What To Include In A Job Offer Counter Proposal

Job offers aren’t just about the salary. They’re about what you’re walking towards and what you’re walking away from. A client of mine recently faced a situation that comes up more often than people admit. They were offered an exciting new role with real growth potential, but the overall package didn’t quite match what they already had. On the surface, the salary looked attractive, but once she factored in medical cover, income protection, life assurance, and long-term rewards the gap became clear. My client handled it brilliantly. She expressed genuine enthusiasm for the role and the chance to help build something new, but also explained that the total package needed to reflect both the benefits they would be giving up and the personal risk that comes with joining a venture still finding its feet. That’s not being difficult. It’s being strategic. Here are a few lessons that came out of that conversation: 1. Lead with value. Start by showing how you’ll help the organisation grow, not just what you expect in return. 2. Use your current package as your benchmark. Benefits are part of your worth. Understand what you’d be giving up, not just in money but in stability and security. 3. Recognise the risk. If the role is part of a new or developing venture, it’s fair for the offer to reflect that level of uncertainty. 4. Look at the full picture. A job offer isn’t just a number. Think about health cover, bonus structure, flexibility, and future growth. 5. Keep it collaborative. Negotiation isn’t a fight. It’s a professional conversation to find what works for both sides. When an employer comes back with a counteroffer, take your time. Weigh up your bottom line, your ideal package, and where a fair middle ground might sit. Your decision shouldn’t be rushed; it should be grounded in value, confidence, and long-term vision. Because real career progress isn’t only about earning more. It’s about protecting what you’ve built while stepping into something that helps you grow.

Here's a 5-step counteroffer structure that got my client an extra $50,000 in salary (with an example template): 1. Confirm your interest and gratitude for the role. 2. Reframe their pain points as goals to achieve. 3. Reiterate your experience fixing pain points. 4. Make the ask (salary, bonus, vacation, etc). 5. Close them (most people fail to do this). EXAMPLE: "Hi Jane, Thank you for sending this offer to join [company] – I'm grateful to be considered for the role and remain excited to join the team. Throughout the interview process, I was impressed with what I learned about the role and the exciting opportunities to help grow the recruitment team, double hiring numbers, and bring recruitment in-house. This aligns closely with my experience at Babylon, where I led a team of 5 and helped hire over 500 clinical and non-clinical staff in less than 2 years while maintaining a $0 agency spend. Having reviewed the offer, I would appreciate the opportunity to discuss the salary, bonus, and vacation. Would [Company] be able to offer $220,000 with an increased bonus of 18%? Additionally, I currently enjoy 5 weeks of vacation, and I would prefer to maintain this amount. This overall compensation reflects market research and insights gained from discussions with similar-sized companies for comparable positions. If [company] could consider this, I would feel more comfortable formally withdrawing from other interview processes and prepare to provide notice at my current company. I understand this may require some time to review, so please let me know if you'd like to discuss this further. Sincerely, Your Name" Pro tip: Never say: "Would 'you' be able to offer $X?" Instead, say: "Would [Company] be able to offer $X?" This DEPERSONALIZES the negotiation by positioning the company as a 3rd party in the conversation. Follow for résumé + salary negotiation tips 🤝 Repost if this will help your network 🙌 P.S. do you have any negotiation tips that might help others?

I didn’t know that I could negotiate more than my salary. Don’t limit negotiations to salary alone. Other components of a job offer that can provide additional value: Bonuses A structured bonus can significantly boost your earnings, rewarding you for achieving specific performance targets. Equity Equity can offer substantial financial rewards in the long-term, though it carries a higher risk compared to fixed income. Paid Time Off More paid time off can improve your quality of life and provide you with well-deserved breaks. Job Title An enhanced job title can increase your professional standing and open up future career opportunities. Professional Development Seek opportunities for the company to fund your professional development through courses or certifications, enhancing your skills and career prospects. Flexible Working Conditions Negotiating the flexibility to work remotely or adjust your working hours can lead to a better balance between work and personal life. Consider these negotiation options to maximize your total compensation and job satisfaction. What have you negotiated or wish you had negotiated before accepting a new role?

At Amazon, I hired many high-achieving women for $180-$200K+ roles. Most of them under-priced themselves by $30-$50K, even though they knew they DESERVED MORE. Here’s how it usually plays out. Most women who apply for senior roles are qualified enough, but when they get an offer, they hesitate to negotiate. They accept the first number, settle quietly, and move on. Because they've been told that if you don't accept the offer, it's gone. And this self-doubt costs them $30-$50K + a lot of other benefits. Here’s how women inside The Fearless Hire negotiate and land the offers they deserve, and you can do it too. 1. Come armed with a total package benchmark Don't just focus on base pay alone. Ask questions like: - What’s the RSU vesting schedule?  - What bonus range should I expect?  - Are sign-on incentives or early-review triggers available?” Hiring managers want confidence. Knowing the components of your total compensation signals that you understand leadership-level packages. 2. Tie your ask to real business value Don't say, “I deserve more.” Say, “I led a $60M GTM initiative that delivered 25% incremental growth.” Then ask for compensation reflecting that impact. Framing the ask in terms of business outcomes flips the perception from entitled to essential. 3. Offer structured counteroffers. Instead of a single number, present two smart options: Option A: Higher base, moderate equity. Option B: Slightly lower base, stronger long-term upside through equity. Offering choices makes it easy for the recruiter to say yes, it shows you’re strategic, not demanding. The result - One Director-level client assumed a $210K base was her ceiling.  - After benchmarking, we positioned for $235K + equity + bonus. Instead of downplaying her ask, she presented it confidently and ended up at $245K base + 40K RSUs + 20% bonus - a $55K total increase. If you’re preparing for a leadership offer at the $200K+ level: - Know the full package (base, equity, bonus, perks)  -Frame your ask based on your business impact - Present two structured options to show flexibility and strategic thinking Your confidence in negotiations directly affects your outcome.  Don’t let self-doubt decide your compensation. Share this with someone who's negotiating an offer. P.S. DM me "Career" or use the link in comments to join me in my upcoming masterclass "Recession Proof Your Career". Learn the strategies that 5000+ women have mastered and crack your dream $200k+ offer.

After 5 months of searching. 172 applications. 14 first-round interviews. 6 final-round interviews. And countless rejections. My client Melissa finally received the offer she'd been dreaming of: Senior Marketing Director at a fast-growing tech company. $145K base salary (a $30K increase). Comprehensive benefits. Hybrid work arrangement (3 days in office). Clear path to VP level. On paper? Perfect. But when we reviewed the offer together, she hesitated. "The money's great, but..." Her current role was fully remote. The new position required those 3 days in-office, with "occasional travel" mentioned casually during interviews. As a single mom with two kids in elementary school, those 3 office days meant: • Waking up 90 minutes earlier • After-school care costs • Rushed mornings and evenings • Limited flexibility for school events • Constant logistics juggling The "occasional travel" was equally concerning. So we did something radical. Rather than accepting or declining, we crafted a counter: Same salary. Same title. But fully remote with quarterly in-person meetings. The hiring manager initially balked. "This role requires in-office collaboration." We asked for data to support that claim. They couldn't provide any. After a week of back-and-forth, they agreed to: • 1 day in office per week • Travel limited to 1 trip per month • Flexible hours to accommodate school drop-off/pickup • Written agreement these terms wouldn't change Melissa accepted. Three months in, her boss admitted the arrangement is working better than expected. Her productivity is higher than her in-office peers. The lesson? The job description is the STARTING point of negotiation, not the final word. What you need as a human being matters more than what's on the job listing. Work-life balance isn't just a buzzword. It's a legitimate business requirement that impacts your performance and wellbeing. Your non-salary needs are just as negotiable as your compensation. And sometimes, the thing you need most isn't more money—it's a work arrangement that respects your whole life. What's something important you've negotiated beyond salary? Share below! #JobNegotiation #WorkLifeBalance #CareerStrategy #RemoteWork #JobSearch #ResumeWriting P.S. Every client I've worked with who negotiated flexible work arrangements reported higher job satisfaction after 6 months than those who only negotiated salary. Sometimes the most valuable compensation isn't deposited in your bank account.