Yes, you can negotiate: proven tactics for better offers

Principles

• Timing: Negotiate after you receive a written offer, not during early screens.
• Anchor with evidence: Market data, competing offers, specialized experience, or outsized impact.
• Be specific: Ask for a number or an improved structure (e.g., more RSUs, signing bonus).
• Stay collaborative: “I’m excited about the role. I want to make the numbers work so I can say yes.”

What to ask for

• Base salary: A clean lever HR can often move.
• Signing bonus: Great when base bands are constrained.
• Equity: More initial grant, clearer refresh cadence, or a refresh commitment.
• Level/title: When scope clearly fits the next level—sometimes the biggest comp unlock.

Tactics that work

• Package ask: “If we could do $X base and Y RSUs (or a $Z signing bonus), I can accept.”
• Silence and wait: After your ask, stop talking. Let the recruiter respond.
• One‑to‑two iterations: Most negotiations resolve in 1–2 rounds—keep momentum.
• Trade‑offs: If base is capped, shift to signing or equity. If equity is capped, ask for signing.

Common pitfalls

• Threatening to walk without real alternatives.
• Asking for everything at once without prioritizing.
• Negotiating before you understand the full package (bonus/equity/benefits/refresh).

Where Compin helps

Compin drafts clear, professional negotiation emails based on your offer details and priorities. It also shows how changes (base, bonus, equity, signing) affect your four‑year total—so you can ask for the package that moves the needle most.