Negotiating an offer

Companies expect negotiation; many leave room in the first number. Negotiation is a short, learnable skill that compounds for years — every raise and refresh starts from the package you accept now.

Core principles from Patrick McKenzie's classic advice and coaches like Josh Doody:

1. Do not give the first number if you can avoid it. Early "salary expectations" screens: deflect to learning fit first, or give a wide market range based on level rather than your current pay.
2. Never disclose current comp unless legally required or strategically useful; many jurisdictions ban asking. Current pay anchors you downward.
3. Get the offer in writing, then negotiate. Verbal excitement is fine; numbers move after a written package.
4. Express genuine enthusiasm, then ask. People help candidates they believe will accept if terms work.
5. Ask for specifics: more equity, more sign-on, higher base, higher level — pick the levers that matter and be concrete.
6. Stay collaborative, not adversarial. You are solving a mutual fit problem.

Walking through the scripts

Sample deflect on early expectations:

"I'm most focused on finding the right role and level. Once there's mutual interest, I'm confident we can find a package that matches the market for that level. Happy to discuss bands when you're ready to share the range for this role."

Sample response after a written offer:

"I'm excited about the team and the work — this is my top choice if we can close the gap. Based on market data for this level and another offer I'm considering, is there flexibility to move toward $X TC, ideally via additional RSUs or sign-on? I'm happy to talk through constraints on your side."

Replace $X with a number grounded in levels.fyi and competing data, not a fantasy. Asking 5–15% above the offer is common when you have leverage; exact norms vary by company and market tightness (as of when this was written, markets fluctuate — use current data).

Visa and relocation packages are negotiable levers when cash TC is sticky: shipping household goods, temporary housing, immigration counsel, travel for house-hunting. If base will not move, ask where flexibility does exist.

Common mistakes

• Naming a number too early, or disclosing current pay that anchors you down.
• Negotiating a verbal number before it is in writing.
• Hostile ultimatums you will not follow through on.
• Asking for "more" with no specific lever or market number.

Check yourself

A recruiter asks for salary expectations on the first screen. What do you do?

Deflect to fit and level, or give a wide market range for the level — not your current pay.

You have a written $240k and a competing $270k. Market is $260–280k. What do you ask?

Enthusiasm, then a concrete target such as $275k via RSUs or sign-on — not an ultimatum unless you will walk.

Key takeaways

• Do not give the first number. Do not volunteer current pay.
• Negotiate after a written offer, with enthusiasm and specific asks.
• Ground $X in market data and competing offers. 5–15% above is a common ask when you have leverage.
• Stay collaborative. Bluffed ultimatums end talks.

Further learning

Next, when the grant is options not RSUs: evaluating startup equity.

Salary Negotiation: Make More Money, Be More Valued (Patrick McKenzie)Salary negotiation advice, mostly for engineers. Running total of raises negotiated due to this essay: $15M+.kalzumeus.com