By Jeff Altman, The Big Game Hunter
You know about negotiating salary, title and sign on bonus. What else?
Today, I thought I would do a show about C level negotiations and a couple of the points that you want to cover in the course of the negotiation. The obvious thing involves salary, title, sign-on bonuses, when the bonus is going to be paid . . . Things along those lines. What the guarantees are . . . Stuff like that, you know about. But I want to cover a couple of other little things that you have to work your way in.
- Tuition reimbursement. If you have kids of the appropriate age, you want to see if they may provide tuition reimbursement, not just simply for you but for your kids, as well.
- Relocation, what are they going to cover in the way of relocation. Can you improve upon that
- If you’re traveling for the firm, you might just simply ask whether your they’ll provide a company car for you, or reimbursement on a monthly basis for the use of your car.
- In addition, you want to see whether or not, if for some reason, they want to go a different direction after you are hired, whether they’ll provide termination numbers for you. What’s the exit for you if they decide to go a different direction because they change plans and they want someone with a different background.44
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When push comes to shove, there are lots of little details that you want to cover in order protect your interests, because, as you know from your having worked your way up to this level, organizations can pivot at the drop of a hat and go in a completely different way. You always want to be in a position where you treated properly, given the achievement that you have to be raised at this level.
On the backend, if they let you go, as you know, it’s going to take time to land something else. What services will they provide for you in the way of outplacement, in the way of guaranteed payments for you for departure. One person I’m coaching now, has received one year of compensation for their decision to let him go after 15 years with the organization. A new COO comes in and wants to go a different direction, needs a different person. One year. A lot of firms won’t do that. Some firms will do more. Some firms will do less. Surprises are rarely good. It’s like negotiating a prenup. You want to have the prenup in place so that you can make plans, just in case. Although everyone wants to go into the discussion with an open mind and with the expectations of success, turnover rate is what it is (in jobs and in marriages), you know you or not going to be there for the next 20 years of your life.
Yes, you would like to be the one who decides to leave and they may attempt to place a condition upon you that if you choose to leave, how much notice you have to give.
But especially if you’re working with a search firm, you want to lay down the marker with them about what’s not negotiable and what is so that, in this way, they can represent your interests and you know you can always change your mind at certain points and make things that are not negotiable.
Do What Recruiters Do
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
People hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search
and succeeding in your career easier.
The Algorithmic Executive: Leveraging AI to Command Your Next Career Move
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