I’m currently a software engineer at Microsoft with two years of experience. And it bothers me that I’m paid less than new graduates who join the company at a lower level. I wasn’t being paid market value, so I applied to another company that would compensate me as expected.

Google is famously known for compensating well, and it’s also infamous for “lowballing” candidate offers if they don’t have a competing offer. Here’s how I negotiated without a competing offer. Let me answer the most commonly asked job offer questions for you.

Initial compensation
Recruiter: What’s your expected compensation break down in terms of stock, salary, and sign-on bonus (optional)?
Candidate: There isn’t a number I’ve given much thought but I would like to say that I will be excited with any offer that is fair and competitive.

Recruiter: Is there any area you’re interested or prefer over the others for me to adjust the numbers?

Candidate: I’d be happy considering an offer in terms of overall compensation with no preference in any specific category.

No one can argue just asking for something that’s fair and competitive. Even better, you don’t give yourself a ceiling asking for specific number. If the recruiter is more aggressive, stand your ground and mention that’s all you’ve thought about. No, your offer will not be revoked.

First initial offer
Recruiter: Our initial offer is going to be 150,000 Base, 20,000 sign-on and 240,000 Equity (25% per year). It’s a competitive offer with an incredible first year compensation of 230,000! We’d like to know what you think.

Candidate: Thanks for sharing these details, it seems like over 4 years the break down would be

Year 1: 230,000

Year 2: 210,000

Year 3: 210,000

Year 4: 210,000

This doesn’t seem to progress as well as what I’m considering at Amazon and I’ve heard of other employees at a similar level being compensated differently. I’d appreciate if we can make the numbers more competitive.

My response to every initial offer is that it does not progress as well as what I’m considering somewhere else. I don’t even have a confirmed offer when I do share these “competing” offers but I do give the impression that I’m familiar with the market and the first offer does not align with what I’d like. Mentioning that others are being compensated differently helps give the impression that what I’m being offered isn’t fair and will more likely have them revise the offer.

Never give specific details, just mention this is what you know.

Second and final offer
Recruiter: We were able to have an increase and bring our numbers to 165,000 base, 300,000 Equity, and 30,000 Sign on.

Candidate: It seems like the offer has a 4-year total compensation of $247,500. Can we consider a total compensation closer to $260,000?

Recruiter: No, this is our max and cannot move beyond this pay band for this level.

Candidate: Can we at least consider a vesting schedule of 33%, 33%, 22%, 12%? I’d be happy to sign the offer if we can have that arranged.

Recruiter: Yes, we can offer that vesting schedule.

At this late point in negotiation, it’s ok to give a compensation number since the company has already been sharing more competitive offers and it’s to help nudge them a little more. There are other areas to negotiate on such as vesting schedule, PTO, 401k, remote and in person roles. This is the opportunity to be creative since the conversation has shifted from discussing overall compensation.

Following these tips, I was offered a first year compensation of $295,000 (+ Performance bonus) at Google. I’ll be joining in July.

Thanks for reading and like the article if this was helpful to you at all.

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