How can I go back and ask for more money?

In the October 28, 2014 Ask The Headhunter Newsletter, two job seekers make one very wrong assumption. One gets burned, the other still might learn. These two readers made the same mistake–they bungled their salary negotiations. Could they have handled it better?

Question

I got an offer from a prestigious company and accepted it two months ago. During my notice period of three months, I got one more good offer. It was higher than the first offer. After careful analysis, I have decided to join the first company, where the salary is lower. This is my first job, and I accepted the offer without negotiating the salary. Now I would like to ask the employer to increase the offer. I still have 15 days before I start work. Could you please suggest how to proceed? Thanks in advance.

Nick’s Reply

want-moreCongratulations on your offer, and on having a job with a company you really want to work for. If you’re happy with this new job, don’t try to grab a few more dollars. Rather, earn them in your first promotion and performance review. (Here’s the first thing that I think everyone should learn about this topic: That’s why it’s called compensation.)

Now I will caution you: You said you have already accepted the job offer. That means negotiations are closed, over, finished, done.

If you go back now and ask for more money, there is a chance they will become justifiably upset with you and withdraw the offer. After all, you accepted what they offered. In my opinion, what you are contemplating is inappropriate. I think it will suggest a lack of character to the employer.

(However, if you were to rescind your acceptance so you could take the higher-paying job, I’d have no issue with that. I discuss this in Juggling Job Offers, an article that is now expanded in the PDF book, Fearless Job Hunting, Book 9: Be The Master of Job Offers.)

It is common to have second thoughts about salary, especially when another company offers you more. It is also common to feel we could have negotiated a few more dollars. But consider this: You chose the lower salary job for a reason–apparently it’s a better situation for you. That’s a form of very valuable compensation in itself.

I have a rule: When you negotiate, always leave a few dollars on the table. It makes the other guy feel the negotiation was a success, and it makes him regard you and your new relationship more highly. Those few dollars are worth a lot in good will. To put it another way, never be greedy. Negotiate as best you can during negotiations–but when you’ve agreed to a deal, negotiations are done.

Read on to see what happened to another reader who changed her mind–too late–and tried to ask for more money.

Question

I had an interview last week with a professional office, and I told them my desired salary range. My mistake. I quoted a lower amount than I needed. They checked references and they called to offer me the job. I explained that I had made an error and quoted them a range for a 30-hour work week rather than a 40-hour work week. I did not mention a new salary amount.

The hiring manager told me he was “put back by the lack of communication” and wanted me to come back in and speak with them again. I responded with, “It’s not a problem. I will accept your offer and I’m ready to start work.” He seemed frustrated and said he would call me back after talking to his partner again. He did not call back. I called yesterday and left a message, but he has not called me. I don’t want 25% more. What’s your advice?

Nick’s Reply

I’m a big advocate for negotiating the very best compensation possible. But as I pointed out in the Q&A above, you can’t change a deal after it’s struck. (You can walk away from it, but that’s another story.) The problem is clear: You destroyed your credibility by changing your salary range. I understand you made an error. But when you called to explain it, all they heard is that you want to change the terms. That worries them. Now they don’t trust you to be up front and accurate with them.

You introduced uncertainty. I think that’s what turned them off. I’d send them a short, handwritten letter. I’d apologize for causing confusion, thank them for their time and interest, and tell them you understand why they may have decided to drop the matter. Sign it with best wishes and forget about it. There’s a small chance they’ll consider this a classy action and call you back. But if they don’t, I’d leave them alone, chalk it up to experience, and move on.

This is a hard lesson. I hope it’s one that the person who asked the first question above takes to heart. I don’ t think these are greedy people; I think they are naive negotiators. Never go into a negotiation without knowing exactly what you want. (Here’s some very simple but very powerful help: How to decide how much you want.) Once you state what you want, you kill your credibility if you change your position after the deal is settled–and it’s perfectly understandable if the other party withdraws the deal altogether.

Can you go back and re-negotiate a settled deal? I think there’s a difference between rescinding your acceptance of a job, and re-opening negotiations to get a better deal. What advice would you give these two readers?

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Should I have returned the job offer?

In the October 21, 2014 Ask The Headhunter Newsletter, a job seeker gives back a job offer:

I had an offer for a great new job a few weeks ago. Before accepting, I had to resolve some issues regarding my relocation. The company was great during this time and worked with me to make it agreeable for both of us.

no-thanksHere’s the dilemma. It was taking longer than expected to resolve my personal issues. I felt uncomfortable delaying my start date further, so I returned the offer letter. Two days later, my personal issues were suddenly resolved. I called the company and said I was now free to take the job, but they were lukewarm and said they might want to consider other candidates.

I’m left with no job because I resigned my old job of 10+ years. The new company had remarked on numerous occasions that they would not pull the job offer from the table and I was free to work out whatever issues I had.

Although I felt I was doing the right thing by letting them move on, I feel somewhat betrayed by their treatment at this point. Did I handle this wrong?

Nick’s Reply

First: Never, ever, ever resign a job until you have accepted another.

But there’s more to this: Please read When should I tell my boss I’m resigning? It’s too late, but please remember this next time, and I repeat it for everyone else: Never, ever, ever resign a job until your new job is nailed down tightly.

Now to your main question: If anyone should feel betrayed, it’s the company. You made a decision that forced this company to deal with the situation in a way they didn’t expect.

You rejected an offer that was left wide open to accommodate you. When you returned the signed offer, you terminated the hiring process. Now, they quite reasonably want to turn to other candidates. I’m afraid you may have damaged your credibility with the company. (See Do what you say you’re going to do. This company gets credit for doing it right.)

The better choice would have been to let the deal sit on the table until they withdrew it, while you tried to resolve your personal issues. I realize you were trying to be considerate about this, but in the end you hurt your own position, without giving any real benefit to the employer.

At this point, all you can do is go straight to the hiring manager and make a clear commitment. (See Do I have to say it?) If you don’t act, then nothing at all happens. Offer a firm start date; something the company can bank on. I think this is worth a shot. But don’t be surprised if they look at you like you’re crazy. In that case, apologize and move on.


For more about how to handle job offers, see Fearless Job Hunting, Book 9: Be The Master of Job Offers, which includes these sections:

  • FJH-9The company rescinded the offer!
  • Non-Compete: Did I really agree to that?
  • Am I unwise to accept their first offer?
  • Can I use salary surveys to goose up the offer?
  • The bird-in-the-hand rule of job offers
  • Juggling job offers
  • Give us the pay stub
  • Vacation Time: What’s good for the goose
  • How do I decide between two offers?
  • How to decline an offer
  • Does a counter-offer include pay-back?
  • Am I stuck with this non-compete agreement?
  • How do I ensure the job offer matches the job?
  • How to avoid a “bait and switch” job offer

The lesson in all this is that a company is perfectly capable of looking after its own interests. It was indicating its strong interest in you by keeping the offer open and giving you the time you needed. You should have kept the offer.

Would you give back a job offer? It’s one thing to decide to reject an offer. But to return it? How should this reader have handled an awkward delay? Now put yourself in the employer’s shoes — what would you do?

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Stand Out: How to be the profitable hire

In the June 17, 2014 Ask The Headhunter Newsletter, a reader says that not all jobs produce profit:

I have read this in your advice more than once:

If I can’t show you how I will boost the company’s profitability with my work, then you should not hire me.

There are many positions in “the company” that do not have a direct impact on profitability, and I would argue it could be difficult to prove they even have an indirect impact.

It seems to me much depends on the size of the company, the culture of the organization, the management structure, as well as the specific position and the ability and authority of that position to influence more significant factors (such as staffing levels or budgets) that could impact profitability.

If one is seeking one of these lower- to mid-level management positions (such as project manager, for example) exactly how would a candidate show how they will “boost the company’s profitability?” The concept is understandable, and I can see where at some level this might be valid, but the majority of job seekers are not operating at that level, are they? Is your advice targeted only at the highest-level positions?

Nick’s Reply

profitable-peopleMost of my columns are written for all levels of work – though some people have preconceived notions about what “profitable work” means. They are brainwashed, and I say that with a smile. Every job – every one – affects profit. Trouble is, few people (including employers) talk about it or even worry about it. That’s why we see layoffs and down-sizings.

I think it’s incumbent on every manager to have some sense of how each job in the department contributes to profit – either by boosting revenue or controlling costs. Both require work. There is no job that doesn’t affect one of those financial terms in a business, and – put very simply – PROFIT=REVENUE-COST.

Every job fits into one of the two terms on the right side. We can pretend it doesn’t, or we can avoid calculating it and thinking about it, but in the end, people lose their jobs and companies go out of business because one or more jobs aren’t contributing positively to the profit equation.

As an employee (many years ago) I sought out the CFO of my company to talk about how my job affected profit. The CFO was stunned that anyone would come in to discuss this – puzzled but pleased. I instantly made a new friend. (This experience was what prompted me to write How Can I Change Careers? and Fearless Job Hunting, Book 6, The Interview: Be The Profitable Hire.)

The profit from one job is a hard thing to calculate, as you point out, especially in larger companies. But go tell that to the board of directors and they’ll laugh at you. They’ll point to the P&L statement and ask you where your job is located – because it’s in there. Trouble is, management has learned not to talk about it. It’s long past time we fixed that and owned up.

I recommend this approach to job seekers because I know the effort to estimate a person’s role in profitability makes them stand out in job interviews. It makes them powerful candidates who show they care about the bottom line.

So please think twice about what you said:

There are many positions in “the company” that do not have a direct impact on profitability.

My response to that is, eliminate those positions, because they’re dangerous. And fire the managers who don’t know how jobs under their command impact profit directly. The people in those jobs may be great, but if management doesn’t know how they impact profitability, the jobs should be cut until management figures it out. It’s called a business plan – and no venture capitalist would put a dime into a new venture if the biz plan didn’t justify every single employee.

Why should a mature company be held to a lower standard? It shouldn’t — yet I know bigger companies are, with the excuse that they are “more complex.” So what? It’s okay for bigger enterprises to have sloppier profit metrics? Just look at the news — it’s why we see massive down-sizings. Management lost sight of profit for too long! (See Bloomberg: Profit-based job hunting and hiring.)

As for the “how,” if you do your homework as best you can prior to an interview, then open the profit topic for discussion in the interview, you’re head and shoulders above your competition. Estimate as best you can. Discuss the components that contribute to the calculation – even if you don’t have the numbers. Encourage the manager to get into it. The two of you may never come up with a fixed answer, but I guarantee you’ll have a discussion the manager will never forget, and you’ll learn more about the job than any other applicant.

If this were easy, everybody would be doing it. They’re not. And that’s the point – everyone isn’t because they’re not paying enough attention to why an employer pays anyone to work: profit. If you want to stand out from your competition, be ready to present the business plan for your job – as best you can. Be ready to assess the business plan with your boss. (See How do I prove I deserve a higher job offer?)

I know it’s not what you’re accustomed to – and it’s not what employers are accustomed to. I’ve had executives in Executive MBA classes at top biz schools ask me what you asked. When I explain it, light bulbs go off and they get it. They start laughing at themselves, and they get it. That “aha” moment is priceless. And that’s what I want the employer to experience when you complete your interview.

Rich Mok, a seasoned executive in Cornell’s Executive MBA program at the time, put it better than I can. He had just interviewed for a job after attending my workshop:

“The hiring manager more or less offered me the position on the spot and indicated a salary range that is roughly 40-50% more than I make now. Your two biggest lessons (at least for me) at work in the flesh: (1) Never divulge my current salary, and (2) Talk about what I will do, not what I’ve done. They oughta make you a Cornell professor! I can already see that the one hour you spent with us will have as much impact on my MBA ROI as any class that I have taken in the program, if not more so.”

Rich presented his plan for profit and surprised the employer. (See Don’t Get Hired, Get Acquired: Audio from Cornell workshop.)

I love questions from readers about topics like this. You’ve nailed a key underlying issue in Ask The Headhunter. Thanks! I hope my lengthy comments are helpful.

What’s the point of the job you want? Be ready to talk about it, because your resume is history. What you’ll get paid for is what you can do next. How do you talk about profit to an employer, and to your boss?

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I’m still waiting for the job offer!

In the May 6, 2014 Ask The Headhunter Newsletter, a reader wonders what to do while waiting for the job offer:

I went in for an interview and all went great. I met with the personnel manager and the division manager. They called me back in a few days later to meet with the regional manager since he was in town. It also went well. The discussion was more general and laid back. I went back today to take a test.

I am trying not to get too fired up about all of this. But, I have to think that no company would subject an applicant to all of this without leaning toward the hire. When should I expect an offer? I figure that there can’t be much more for me to do than meet with some more top-level managers and take a personality test. Do you agree?

Nick’s Reply

Great expectations can leave you high and dry.

“I have to think that no company would subject an applicant to all of this without leaning toward the hire.”

Never, ever, ever get into this mindset. This is the point where people start to build unreal expectations because they feel they’ve “invested so much.” They’ve been invited back for lots of interviews. Everything “has gone well.” They start to believe the employer is now “heavily invested,” too. They wonder not whether an offer will be made, but how long it will take. The outcome is obvious, right?

Absolutely not.

Twaitinghe truth is, you have no idea what a company’s threshold is for taking action. Some companies will string you along — often unwittingly — for months, then take no action at all. As a headhunter who has dealt with more interviews than any job hunter ever will, I can tell you that most job opportunities go south.

In my experience, there is little correlation between how well the interviews have gone and whether a hire is made. Of course, when the outcome is positive, we can look back and see that everything clicked in the interviews. But much more often we’re left scratching our heads, wondering what went wrong.

For reasons that are usually clear as mud, a seemingly positive interview process often stalls and dies. You never find out why. And you couldn’t have predicted the result.

So what is my point? Manage your expectations so you can manage your job search. Don’t get sucked into foregone conclusions, because that will lead you to waste your time. While you’re counting on that “sure thing,” you’re missing other opportunities. There is no sure thing.

You should do your best with every job opportunity. Follow the process through to the end. Remain motivated and enthusiastic. Ask for feedback as you proceed. (That’s legit and important.)


What can you do to optimize your chances for a job offer? See “Playing hardball with slowpoke employers”, pp. 15-16, in Fearless Job Hunting, Book 8: Play Hardball With Employers.

Excerpt:
How to Say It: What should you say to the hiring manager before your job interview ends? This question baffles job hunters, but the answer is simple. Say: “I want this job.” Just four words. If the employer is on the fence, expressing this simple commitment can lead to a job offer.

You’ll find this and more tips in Play Hardball With Employers:

  • Do they owe me feedback after an interview?
  • What’s the secret to the thank-you note?
  • How can I push the hiring decision?
  • Thanks is not enough
  • Get an answer at the end of the interview

But don’t build expectations that distract you from your larger goal. Always have another opportunity on deck because most deals go south.

Don’t let my advice discourage you. Use it to strengthen your strategy. Motivation and a positive attitude are crucial. But never start believing, “I can tell they’re going to make me an offer.” Because you can’t. While you’re waiting for that offer, set the next opportunity in motion. That’s the only way to control your job search.

Where’s the job offer? What holds up job offers? How have you dealt with delays? Is there anything you can do to force a decision to hire you?

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Deal-breaker questions to ask employers

In the April 22, 2014 Ask The Headhunter Newsletter, a reader wants to ask an employer tough questions… and just can’t seem to get answers:

I’ve done my research on the company, and the interview went well, but there are some things that I just couldn’t get information about, even in the interview. I want to know just how long the average individual stays in this particular job before moving up, as well as what other opportunities could be expected in the future. Also, who are the people I would be working with? How good are they? What kinds of tools and support would I have? Finally, I am a little vague on what the salary level might be.

My question: Is it okay to ask these questions in the interview? Thanks for your help.

Nick’s Reply

hidden-informationI’ll go you one better: Don’t accept this job until you get your answers. Your questions are excellent, especially those about the people connected to the job. (See It’s the people, Stupid.) If the answers are unsatisfactory, these are deal-breakers.

Many applicants are afraid to ask questions that seem “forward” in the job interview. I don’t know where this hesitation comes from. Perhaps it’s part of a deeper feeling that the job candidate is some sort of supplicant whom the employer steps down from heaven to talk to.

“You dare to ask The Great Oz…?”

Your questions are not only reasonable, they are very important. If the interviewer can’t answer them, ask to talk with someone who can. If the company won’t make any effort to answer you, you need to reconsider whether you want to work there.


Here’s another make-or-break question to ask the employer, after an offer has been made to you: “May I see the complete benefits package so I can study it along with the rest of your kind offer?” Many employers will decline to share the benefits details. Find out Why companies hide the benefits.


Don’t be shy. Interviewing is a two-way street. They want to know a lot about you, and you need to know a lot about them. Interview them. Don’t lower your expectations because they own the job. Remember that you own the solution to their problems.

Part of my work as a headhunter involves preparing a candidate to interview the employer effectively. I’ve found that good employers don’t react well to a candidate who just sits and answers questions. A good candidate probes for information, too. A good candidate expects candor and full disclosure.

  • Be polite and diplomatic, but also be bold and assertive.
  • Get answers to every reasonable question you have, or don’t take the job.

What’s a reasonable question? It’s one that, if left unanswered, might lead you to reject an offer. If you’re left feeling uncertain about something now, it’s going to be much worse once you’re on the job. Trust your gut: Get answers to every question that matters.

What’s the best time to ask your questions? Before, during, and after the interview. I’m not trying to be cute. It’s a judgment call. You wield the most power after you receive an offer and before you accept it. It’s really the only time you have great control in the interview process. That’s a good time to call the manager and explain that there’s some additional information you need. Can they meet with you briefly one more time? If they decline, that suggests a lot about how they may treat you later. (Is it possible they’ll be offended and rescind the offer? Sure, though I think it’s very unlikely. But, what would that tell you?)

A final note: Make sure you’re talking with the person you’re going to be reporting to. While the personnel department can answer questions about benefits, company policy, and the like, you’re not going to be interacting daily with the personnel staff once you’re hired. Your key questions are about the work, and it’s the boss who can tell you what you need to know — if you ask. And don’t be afraid to ask, ever.

If something is a make-or-break issue, it’s better to get answers before you accept the job. The best employers will be happy to share the information you need.

(If you need more detailed help assessing an employer, see “Due diligence: Don’t take a job without it” in Fearless Job Hunting, Book 8: Play Hardball After The Interview, and “How do I ensure the job offer matches the job?” in Fearless Job Hunting, Book 9: Be The Master Of Job Offers.)

What tough questions do you ask employers? Has an employer ever refused to answer? Are there questions that are off limits for job applicants? I’d love to hear from employers, too.

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How do I prove I deserve a higher job offer?

In a recent edition, we discussed what to do when an employer makes you a low job offer for a job you plan to take anyway. Now it’s time to boost the employer’s opinion of what you are really worth, well before an offer is ever made to you.

In the March 25, 2014 Ask The Headhunter Newsletter, a reader asks how to get a bigger offer:

I think you’re right: To get a company interested in me, I need to show what my value is to them. But if I’m not a salesperson or entertainment star (in which case it should be very obvious), how do I quantify my value to an employer’s bottom line? How do I actually prove I’m worth a higher job offer?

more-moneyNick’s Reply

Here’s my general approach: Estimate as best you can how your work will produce revenue or reduce costs for the company. Then explain it to the employer. Your numbers will be off; that’s okay. What matters is being able to have an intelligent discussion about how you can do the job in a way that pays off to the employer.

Virtually no one does this in a job interview. I’ve had people tell me it’s presumptuous to talk about how they’d contribute to the bottom line. Others claim it’s impossible to calculate one person’s impact. Again, what matters is that you’re telling the employer you care about his success and how you’d fit into the equation. Don’t lecture; have a discussion..

I address this challenge in Fearless Job Hunting, Book 6, Be The Profitable Hire. Here is an excerpt from the book:


Estimate your impact to the bottom line

If the work you do is overhead and mostly affects costs: Do you shave two minutes off each customer service call you handle? Have you figured out a way to get projects done 20% faster? Multiply this by the hourly wage or by the salary. The savings are just one part of the profit you contribute. Get the idea? I’m simplifying, but few of your competitors will offer any estimates at all. This gives you a good, honest story to tell the employer about how you will contribute to the success of the business. It gives you an edge.

If the job affects revenue: Try to quantify the impact. Your estimate may not be accurate, simply because you don’t have all the relevant information at your fingertips, but you must be able to defend your calculations. Run it by someone you trust who knows the business, then present it to your boss or to your prospective boss. You can even present your estimates in the interview, and ask the employer how you might make them more accurate. This can be a very effective ice breaker.

If you can’t demonstrate how you will contribute to the bottom line, then be honest with yourself: Why should the employer hire you? Or, why should your employer keep you?

Rather than demonstrate their value, job hunters hand over their resumes and wait for the employer to figure it out. Employers are not good at figuring out your value… The particulars depend on the job and the situation. I can almost guarantee that when you discuss a job in such profit-based terms with management, they won’t care so much about your actual numbers. But they’ll be impressed that you cared enough to try to work it out. (Just make sure that you do the necessary homework before you go to the interview!)

Reprinted from Fearless Job Hunting, Book 6, The Interview: Be The Profitable Hire, “How can I demonstrate my value?” pp. 8-9. The book includes “How to do a Working Interview,” “What’s your business plan for this job?” and 10 other methods to show you’re the profitable hire — plus 8 How to Say It tips.


You’ve already guessed this is not an easy way to boost a job offer. But why should it be? Why would anyone offer you more money if you can’t show them what they’ll get in return? This is how the best headhunters coach their candidates to get the best offers.

Job interviews have become so rote that applicants just show up, and employers think they’ll be able to make a hiring judgment based on a bunch of worn-out questions and answers. That’s to your advantage. Your competition is not likely to attempt what I’m suggesting. To be the applicant who stands out, be ready to show why you’re the profitable hire. Do the work, win the job.

How do you get bigger job offers? What advice would you give this reader? Have you tried and failed to get more money?

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Make the employer WANT to raise your job offer

In the March 4, 2014 Ask The Headhunter Newsletter, a reader asks how to negotiate a higher job offer. But this is more than our normal Q&A column.

I recently had a rapid-fire e-mail exchange with a reader who was trying to get a low offer raised. This is not an easy thing to accomplish, and employers often decline. More important, the applicant usually doesn’t know how to justify a higher figure. I think it’s worth printing the entire exchange, rather than just a Q&A. I hope you find the details of this give and take interesting and helpful.

Question
raise-the-anteNick: People must drive you crazy but I do not know who else to reach out to in this situation. I got a job offer today for an attorney position. I was really excited, and then I heard the offer. It was so low. They were looking for an attorney with five years experience, whereas I have 28. Even for five years, I thought the offer was low. I knew I would have to take less money, but not this much less. So how much do I counter with? 10% more, 20% more? I am terrible at these things. Thanks so much for your advice!

Nick’s Reply

Congrats on the offer. Now you must decide, first of all, whether you want this job so much that you would, in the end, accept the offer as it stands. Would you?

I’ll say more once you reply. But that’s the main question you must answer — yes or no to the existing number — because odds are they will not raise it. But they might. I’ll respond with advice once you answer my question.

Reader’s Response
Yes, I would take the low offer as it stands. My bank account is dwindling and I have little choice. It’s better to have a job when looking for another, than none at all. I just don’t know how to make the suggestion for more money. Thank you!

Nick’s Reply

It’s entirely up to you to decide how much you want, but being willing to accept the existing offer gives you a special kind of leverage. I’m not suggesting a person can negotiate a better deal only if they’re willing to settle for what’s offered. But let me explain how you can exploit this situation to your advantage. There is something you can say to make the employer want to raise the offer.

You see, there are two things that are often more important to an employer than money: Your level of motivation and your commitment. Put those on the table, and you have leverage.

(Note to readers: Sometimes, it’s best to turn down that job offer if it’s very low — but this reader has made a decision to accept it. I don’t make judgments when people need to put food on the table. My objective is to help raise the offer to any extent we can.)


This advice is reprinted from Fearless Job Hunting, Book 9: Be The Master of Job Offers, pp. 8-9:

There’s a very powerful way to negotiate for more money that will not compromise your rapport with the employer — if you’ve already decided you’re willing to live with the original offer. Here’s How to Say It:

“Thanks for your offer. I’m ready to accept it, but I’d like to discuss the salary first. [For reasons A, B and C…], I believe I’m worth $2,000 more than you’re offering. But I don’t want you to misunderstand: This is not a large difference, and I have already decided I want this job. To show you my good faith, I’ll accept your offer as it is. But I’d like to respectfully ask you to consider raising it by $2,000, for the reasons I’ve cited. I’m glad to discuss how you see this, and whether you agree. But either way, I want to work here, and I’m ready to start work in two weeks.”

That’s a very powerful negotiating position to take, because you’ve made a commitment and a concession. Now you’re asking the employer for the same.

I don’t know any negotiation technique that takes this approach, probably because most negotiators don’t start with the plan of accepting the original offer. The upside of this approach is that it can still lead to a higher offer, but without jeopardizing the position you’ve already attained… By making a commitment to the company first, you establish a level of credibility that may strengthen your negotiating position. You must judge the trade-off in your particular situation.

This Q&A is excerpted from Fearless Job Hunting, Book 9: Be The Master of Job Offers, which includes these sections:

  • The company rescinded the offer!
  • Non-Compete: Did I really agree to that?
  • Am I unwise to accept their first offer?
  • Can I use salary surveys to goose up the offer?
  • The bird-in-the-hand rule of job offers
  • Juggling job offers
  • Give us the pay stub
  • Vacation Time: What’s good for the goose
  • How do I decide between two offers?
  • How to decline an offer
  • Does a counter-offer include pay-back?
  • Am I stuck with this non-compete agreement?
  • How do I ensure the job offer matches the job?
  • How to avoid a “bait and switch” job offer

Reader’s Response
I read Be The Master of Job Offers, then I called the guy and asked for more money. I phrased it as, “I hope you have some flexibility…” and asked for 7.5% more. He did not think that was unreasonable, and said he agreed with that but had to check with management and will get back to me quickly! I think it will work out. It is still not close to what I was making, but I am happier with this number. Things have changed drastically for millions of people in the last few years and it is what you do in the present that matters. My goal is to not look back but forward. Thank you so much, Nick, for all your help and your empowering book.

Nick’s Reply

You’re welcome. You made my day. Something told me you’d at least try something from the book — and those are the people I do this for. Whatever happens, you took a stand and you made a sound effort. My compliments. I hope it all works out for the best for you.

Reader’s Response
Hey, Nick, just an update! As you know, I asked for more money and they came back today with just a bit less than 7.5% and I took the job. So, not anything close to what I used to make, but I got more because I asked, so I feel good! Once again, I cannot thank you enough for all your wisdom, the book, and your support.

Note from Nick

more-moneyNot every negotiation for more money succeeds. But knowing how to leverage any advantage you have — even if it’s the stark fact that you need that job — can make the difference between no increase and something more. It’s usually difficult to think straight when an offer is on the table and the pressure is on. But as this reader has shown, an effective request can pay off!

By making the commitment she was ready to make anyway — to accept the job — the reader made it much easier for the employer to raise the offer simply because she asked. Commitment and motivation are two things that are often more important to an employer than money. (These are two of the cornerstones of How Can I Change Careers?) You can always use them to strengthen your negotiating position.

Have you ever convinced an employer to raise a job offer? How’d you do it? What other methods would you have suggested to this reader? If you’re an employer, please tell us what influences the final offers you make. Join us on the blog!

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Am I unwise to accept their first offer?

In the June 18, 2013 Ask The Headhunter Newsletter, a job hunter worries about asking for more money:

My dream position with my dream company has just come through! The offer is good — a bit lower than I would have liked, but very good. My question is this: Do I even bother haggling over a couple thousand dollars?

I read somewhere that you should always go through at least one round of salary negotiations and that the employer actually expects it. I think I have a very good chance of getting what I ask for (especially because it’s such a small amount), but I don’t want to risk coming off as ungracious or rude.

Truly, if they don’t budge an inch, I’m still taking the job. Is it worth negotiating, or should I just accept?

Nick’s Reply

you_are_hiredI believe in enjoying happiness and not worrying whether other people think you’ve been given enough of it. Who cares what others say about “one round of salary negotiations?” If you’re happy with the offer, accept it and thank the company.

Some companies make their offer, and that’s it — they won’t budge. This company might be willing to negotiate, but you must consider what happens if they don’t. If they balk at the extra two grand, then you’re going to look weak coming back and saying, “Well, okay, then I’ll take what you offered anyway.” It says something about your request: You couldn’t justify it. And what does that say about your credibility? Remember: You’re going to work with these people. How you handle negotiations can affect how they will view you — and treat you — once you’re on board.

If the extra money really means a lot to you, then go for it. Here’s an example of how I might approach it:

How to Say It

“I believe I’m worth $2,000 more than you’re offering. But please don’t misunderstand. This is not a large difference, and I have already decided I want this job. To show you my good faith, I’ll accept your offer as is. But I’d like to respectfully ask you to consider raising it by $2,000. There are three reasons why I believe I’m worth it… But either way, I’m ready to start work in two weeks.”

It’s your judgment call. If you try this, you’d better be ready to prove your added value. By making a commitment to the company first, you establish a level of credibility that goes beyond any negotiating position.

(Some people have a hard time thinking and talking about what salary they’re looking for. This may help: How to decide how much you want. You can’t negotiate or interview effectively unless you have an objective.)

Remember that the ultimate goal of negotiating a job is not to get every last dollar you can. It’s to set the groundwork for the best possible work relationship — which is not limited to money — for the long term. That’s why it might be better to accept an offer that you’re clearly pretty happy with, and plan for how you could get that extra couple thousand as part of your first raise when you have your first review.

Congratulations on winning a good offer for a job you really want. I hope all goes well!


An expanded version of this Q&A appears in

Fearless Job Hunting | Book 9: Be The Master of Job Offers

Be ready to deal with:
 Rescinded offers, non-competes, salary surveys, counter-offers, vacation time,
Bait-and-switch, oral vs. written offers, requests for old pay stubs


Post your comments!

Do you rely on a resume to get you in the door? Does it work? What do you think makes a hiring manager invite you for an interview?

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When should I tell my boss I’m resigning?

In the January 15, 2013 Ask The Headhunter Newsletter, a job hunter asks when to give the boss notice of resignation:

I have an opportunity to move from a large corporation to a established startup. I have put in seven happy years at the corporation, but the new position will be a nice change. I’m still going through the interview process, and it’s going well. When do I break the news to my current boss? I don’t want to burn any bridges, and I don’t think I would accept any counter-offer. I just want to give respectable notice so that he can replace me.

Nick’s Reply

zip-itCongratulations on the new opportunity, but please — don’t jump the gun. Never, ever give notice or resign until:

  • You have a written offer in hand
  • You have formally accepted the offer
  • The new employer has confirmed your acceptance, and
  • The on-boarding process has begun.

It doesn’t happen often, but job offers get rescinded, especially between the informal oral offer and the bona fide written version. Don’t be left on the street without a job. When the above milestones have passed, I’d tell your employer nothing except that you’re leaving. Give your boss a one sentence resignation letter that says nothing more than:

“I hereby resign my position effective on [date].”

The details of your “notice” don’t need to be spelled out in the letter. In person, I’d commit to helping with a proper transition not to last more than two weeks, unless you really want to be helpful — that’s up to you.

There’s a small chance that, no matter how well you and your boss get along, you will be ushered out the door immediately. Some companies have very strict security policies, so make sure all other loose ends are tied up before you resign. They may not even let you go back to your desk. This is unusual, but it does happen. Even friendly employers can turn officious when a person resigns. Just be ready for it.

I would not disclose where you’re going. I’ve seen bitter former employers try to nuke a person’s new job. Politely explain you’ll be in touch right after you start the new job, if your boss really cares. I’m sorry to focus on the worst case, but you don’t want to get torpedoed before you start your new job. The odds of something bad happening are probably small, but the consequences can be enormous. My advice is, don’t chance it.

Again, congratulations. Take it one step at a time until the new deal is solid and safe. I wish you the best.

Have you ever resigned, only to have your new job offer rescinded? Has a resignation ever gone awry? What’s your policy about the nuts and bolts of transition when leaving a job?

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They promised a raise but won’t deliver

In the October 30, 2012 Ask The Headhunter Newsletter, a successful manager complains a promise about higher pay hasn’t been kept:

When I was hired almost two years ago as a manager, it was with the promise that if I achieved certain milestones and met the company’s expectations my compensation would increase dramatically. I’ve met all the requirements and more, and no one disputes that. But when I approached top management about this recently, they said there’s no way they could pay me that much money.

These are basically honest people, and I like working with them. They created the expectation, and I have worked exceptionally hard to earn exceptional money. I’m willing to stick it out, but I’m wondering if I was too trusting. I did not get all these promises in writing as you recommend. I decided to take a chance. (I just bought Keep Your Salary Under Wraps. I figured I owed it to you. Your first book basically got me my current job!) I’d appreciate your thoughts.

Nick’s Reply

There’s no law against employers promising things they later decide they just “can’t” deliver — unless they put it in writing. I learned this the hard way, too. Many years ago I took over a sales group, and the VP offered me one of two deals: A decent salary and a pretty good commission plan, or no salary and a phenomenal commission plan. I quickly decided that if I couldn’t blow the quotas away, I just shouldn’t take the job. But I did, and the VP used to crow that he and I were the only ones that put their money where their mouths are and worked on 100% commission.

I made a lot of money. And, as I anticipated, I blew away the plan. Again and again. Until they brought me in and said, “We can’t keep paying you this much money.”

It took a while for me to leave. But I’ve seen this happen many times to others, and the caution I offer is, get it in writing when you accept the offer.

The criteria for more money must be:

  • Written
  • Objective
  • Achievable, and
  • Measurable.

The agreement must also guarantee the plan throughout your employment, or they’ll reduce it. Few employers will put it in writing because the deal they offer isn’t real to them. That is, they really don’t know what to do with exceptional performers, except promise that they’ll take good care of them… until time comes to pay off. And here’s the serious problem: They can’t accept the idea that paying you a big chunk of a lot of money is better than paying a small percentage of a lot less money. So they lose managers like you.

For some of the very best advice about how to protect yourself when accepting a job offer, see Bernie Dietz’s excellent article, Employment Contracts: Everyone needs promise protection.

None of this helps you now, but it might help you next time. If your boss doesn’t understand that the best way to lose the best employees is to welsh on compensation, then either you adjust your expectations, or you find an employer that is willing to pay for exceptional performance. They’re out there. But you won’t find them by applying for jobs. You pick the sweetest companies, then research the management team — and when you find such a company, you go after it. But once you’ve got the deal you want, get it in writing. It’s not real (as you’ve learned) if they won’t sign it.

But you can still try to fix this now. Try to “renew your wedding vows.” Is the company willing to sign a friendly letter of intent that re-states your original agreement with a firm timeline based on your performance? It’s not too late to amend the employment deal you took.

In Keep Your Salary Under Wraps I recommend William Poundstone’s excellent book, Priceless: The myth of fair value. This book explains how a salary is “anchored” to a low point. Don’t let it happen to you. The book also explains how to pull a negotiation upwards by understanding the parameters of the anchoring effect. Contrary to the conventional wisdom (“Whoever states a number first, loses.”) it turns out that you can control negotiations about money if you know what number to state and how to state it.

Thanks for your kind words. I wish you the best.

Did you get paid what you were promised? Or, did you get suckered into delivering exceptional performance without exceptional compensation? Is it reasonable for employers to avoid big payouts? Let’s talk about how to protect yourself.

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