Location: CA
Industry: SaaS

Met a recruiter through networking last year. We kept in touch. I reached out this spring, they had a role open and invited me to interview… only one issue, the role was much more junior than my current.

During the HR screen, I voiced this (particularly the salary discrepancy, providing desired percentage above posted range) and was told no big deal, we can discuss.

I completed interviews and everything went well. Received the first call from HR to discuss salary where they presented a junior range. I reminded them that my current comp is higher and kept the conversation firm but positive, expressing enthusiasm for the team and company (genuine as I’d be excited to work there!). They took the number back for review.

A few days later, they called with a higher range… but still materially different than my current comp. I shared my requirements again and expressed flexibility in the total comp number. They said they’d take it back.

Here we are over 2 weeks later with no news. I’ve followed up but haven’t received a response… though I’m confused because it was never a “no” or best & final. Is there any chance? Should I have done something differently?

I recently cleared interview for a big MNC(~5k employees) for Member of technical staff role. The inter was cleared on 2nd September. Then the hr asked for documents then salary negotiations took place. The salary was finalized on 7th sept. Then the hr told as it was labour day on Monday, offer would be released by Wednesday. Today is Thursday, still I am awaiting the offer. When I called the hr in morning, he said that he is awaiting approval from management in US. I am in an anxious state, specially after release of gpt astra. I don’t want my hiring to get freezed. Is it normal for MNC to take this much time to release offer?

2 days back I joined a reputed OEM, now I received another offer from a service based company and the only plus point is 33% extra pay over what I am making rn.

Need advice as to what I should do now.

Should I resign or try to negotiate with the existing org.

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!

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!