Negotiation Strategy Session
Stop Leaving Money
on the Table.
A two-hour, 1-on-1 strategy session to map your leverage, build your negotiation plan, and walk into any compensation conversation knowing exactly what to say — and why it works. The earlier in your job search you do this, the more room you’ll have.
Book Your Session — $497Includes the Salary Negotiation Blueprint · Whether you’re in search or have an offer
Fewer than 4 in 10 candidates negotiate.
9 in 10 who do — get more.
ZipRecruiter’s Q4 2025 survey of new hires found that only 30% negotiated their offer. But 90% of those who did received an additional benefit — and 69% got a higher base salary. Employ’s 2025 Job Seeker Nation Report found similar numbers: nearly 80% of those who negotiated walked away with higher pay.
The room is almost always there. Most candidates just never ask.
Maybe they didn’t know what to ask for. Maybe they were afraid the offer would disappear. A 2024 peer-reviewed study across more than 3,300 participants found that candidates systematically overestimate the risk that negotiating will cost them the offer. Asking professionally, with evidence, almost never backfires. Not asking almost always costs you something.
“Employers increasingly frame offers as ‘best and final,’ and fewer candidates are negotiating. That does not mean asking is pointless — or risk-free. The goal is to ask professionally, support the request with evidence, and make clear that you remain enthusiastic about the role.”
From the Salary Negotiation Blueprint — included with your session
What This Session Covers
Built for both situations —
whether you have a job or an offer.
This session is built around the Salary Negotiation Blueprint — a single, comprehensive playbook covering every negotiation scenario. We apply it to your situation directly.
Situation A
You have a job offer.
You have 48–72 hours to respond and you don’t know how hard to push, what’s actually on the table, or what happens if they say no. We build your plan before you reply.
Situation B
You’re employed and want more.
A raise, a promotion, a title change, a counter-offer you’re not sure how to use. We map your leverage with your current employer and build the conversation from there.
In your two hours, we cover:
What you have to work with — your competing offers, market rate, performance record, and what the company actually needs from you.
Base salary, RSUs, signing bonus, PTO, title, remote work, start date, performance review timing. We prioritize the ones that move the needle for you.
What to ask for, how to frame it, and why the first number in the room shapes everything that comes after.
Specific scripts for making your ask, handling “that’s the best we can do,” and closing the negotiation without burning the relationship.
What those phrases actually mean, when they’re true and when they’re not, and what to say when the recruiter uses them to stop the conversation.
If you have more than one offer in play, we cover how to use them as leverage without playing games or creating risk.
Why This Is Different
The recruiter has done this hundreds of times this year. Most candidates never do.
The data backs it: only 30% of new hires negotiated their last offer (ZipRecruiter, Q4 2025). 90% of those who did received an additional benefit. The room was almost always there. Most candidates just never walked in.
I started my career running a technical staffing office in Silicon Valley, placing Oracle DBAs, Java developers, and business analysts at companies including IBM and Hitachi Data Systems. I’ve been the person deciding how much room we actually had in an offer. I’ve also been the candidate, including at Oracle and Charles Schwab.
Most career coaches have only ever been on your side of the table. I know what the offer looks like from the other side — what’s actually firm, what isn’t, and what the recruiter is hoping you’ll push back on.
17% More Cash Pay and $67K More Income a Year
“I’ve accepted the offer! The negotiations took longer than expected, but everything worked out, including bumps to both RSUs and base salary, as we had discussed. Will be starting at the end of the month. Thank you again for all your help during the interview process and through the negotiations.”
Vivek S.
Solutions Architect
Is This Right for You?
This session is for you if…
You’re in active job search — but no offer yet. The smartest time to do this. You’ll stop anchoring yourself low in early screening and walk into the offer conversation with real room to move.
You received a job offer and the clock is ticking — you need a plan before you respond
You’re employed and want to negotiate a raise, promotion, or title change
You have multiple offers and want to play them strategically without burning bridges
You’ve accepted offers before without negotiating — and you’re done letting that happen
You feel uncomfortable asking for more — and want the language to do it without damaging the relationship
Not the right fit if…
✗ You’re early in your job search with no offer on the horizon yet — a Work Search Strategy Session is a better first step
✗ You’re unsure about your career direction — pin down your target first, then come back to negotiate
Investment
Ready to Get Paid What You’re Worth?
$497
Two-hour, 1-on-1 session · Includes the Salary Negotiation Blueprint · Zoom, recorded
Book Your Session — $497Common Questions
What happens in the session?
We spend two hours doing the work together. You share your situation before we start. In the session, I diagnose your leverage, we build your strategy, and you walk away with a concrete plan — including the language to execute it. The session is recorded so you can review it.
I already accepted the offer. Is it too late?
For that specific offer, most things are settled — but not always everything. Some components (signing bonus, title, remote schedule) can still have room. And we can make sure you’re fully prepared for the next negotiation, including your first performance review conversation.
I don’t have an offer yet. Is now the right time?
Now is actually the right time. By the time you have an offer, you’ve typically already been negotiating — without knowing it. Recruiters ask about salary expectations early in the process. Most candidates answer. That number becomes the ceiling. Once you’ve set it, you’ve capped yourself.
Coming to this session before you’re in the offer cycle means you learn how to handle those early questions strategically, set your anchor before any number is on the table, and walk into the offer conversation with room to move — not a ceiling you set yourself. The clients who get the best results are the ones who come early.
What makes this different from negotiation advice I can find online?
Generic advice doesn’t know your situation, your leverage, or your specific employer. This session is built for you — your numbers, your company, your conversation. And the coaching comes from someone who’s been on the hiring side: I know what the recruiter can actually move on and what they’re counting on you not knowing.
Does the $497 apply toward a larger coaching program?
Yes. If we work together in a session and you decide you want to go deeper with a full program, the session fee applies toward that investment. We’ll figure out together what makes sense for where you are.