Total Compensation Components
| Component | What to Ask |
|---|
| Base Salary | Pre-tax annual — largest fixed component |
| Annual Bonus | Target % of base — 10-30% typical for tech |
| Equity (RSUs/Options) | Total grant value, vesting schedule (4yr + 1yr cliff standard) |
| Sign-on Bonus | One-time cash — $5K-$100K range, often negotiable |
| Benefits | 401(k) match, health insurance, PTO, remote stipend |
Before the Interview
| Step | Action |
|---|
| Research | Levels.fyi, Glassdoor, Blind, LinkedIn — know the band for your level/location |
| Know Your BATNA | Best Alternative — what happens if you walk away? |
| Set 3 Numbers | Walk-away (minimum), Target (happy), Aspirational (stretch) |
| Prepare Evidence | Impact metrics: "increased revenue by X, reduced latency by Y" |
During Negotiation
| Phase | What to Do |
|---|
| Initial Offer | Thank them, express excitement, ask for time to review (24-48 hours) |
| Counter | Lead with value: "Based on my experience and market data, I'm targeting X-Y" |
| Leverage | Multiple offers are strongest leverage — share competing offer numbers only if higher |
| Non-Salary | If base is capped, push on equity, sign-on, bonus %, title, remote policy |
Common Mistakes
| Mistake | Better Approach |
|---|
| Accepting first offer | Always negotiate at least once — 70% of employers expect it |
| Sharing current salary | Redirect to market value: "I'm targeting a competitive offer for this level" |
| Being the first to name a number | Deflect until they give a range; if forced, give a researched range |
| Negotiating over email only | Ask for a phone call — tone and rapport matter |
Pro Tip: Never give a number first. When asked 'what's your expected salary?', say 'I'm focused on finding the right role — I'm sure we can work out compensation if it's a mutual fit.' Let them anchor.