TL;DR: CompStacking is a structured approach to salary negotiation that starts before the interview and maximizes total compensation. Never give your salary expectations first—make them reveal the number. Research market data, strategically align interviews, and build advocate support. Stay neutral when receiving an offer, always counter with data and leverage, and negotiate beyond base salary to include equity, bonuses, and perks. Salary negotiation is a process, not a battle—play the long game and don’t settle for less. 🚀
I remember the first time I negotiated a tech salary—it didn’t go well. I walked into the conversation thinking that my skills alone would dictate my worth. Instead, I left money on the table simply because I didn’t understand the game. Fast forward to today, and I’ve learned a structured approach that has helped me significantly increase my compensation with every role. I call it CompStacking, a systematic strategy that ensures you don’t just negotiate a fair salary—you maximize it.
If you’ve ever wondered why some people consistently land high-paying offers while others settle for less, it’s not about luck or being a genius. It’s about understanding when, where, and how to negotiate. Let’s break down CompStacking into a step-by-step framework that anyone can use.
Step 1: Negotiation Begins Before the Interview
Many think negotiation starts when an offer is made, but that’s already too late. Salary negotiation begins the moment you start applying for jobs. To CompStack effectively:
Research Market Value: Use Levels.fyi, Blind, and recruiter insights to determine compensation bands for your target roles.
Apply in a Strategic Order: Start with companies you’re less excited about. These interviews serve as practice rounds before engaging with your top choices.
Create Leverage Early: If you already have a job, identify internal leverage points (upcoming promotions, bonuses, or stock vesting) to use in negotiations.
The goal at this stage is to gather as much leverage as possible before your first serious salary conversation.
Step 2: Controlling the First Salary Discussion
In nearly every first recruiter call, you’ll hear the dreaded question: “What are your salary expectations?” Here’s how to CompStack your response:
1. Never Give a Number First: This is where most people lose thousands. Deflect with:
“I’d like to focus on understanding the role first before discussing numbers.”
“I’m sure we can find a number that works once we both see a strong fit.”
2. Extract Intel from the Recruiter: Flip the script and ask:
“What is the budgeted salary range for this role?”
“How does your company structure compensation? Base-heavy or equity-heavy?”
“What level are you considering me for?”
The recruiter’s responses will give you critical information for your upcoming negotiation.
Step 3: Mastering the Interview to Increase Perceived Value
Compensation is often tied to how much a company perceives you’re worth. You need to maximize that perception.
Demonstrate High Impact: Highlight past achievements in a way that aligns with the company’s current pain points.
Frame Yourself as Low-Risk: Show how you’ll require minimal onboarding and ramp-up time.
Make Executives Your Advocates: Connect with the hiring manager and, if possible, their boss (skip-level manager) to build rapport. Decision-makers have power to approve compensation exceptions.
Step 4: Handling the Offer Call and Counteroffer
Once you receive an offer, it’s time to CompStack the total package.
1. Stay Neutral During the Offer Call
Thank them, but do not accept immediately.
Ask for the offer in writing.
Buy time by saying you need to review the details with a mentor or spouse.
2. Prepare Your Counteroffer Using the CompStacking Framework
Anchor High: Set a high but justifiable target number based on your research.
Justify with Data: Use market comparisons and highlight your interview performance.
Leverage Other Offers: If you have competing offers, use them to push your target company higher.
3. Negotiate the Full Package
Base salary
Equity (RSUs, stock options, or additional grants)
Performance bonuses
Sign-on bonus (often the easiest to negotiate last-minute)
Additional perks (remote work, vacation days, professional development budget)
Step 5: Closing the Deal Without Losing the Offer
Companies expect counteroffers, but negotiation is a balance between pushing for more and remaining winnable. If you counter too aggressively, they may walk away. To avoid that:
Frame it as a collaboration: “I’m excited about this opportunity. Here’s how we can make the offer work for both of us.”
Get Advocates Involved: If the recruiter is hesitant, ask your hiring manager to go to bat for you.
If they say ‘Final Offer,’ test it: Ask for something smaller (e.g., a one-time equity refresh or sign-on bonus). If they give it, they weren’t truly at their limit.
Once you reach the best possible offer, accept with professionalism and gratitude.
Conclusion
I’ve learned over time that salary negotiation isn’t a battle—it’s a structured process. My first attempt was filled with missteps, but by following CompStacking, I’ve turned every job transition into a significant financial upgrade.
The most important lesson? You must advocate for yourself, because no one else will do it for you. If you don’t ask, you don’t get. And if you don’t prepare, you don’t win.
If you’re about to start a job search, remember this: Every salary negotiation shapes the future trajectory of your earnings. Approach it with confidence, play the long game, and don’t settle for less than what you’re worth.
So—are you ready to start CompStacking?
#SalaryNegotiation #TechCareers #CompStacking #CareerGrowth #NegotiationTips #JobOffers
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