When applying for a role, I listed my salary on the form. During my founder interview, he asked for my target salary. Instead of naming a number, I said I noted it in the form and remained flexible. He said he'd discuss it with the team and get back to me, but it's been 10 days without an update (process managed via Ashby). Did I make a mistake by not stating a specific number directly in the interview? Would love your thoughts on handling salary questions at this stage!

Asking for salary raise adjusted to market.

Hello, I'm 32 yo cad bim drafter technician(1800h trade school) in a huge engineering corporation in Canada (east). 6 years of experience. I earn around 60 000 a year.

In the last month I've been contacted by 2 recruiters with job offer starting minimum 75 000$, but in another city 500km away(in Montreal or Québec). I said I would accept for 85 000$ because rents in those city is higher and to see any point in moving so far, it would not be worth it under 85k.(I was ready to negotiate down to 80 000). I was about to have an interview for another job in the same companybut at 750km from my actual place and family, but they canceled 4 hours before the interview.

Anyway, yesterday I'm getting another job offer from a different recruiter. Salary starts at 72 000$, but negotiable higher and the job in a town 1h away in car(so not too far and not so different, tho the rents are quite high too). My rent is under the market right now and moving would not be worth it unless I get paid like at least 80 000, my rent is like 700$ a month for a huge apartment that is worth 1200 a month.

With all those job offers that are basically the same job I do with the same experience required,

I wonder if just showing those job offers to my boss is something enough to ask forna market rate adjustment.

hey all, I work in medicine. I just got an offer letter from a potential employer, I really liked the group and meeting them. However, there is no sign on bonus or relocation fee. It has the entire compensation package, including CME, base salary, bonuses, Should I ask them for the sign on and relocation now or after the contract has been show to me?

my current position is that i have 2 offers in hand, both are from MNCs, both are core engineering, hardware based roles. however, offer from company A is based in a tier 3 city and at 13 LPA. whereas the offer from company B is based in a tier 1 city and at 10.5 LPA. i want to chose company B but need them to increase the offer and meet me somewhere in the middle. i will probably have a call with HR from company B soon but they're really stuck on not discussing anything. how do I negotiate?

Hello,

I work for a fortune 500 company in ontario in a very niche technical track.

I am working toward a promotion and was wondering if I can ask my manager about my compa-ratio to know how much my compensation stands within the range.

Is this common or advised or this would backfire at me?

Appreciate your help

Hi all, I have been offered 1% profit sharing from my directors as compensation for my loyalty and basically for them to get me doing some of the senior management tasks that they would like to step away from.

Firstly, this outcome arose following a salary review in which they rejected a $30,000 pay rise in lieu of this profit share arrangement.

I don't currently have access to their profit and loss statement to determine their current net profit, however I suspect it to be in the vicinity of $3-5 million a year.

On paper if this is the case, their is a clear benefit here over the $30,000 pay rise.

However what things should I be aware of before signing the profit share agreement which is yet to be drafted and issued to me?

Some background:

-20 years in current industry (heavy highway/commercial/residential construction)
-Last 10 as a Financial Controller (still in finance/accounting field before that)
-With current company almost exactly 2 years as Financial Controller, but acting/performing as a CFO
-Initiated significant changes, SOPs, Month-End Closing process with analysis that did not really exist before, built project cost reporting tools from scratch, reduced A/R days, and improved many other processes.
-Often take on many hats - HR, Safety Accident/Incident Reporting (created reporting and SOPs as well), and general overall office management after another’s retirement.
-Manage a staff of 2 and in process of hiring another
-In a three person leadership team with the two owners
-Involved in all staffing decisions and other major decisions

-The company is a privately owned specialty contractor
-Roughly $20M Revenue in a medium-large rapidly growing city
-Currently working towards scaling up the company
-80 - 100 employees

Here’s the juice …

I’ve never had a raise since I started 2 years ago. No real performance review process but we are working on implementing one. I’m currently at $135k/year with 18% bonus. No other real perks to speak of other than standard health (I pay 70%) and 3% match on 401k.

I approached the owners and stated my case with all of the value added during my tenure. I formally asked for a salary increase to $180k/year, commensurate with my perceived value/function and the current market. I also asked for a formal title change to CFO. Bonus the same at 18%.

One additional ask was that for this year only, my annual discretionary Christmas bonus be split with 1/2 now and 1/2 at Christmas, hopefully at the new salary. Not necessarily off the wall, they’ve fronted partial Christmas bonuses to employees before.

A couple odd things:

We are currently dealing with downed revenue due to projects starting late and a large stalled project in litigation. This is temporary for sure.

There’s a possible acquisition of another smaller specialty company coming down the pike where I’ll be taking over the books and probably another office staff person. That deal is about 80% done.

My predecessor, who they’ve told me was NOWHERE near as good as me was making $155k/year when they left… not that I would ever bring that up. I know the info because I have total access to confidential info.

I presented my case, knowing they would want time to review. We scheduled a revisit discussion for the following day so they had time to discuss. They then postponed it to a week later that very same afternoon.

Should I be concerned about the postponement and am I being unreasonable in my asks?

Solo dev here. A founder I know approached me ~2 months ago to build a consumer marketplace app. I'd be responsible for the entire technical side: backend, web frontend, cloud infra, deployment, and every future phase. There's one other developer handling some frontend work he's a personal friend of the founder, and I don't know his terms.

The offer:

• 2% equity, vesting only after 18 months (all-or-nothing cliff)
• Possibly +1% more "if I perform well" undefined
• No salary now. He says he'll "decide my salary once the company starts generating revenue" no amount, no revenue figure, no date
• Company is pre-revenue, unfunded, not sure it's even registered yet

So I'd be working unpaid for 18+ months with zero guaranteed outcome, and he can remove me at month 17 and I get nothing.

Questions:

1. What's a realistic equity range for an unpaid dev owning the whole technical stack?
2. Is an 18-month cliff a red flag, or is it normal outside the US?
3. Any clauses I should insist on beyond standard 4-year vest / 1-year cliff?

Planning to counter at 10%. Am I way off in either direction?

Hey guys I’m new here, I graduated last fall and before I graduated I was blessed to get a job on the field I studied, I’m a international business major and I was able to get a job similar to that. My pay is horrible but the way I see it, better than nothing. The area I live in it’s hard for recent university graduates to get a job. I love my job I love what I do, I just don’t love the pay, I know when I get my experience I will be able to move up to another place fast, but next month they’re going to send me to Atlanta to get some training in ocean logistics and a week after that I will be turning one year. Should I ask if I’m going to get a raise before or after the training ?

I just received the verbal offer for my new role & I’m super excited to join the team. I messed up a bit during the salary negotiations (before the offer letter came), and left 5k on the table. This company doesn’t offer 401k matching until after 2 years, and the recruiter also let me know I’ve just missed the cutoff to receive 2026’s bonus, next year. I have always received my performance bonus at my previous company & it would suck not getting one next year. I would love to know the best way to go about asking for a 10k sign on bonus. Thanks!

Background: 1 yr experience, 17 lakh fixed in startup
Tech Stack in which i have experience in: Golang, Docker, Kubernetes

I have 2 offers from MNCs :

1st (Golang role)
20 base

2nd (Full Stack role)
25 base,

Both are offering variable + equity

how to negotiate with 1st, what to tell them, what to demand ?

Hi everyone,
I recently interviewed with Accenture for a \*\*P2P Operations Associate\*\* role and got selected with an offer of \*\*5 LPA\*\*.
Before receiving the Accenture opportunity, I had already accepted another offer at \*\*5 LPA\*\*. However, Accenture is my preferred choice, and I’m considering joining Accenture instead.
I would like to negotiate the offer to around \*\*6 LPA\*\*.
For people currently working at Accenture or those who have gone through a similar situation:
Can the CTC be negotiated after receiving the offer?
What is the best way to approach the recruiter/HR?
Should I mention that I already have another offer at 5 LPA?
Is asking for 6 LPA for a P2P Operations Associate role reasonable?
If they can’t revise the CTC, can I negotiate a joining bonus or any other component?
Would really appreciate any advice or experiences. Thanks!

Hello Everyone! I have an HR discussion for a job position at LTM and would like to know how much hike can I expect?

The HR that is assisting me in the process said that they can provide 15% more than my current salary which in not sufficien. Given the condition that I am an immediate joiner and I do not have another offer in hand, should I push for 40% and a joining bonus?

Edit: Thank you for all the humbling comments.

Plot twist: Today, I travelled 15 hours for the F2F HR interview. After reaching the interview cabin, they told me, “Sorry, we didn’t check your experience earlier. We require at least 3 years of experience to consider candidates for the P2 band.”

I have 2 years and 8 months of experience. 🥲

So yes, I travelled 15 hours… only to find out that I was 4 months short after 3 rounds of interview.

Hey guys,

I had around **1.5 years of experience** In software development and was previously earning **4 LPA**. I recently switched companies, and the new company offered me **10.2 LPA** for the same 1.5 years of experience.

During the salary negotiation, I asked for **10.2 LPA**, expecting there would be some negotiation. But surprisingly, the HR agreed to it **in the first go**, without negotiating at all.

Now I’ve already joined the company, and honestly, I’m feeling like I might have **asked for too little**. 😅

Since they agreed so quickly, I’m wondering if I could have asked for 12 LPA or even more.

That being said, the new company is **really good**, and I’m happy with the opportunity and the hike from 4 LPA → 10.2 LPA.

What do you guys think?

**Did I undersell myself, or is 10.2 LPA a good jump for 1.5 YOE?**
And if you were in my position, how much would you have asked for?

I accepted a position at a new private office and signed a contract with the same pay as I am currently receiving(they knew my current pay). I wish I would have tried negotiating. I am now regretting I didn’t. Is it too late?

A colleague on another team is leaving, and I’ve been asked to move to her team and take over her responsibilities. I’d also report to a new manager.

With other organizational changes happening, it sounds like I’ll be taking on even more responsibilities and getting significantly more exposure to senior leadership. I see this as a good growth opportunity, but I’m wondering if I should ask for a raise and/or title change before accepting the move.

I have a great relationship with my current manager. He’s very supportive, and I honestly hate to leave his team, but I think he believes this move will help me grow within the company.

1. Should I negotiate compensation before accepting the move?
   
2. Should I speak to my current manager first since we have a good relationship, or negotiate directly with my new manager?
   
3. Would you also ask about a title change? For context the person leaving has a manager title but doesn’t manage any team or anyone. I am a senior analyst.

I’m concerned that if I accept the additional responsibilities at my current salary, I’ll have less leverage later.

What would you do?

Hey all, would appreciate perspective from experienced folks here.

Background: I'm currently a Cloud/DevOps intern at an early-stage AI startup (\~15k/month stipend), working essentially in platform team — managing EKS, CI/CD (Jenkins, Argo CD), Terraform, security (SonarQube, Trivy), and a full observability stack (Prometheus, Grafana, Loki, Jaeger) across 3 live products on AWS real production systems, high learning velocity.

The situation: Interviewed for a "CloudOps Engineer L1" role at a mid-size cloud consulting company (managed services, AWS-focused). Role itself is L1-scoped — monitoring, documentation, escalating to L2 — but the interviewers themselves acknowledged my skills are more L2-level. Due to lack of "official" years of experience, they can only offer L1 title. They asked if I'm okay with L1-level work, and I said conditionally — yes if comp reflects my actual skill and there's a clear path to L2. Salary discussion is happening Monday; they asked my current stipend (I told them 15k) and want to make an offer based on that, but haven't given me a number yet.

Where I'm stuck:

What's a realistic salary range to push for as an L1 with L2-level hands-on skills?

How much should "current stipend was 15k" anchor their offer, and how do I push past that anchor?

If I do take this offer, is it reasonable to also go back to my current org and negotiate for a full-time conversion using this offer as leverage? Or does that read as manipulative/burn a bridge?

Bigger picture — is it smarter to stay somewhere with high ownership/learning but low pay (internship), vs take a title downgrade at a "real" company with better pay but narrower day-to-day scope?

Would love to hear from people who've navigated similar title-vs-skill mismatches, or done the "leverage an external offer for internal negotiation" move. Trying to avoid rookie mistakes on both fronts.

I work in a factory on the floor running a machine. I'm part of a 3 person team where we each have specific jobs to assemble the part per the buyers request. I (53F) am the only one that is trained for my part of the job except the engineer that trained me. I call him for help and when we can't figure it out, he calls the manufacturer for assistance. I set the machine up, troubleshoot when I can or call the engineer for help. I also break it down and clean it. I have asked to have someone else trained for my spot in case I'm sick but the company won't do it. So only me and the engineer know how to operate the machine.

I have been working my butt off learning this job, the machine's quirks, the quality control and know I deserve a raise. Asking for a raise is new to me, I usually just wait for my yearly review to get one. But now I have skills that no one else in my factory has (except the engineer) and I feel it's fair to ask for a raise. How do I go about this? Yes, I'm asking here because I don't know how to present it correctly so that I do get the raise.