Job Offers

Base salary isn't everything. 9 things that make or break your next job offer. 1. What's the Total Compensation Package? Don't just look at the base salary. Dive into bonuses, stock options, commissions (capped or uncapped), and any other financial incentives to get the full picture. 2. How Often Are Raises Given? Understand the frequency and basis for salary reviews. Is it performance-based? Is it annual? I'd always try to know this upfront to project my future earning potential. 3. What's the Policy on Bonuses? Does the company offer annual or performance-based bonuses? Find out the criteria to qualify and when those get paid out. 4. Are There Any Stock Options or Equity Incentives? For those considering roles in startups or emerging companies, stock options or equity can be a game-changer. Understand the vesting period, potential $ value, and terms. 5. What Does the Benefits Package Look Like? Beyond salary, health insurance, dental, vision, retirement contributions, and other perks can significantly impact your financial well-being. 6. Is There a Relocation or Housing Allowance? More companies are returning to the office. Find out if there's support if you need to move, which can include shipping costs, housing allowances, or even trips for house-hunting. 7. Any Educational or Professional Development Benefits? Continuous learning can boost your career. Does the company invest in your growth through courses, workshops, or tuition reimbursements? 8. How Long is the Company's Cash Runway? Important for startups, understanding the company's financial runway (how long they can operate without additional capital) can give insights into the company's stability and future. 9. Is the Company Meeting Its Revenue Targets? Are they consistently meeting or exceeding revenue goals? This can be an indicator of job security (layoffs) and the company's long-term vision. — These questions are fair game to work through your recruiter to find out. If I receive an offer, I'll also use these as follow-up questions if it's not clear in the written offer. The more you know, the better positioned you'll be to negotiate and understand the full scope of what's being offered too. Don't leave money on the table (or get caught off guard down the road) by not asking the right questions. ♻ Share to help someone’s job search And follow me for more posts like this.

A common mistake I see when delivering an offer to candidates... In recruiting, we give out offers everyday so it can feel very routine and exciting for us. For candidates, this can be a decision that shapes their entire life and can come with a ton of mixed emotions. Think about this for yourself... Have you ever been in an interview process where things picked up quickly and all of the sudden, you are at the offer stage. You were so focused on completing each stage and putting your best foot forward that you didn't really take the time to consider all of the ramifications of changing jobs or considering multiple pathways at once. Recruiters tend to think that the moment of offer is going to be pure joy from the candidate (I made this mistake early on in my career), only to be surprised when you realize there can be 10 things that come up for the candidate that now have to be managed and worked through. Here are a few things I’ve learned to do differently: 1. Prep the candidate. I don't make promises. But I do find a moment in the process to say, “If you were to move forward to an offer, what are the things you’d need to consider in your decision?” That question alone opens the door for reflection. 2. Don’t lead with numbers. When I deliver an offer, I never jump straight into comp. I first ask: “Are there any open questions about the opportunity or role?” If there’s any vagueness or hesitation, we pause. No point delivering an offer until we’re aligned. 3. Give space to process. After I walk through the offer, I do ask if they've made a decision (a step I think is necessary as a recruiter) but I don't push after that. I answer questions. I follow up. But I respect that the weight of the moment takes time to sit with. 4. Ask how they make big decisions. I’ll often ask, “Who’s in your corner when you make big calls like this? Where do you go to think clearly?” This helps the candidate begin their decision-making process—and it helps me better support them, too. 5. Check in early and often. Sometimes I’ll say, “Hey, taking my recruiting hat off for a second—how are you feeling?” That small gesture can go a long way in building trust. We give out offers every day. But for the person on the other side of the table, this might be the biggest professional decision they’ve ever made. We should treat it that way. #hiring #recruiting #techrecruiting #techhiring

I’ve got an offer from Microsoft. eBay has offered a better sign-on bonus. Looks like Salesforce is also ready to match. Which one should I take? I received this message from a client who needed help in deciding on the right job offer. While it’s a great problem to have, it’s also one of the most misunderstood. When people get multiple offers, they tend to focus only on salary or brand name. But the right question is: Which offer creates the strongest compound return for your career? Here’s how I walk clients through offer selection (especially in tech): 1. Assess the 24-month runway → Will you still be learning and growing 2 years from now, or will you plateau after 6 months? → Will this team give you mentorship or treat you like a fire extinguisher? 2. Study the team structure & decision-making power → Are you working in a core product org or a side initiative that could shut down tomorrow? → Will you own features, influence roadmaps, or be a ticket-taker? 3. Check the track record for promotions → How long do people usually stay in your level before moving up? → Ask: “Who was the last person in this role and where are they now?” 4. Evaluate long-term visa & location safety (especially for international hires) → H-1B sponsorship, green card timelines, internal mobility not all companies are equal. → Get clarity upfront so you don’t scramble later. 5. Don’t forget: your manager > your brand → A great manager will open doors for you. → A bad one will block your growth, erode your confidence, and slow your career down. My client didn’t take the highest offer. She took the smartest one. Today, she’s working at a top company, and she’s thriving there. 📌 Save this if you're comparing offers. Repost if you know someone who's comparing multiple offers. P.S. Follow me if you are a job seeker in the U.S. I share practical advice to help you land your dream role. 

I know every recruiter has their own way of making offers, but here’s mine and why I stick to it. I don’t cold call with an offer. I’ve found it’s not the best experience for the candidate or for me. Instead, I send an email first. I let the candidate know the team had great feedback and we’d like to move forward with an offer. I ask to set up a quick call to walk through the details. That way, they can make space in their day or step out if needed and it gives them a bit of time to mentally prepare for the conversation. Before the call, I send the offer details via email: salary, start date, and a copy of our benefits guide. This gives them a chance to review everything, jot down questions, and feel more confident going into the discussion. It makes the call more productive. They’ve had time to think, and I’m not catching them off guard. We can focus on questions, clarity, and next steps, not scrambling through numbers and logistics on the spot. Also… let’s be honest: no one answers cold calls anymore. It is such a buzz kill to call with an offer and be sent to voicemail. #recruiting #candidateexperience #offers #hiring #talentacquisition

Google, Meta, Netflix, they all post salary ranges. But here’s the recruiting secret they don’t want you to know: Those ranges are often more flexible than they look and there’s a clear pattern in how companies set them. From my recruiting experience, here are the 2 common ways companies set salary ranges (and how to use that in your negotiation): 1/ The “Netflix Philosophy” → Some companies post absurdly broad ranges (e.g., $80K–$800K) to meet legal requirements. → These ranges give you zero useful info, they’re just there to tick a box. 2/ The “Hidden Ceiling” Approach (most common) → Companies post the lower two-thirds of the real range. → They’ll never voluntarily show you the very top of the band. → This means the posted range might be $25K–$30K under what’s actually possible. What this means for you: → If the posted range is ~$25K below your target. You may still have room to negotiate. → If it’s $50K+ below. Harder to close the gap on base alone, equity or bonus may be the lever. Ranges aren’t fixed but they’re also not infinite. Know which type you’re dealing with, and negotiate accordingly. Have you ever landed an offer above the posted range?

Salary isn’t everything. (5 questions to help figure out, 𝘄𝗵𝗮𝘁 𝗳𝗶𝗹𝗹𝘀 𝘆𝗼𝘂𝗿 𝗰𝘂𝗽?) An engineer I’ve been working with to prepare for a Staff level role texted me last night that they are in the best type of situation— two competing offers. (Congrats!) It’s a good problem to have—but that doesn’t make it any easier. When faced with multiple offers, it’s tempting to focus on surface-level comparisons: salary, title, or benefits. But making the right decision for your career requires deeper reflection. Here are 5 questions to help you weigh competing offers: 1 - 𝗪𝗵𝗶𝗰𝗵 𝗿𝗼𝗹𝗲 𝗮𝗹𝗶𝗴𝗻𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗴𝗼𝗮𝗹𝘀? Think beyond the next 12 months. Which role sets you up for where you want to be in 5 years? Growth opportunities, leadership exposure, or access to new skills can sometimes outweigh a slightly higher paycheck. 2 - 𝗪𝗵𝗶𝗰𝗵 𝘁𝗲𝗮𝗺 𝗮𝗻𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝘄𝗶𝗹𝗹 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝘁𝗵𝗿𝗶𝘃𝗲? Your direct manager has an outsized impact on your career. Do they inspire confidence? Will they support your growth? Likewise, assess the team—are they collaborative, driven, and aligned with your values? 3 - 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝗶𝗻 𝗲𝗮𝗰𝗵 𝗿𝗼𝗹𝗲? Get specific. What metrics or milestones will define success? Does the organization have the resources and clarity to help you succeed—or are you walking into chaos without direction? 4 - 𝗪𝗵𝗶𝗰𝗵 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗺𝗮𝘁𝗰𝗵𝗲𝘀 𝘆𝗼𝘂𝗿 𝘃𝗮𝗹𝘂𝗲𝘀? Titles and perks fade fast if the culture is a bad fit. Are the company’s values consistent with your own? Consider how they treat employees, communicate, and celebrate wins. 5 - 𝗪𝗶𝗹𝗹 𝘁𝗵𝗶𝘀 𝗿𝗼𝗹𝗲 𝘀𝘁𝗿𝗲𝘁𝗰𝗵 𝗮𝗻𝗱 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘆𝗼𝘂? The best opportunities aren’t the easiest ones. They push you outside your comfort zone while still offering support. Which role will make you better—as a professional and a person? 𝗧𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲: A great offer is more than numbers on a page. It’s a chance to grow, contribute, and build something meaningful. 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: If you’ve ever had to choose between offers, what factors were most important to you? Let’s share some wisdom below ⤵ ---- ♻️ Repost and share these leadership tips ➕ Follow me, Ashley V., for more 📲 Book an anonymous coaching session

You can buy time to consider an offer without burning bridges. A client asked me about this the other day. “How much time can I ask for to consider the offer?” My answer? It depends. Getting an offer is exhilarating! And that rush can make thoughtful decisions (and negotiations) more difficult. Here’s how to create breathing room without losing momentum: If you’re actively in other interview processes and have upcoming interviews scheduled, you can use that as rationale for asking for more time. Be upfront about it. When I was interviewing with Capital One, I had another offer. I was very clear with both companies that I needed time to consider. The other company gave me almost two weeks to complete my process with Capital One, and Capital One accelerated my interview process so that I didn’t leave the other company hanging. If you find yourself in this situation, try saying: ↳“I’m very excited about this offer. As you know, I’m in another process right now that should wrap next week. I’d really like to see that through to make sure I’m making a fully informed decision. Would it be possible to get back to you once that process closes?” This signals: thoughtful, steady, collaborative; not indecisive. Most of the time, the recruiter will say, “of course!” Being in other processes sends a strong signal to the company that you’re in demand. The recruiter also wants to be sure that you are thrilled to accept their offer–they don’t want you playing a game of “what if”. But if you *aren’t* in any other active processes, a few days is the most I would suggest. If you get the offer on Friday: ↳“Thank you! This is very exciting. I’d love to take the weekend to think things through and talk to my family. Would it be possible for us to regroup on Tuesday?” This signals: Respect, maturity, and decisiveness; not stalling. If you have an “exploding offer” with a very tight deadline, try asking, ↳“I understand the timeline is tight. What flexibility do you have on the response date?” This signals: partnership with respect for real constraints. Every aspect of how you handle things in the interview process and offer negotiation sends a signal of who you are and how you’ll show up at work. But buying yourself 48-72 hours to consider the offer and negotiate isn’t hesitation, it’s leadership. Not negotiating today? Tap Save so it’s there when you need it, or quietly DM this to someone who might. -- 👋 I'm Sara, founder of Hellos & Goodbyes. If you're actively interviewing and want to be sure you make the most of your offer, I'm here to help. DM me or drop me a note at sara@hellosandgoodbyes.com

To all hiring managers in their last mile of hiring a candidate after weeks (and sometimes months) of thorough recruiting processes, I feel you. Below are some best practices I see: 1/ The offer stage - Never forget recruitment is a two-way street, so use your champions as advocates. Share 2-3 references of people you’ve closely worked with (think: mentees, peers, leaders, partners, etc.) whom your candidate could chat with to gain insight into your role as a manager and coworker. - Offer salary alternatives. Compensation-wise, providing two options is a good practice: one more cash-heavy and another more equity-oriented. It will give you a sense of what this candidate values most at the moment—liquidity or skin in the game. - Instill FOMO. Add an expiration date (and time?) to your offer. While giving a week may seem too long, only giving 24 hours might feel pressurizing. I personally lean towards a 3-day window: it's enough time for them to contact mentors or people whose opinion they value, but not enough to start or finish other interview processes. You want to ensure they join you because they want to, not because they didn't get another offer. Period. 2/ The closing stage - Once you’ve verbally shared a job offer with your candidate, send all details over email *right away*. Don’t let anything fall through the cracks, even if you made your verbal offer on New Year’s Eve or on a Friday night. There is no point in waiting a single day before sharing all the details. This wait time could cost you a lot, including losing your candidate because someone else was faster (and wiser) than you. - Keep running the last recruitment mile. Just as hearing a ‘yes’ from an investor does not mean you’ve raised funds, hearing a verbal acceptance from a candidate does not mean you’ve hired them. Consider your recruitment not completed until you have an offer letter signed by the candidate, a termination date at their current company, and a start date at yours. - Instant messaging. Ask your candidate which communication channel is their favorite —i.e., don’t only communicate over email. While you don’t want to be intrusive, share instant messages with your candidate, especially before and after they inform their current employer they’re leaving. Supporting them with closing this current chapter of their life is part of your role as the person who will help them open a new one. - Be prepared to react if the candidate gets a counter-offer from their current employer. As a rule of thumb: acquisition is x4 more difficult than retention. So get ready for the fight! #closingstage #hiringmanagers

I see a lot of job offers from our clients and not all of them are presented well. A recent offer consisted of a two line email. Here are my top tips to craft an offer that gets a resounding "YES!": 1. Be Personal & Enthusiastic: Don't just send a generic email. Call the candidate directly and express your excitement about their potential addition to the team. Highlight specific skills or experiences that impressed you. 2. Highlight the Opportunity, Not Just the Paycheck: Salary is important, but growth potential, project types, and company culture matter too. Explain how this role aligns with their career goals and showcases exciting projects they'd be involved in. 3. Breakdown the Compensation Package: Clearly outline salary, benefits (health insurance, PTO, etc.), and any bonuses or profit-sharing. Consider offering relocation assistance for standout candidates. 4. Welcome Negotiation (within reason): Salary might not be the only point of negotiation. Be open to discussing start date, work arrangements, or additional benefits to find a mutually agreeable offer. 5. Set a Clear Timeline: Give the candidate a reasonable timeframe to review the offer and ask questions. This shows respect for their time and keeps the momentum going. #hiring #talent #recruiting #jobmarket

Understanding salary doesn't have to be the mystical voodoo that it is sometimes made out to be. Employers use data analysis reports to establish salary ranges (nope, they really don't just make it up). You can use the same data analysis reports to understand your reasonable compensation expectations and negotiations (it's like showing up the car dealership with the KBB print out in hand). One of my favorites is the Society for Human Resource Management (SHRM....the professional organization of Human Resources) Compensation Data Center at https://lnkd.in/gPGbSx63 This gives you the DATA on more than 15,000 roles across 225 industries with geographic specific variation that breaks down wages, benefits, bonuses, and total cash comp. This site gives YOU the power to pull the same compensation analysis reports that employers use to set wage scales, and while it is a fee for service, you might just find that getting your salary negotiation right with actual industry salary DATA is worth the investment. This is NOT crowd sourced or self reported salary data, it is compiled from reputable industry data, and the sample below is a sample report extract publicly available on the website (to ensure I'm not sharing copywrite information). (NOTE: I am not employed by SHRM, nor do I receive any money or benefit of any kind for recommending this site, it's just me sharing useful information that HR pros use to simplify the salary question for you)