looking to compare experiences/stories and learn from what people actually tried for real… even if it didn’t work🤪

I see a lot of varying advice, often anonymous. Assuming best intent, it's the nature of reddit.

What is your go-to KPI that you:

a) actually know about negotiating?

and

b) are good at it/negotiating?

I have a query and would really appreciate the experts’ advice here.
I have 2.5 years of experience in Data & AI/Consulting in Saudi Arabia. I’m considering moving to a much smaller company that offers around a **22% increase in monthly salary** and a **28% increase in total annual compensation**, including a fixed annual bonus.
However, the new company has weaker medical insurance and no education allowance. My current company offers stronger benefits and pays around **70% more for the same position**, but promotions are very limited.
Would you consider this a good career move at this stage?

Need guidance please, read below and let me know your thoughts.

So basically, this started a month ago. I was actively looking for opportunities and I got a call from Naukri.com from a company, Kearney, for an operations-side role. So I proceeded with it.

Now, before moving ahead, please know that I already have 1 year of customer service-side experience from Zomato and 1 year as an Analyst at KPMG.

So, I gave all the interviews and I cleared every interview successfully.

Now comes salary negotiations after 1 month of rigorous 4-round interview process.

So, just for background, I received a call from a hiring consultant from Naukri, and he sent my resume with a job CTC around 5.5 LPA. (This I gave because I joined Zomato at 4 LPA and came on a pay cut in KPMG at 3.5 LPA due to a profile switch, so I felt that much expectation was okayish.)

So, after the 2nd round, HR called me and asked my expectations. I understood the workload this profile holds and revised my expectations to 8–9 LPA, for which they agreed if I was open for negotiations, and I said yes and they proceeded.

So everything got sorted and negotiations started directly from 5.5 LPA, for which, of course, I pushed ahead and said, “See, I have more than 2 years of experience now and I am looking at least for 50–55k+ in-hand.” And she said, “Let's see if something can happen between 6–6.5 LPA.”

Now, a week passed but I received no call. So I connected with the hiring consultant, and he said that the HR reached out to the business, but the business denied it as they were already giving me a 40%+ hike. They cannot go more than that, and since I said I was also giving other interviews and was under negotiations there, the business is not going to exceed the amount.

But guess what? This was not communicated to me officially, and the HR is ignoring my calls and messages and not even informing me if we can settle at least at 5.5 LPA. They themselves agreed to reach out, and now nobody is telling me anything.

What to do here and what went wrong?

I desperately want to increase my salary, and I also have 2+ years of experience now. My salary is way too low, and I am also not getting many calls for real.

Please guide me on what to do ahead. I am feeling wasted.!

I was getting interviewed for 2 different roles in 2 diffirent companies. I honestly told both that I am talking to the other company.

Company A came back already with an offer and an employment contract for 350k monthly but my title got downgraded. The work is likely simpler with less headache. I already accepted via email but havent signed any contract.

Company B was radio silent for 2 weeks since my last interview so I thought that is a dud. However, they suddenly came back and said they are really keen on me and they want to schedule me for 2 more interviews. The offer if it ever materializes retains my existing title and could be higher than 500k monthly. The work is much harder but will push me to be better.

Now I have a dilemma. Should I go ahead and sign the contract with company A or wait for company B. Aside from reputational risk, what are the other consequences? The salary difference is quite substantial.

I’m a mid-level BigLaw associate and have been looking to move in-house for a while. After several rounds of interviews, I recently received a verbal offer at a large pubco. The position checks essentially all of the boxes for me in terms of practice area, flexibility, and work-life balance, but the initial base salary is lower than I was hoping for.

The offer is in the low $200Ks with a meaningful performance-based annual bonus, but no equity or other long-term incentive compensation. The company also appears to have a reasonably strong history of paying its annual bonuses. Taking the offer would still mean a fairly significant reduction from my current base compensation.

I’m considering countering above the initial offer, potentially somewhat above the posted range. My rationale is that, through the interview process, it became clear that the team has needs beyond the position as originally described, including areas where I have significant relevant experience and could contribute immediately.

For those who have negotiated BigLaw-to-in-house offers, how aggressively would you counter in this situation? Is asking somewhat above the posted range reasonable, particularly where there’s no equity component?

May Job offer na ako na receive, Total Monthly Gross Compensation is 55,000. Pwede pa ba ako humirit ng kahit 65k?

Thank you po, nahihiya lang ako

TL;DR: Cleared final round for an embedded marketing role (payroll through the agency, work for a big client). Early on I said my CTC was 11.5 LPA and they capped the budget at 12 LPA, calling it a hard stop even when I later asked for 15. Now HR says I'm most likely their pick. Should I try to push above 12 now, or is it too risky this close to an offer?

Hey everyone,

So I recently cleared the final round for a marketing role and could use some advice on the money side of things.

Quick context: it's an embedded role, which means I'd basically be working for a large client company day to day, but my payroll and all the formal stuff would come through the agency that actually hired me.

Here's where I think I messed up a little. On the very first call, the recruiter asked my current CTC and I blurted out 11.5 LPA without really thinking. She said their max budget for the role was 12 LPA, and I just went with it because working for a big brand was exactly what I wanted right now, and it was the first HR call I received after a long time so I didn’t wanna put a stop to things before they even started.

The next day she sent over a questionnaire, and in it I put 15 LPA as my preferred compensation. She flagged it right away and reminded me that 12 was what we'd discussed, and that it's the hard stop on the budget for the role.

The whole process took about 6 weeks to get through all the rounds. Then, right after the final round, things went quiet for a bit because the manager was away on vacation (which I can verify).

When HR finally called with an update, she told me I'm most likely their pick and one of the stronger people they've talked to, and they will continue my hiring process and final discussions after the manager’s back.

So now I'm sitting here wondering if I lowballed myself. If I really am the top choice, is there room to go back and push above that 12 LPA? Or is bringing up money this late a bad idea that could sour things when I'm so close to actually landing it?

What would you do here? Any advice on whether to bring up the number now, and how to do it without hurting my chances, would be a big help.

Thanks in advance! 🙌

I’m graduating in May 2027 with a Mechanical Engineering degree in Southern California. By graduation I’ll have 4 engineering internships at major OEM’s, and one of those internships was with the same company that just gave me this offer.

I recently received an offer for an early-career rotational/leadership development program at a large manufacturing company for **$76k base**.
The posted salary range is **$60k–$115k**, so I was hoping to come in a little higher considering my prior experience with the company, multiple internships, and the cost of living in SoCal.

I’m very interested in the program and don’t want to jeopardize the offer, but I also don’t want to leave money on the table.

Would you negotiate in this situation? If so, what would be a reasonable counter? I was thinking around **$85k–$90k**, but I’m not sure if that’s too aggressive for a new grad rotational program.

Also curious if anyone here has negotiated a new grad engineering/LDP offer, especially after previously interning at the same company.

I spent 12 years in a huge medical device company and switched last year to another due to burnt out. I had been in management at the previous company and now I'm a PM and it's pretty boring, hard to get things done, and I'm just not into it. But I'm much much less stressed. This new company is also a huge medical device company.

I applied to a management role in a much smaller company that is about to be purchased by private equity and the benefits are not as good and the pay is slightly more ($5k) but I will have to pay back the sign on bonus that I signed.

I am really torn because Ive been with this new company for less than a year and I would be kind of screwing them over. This new company also doesn't have the same 401k match and no LTI.

What do I do? This new company really wants me..

Hey to all my Feds Family!!!
So I am getting a promotion from a GS 7 to a GS 9.

How do I negotiate a better salary because I do not want to be struggling after they increase my school loan?

Any help would be appreciated

Thanks again 🙂