By Jeff Altman, Big Game Hunter
In a standard executive search, salary negotiations are often a “median” contest. Recruiters use benchmark data to tell you how much a position is worth, and most people strive for 5 to 10 percent more than that number. But for professionals or leaders who position themselves by: uniquenessthe market interest rate is only a lower limit, not an upper limit.
If you successfully convince a board of directors or hiring manager, you are not only the “best” candidate (I hate that word); only A person with the ability to solve his or her particular strategic crisis has effectively exited the commodity labor market. Here’s how to use this leverage to negotiate a premium that reflects your unique influence.
1. Reject the benchmark trap
When a recruiter says, “The market price for this position is X,” they are trying to turn you into a fungible unit of labor. Your response must immediately turn to the concrete value of your uniqueness.
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Refactoring: “I understand standard general market data [Job Title]. However, we have discussed a very non-standard set of challenges in our past few conversations, in particular [Pain Point A] and [Pain Point B]. My ability to solve these problems through my unique background [Your Onlyness] It’s not a marketable skill; it’s a strategic investment. “
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logic: You are changing the conversation from cost (The price they pay for a head) value (what they gain from the solution).
2. The focus of negotiation is “value created” rather than “time served”
Traditional candidates negotiate based on their previous salary or years of experience. Uniqueness-driven negotiations focus on delta– There is a clear difference between the current trajectory of the company and the trajectory they will take if you take over.
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Tactics: Use a “results-based bonus” or “performance equity” model.
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script: “Let’s not just focus on base salary, but look at the $20 million in operating efficiencies we identified in the interview. I’m looking for a compensation structure that has a significant impact on successfully achieving that outcome. If I were providing the ‘only’ solution to this problem, I would want compensation to reflect a percentage of the value captured.”
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result: This shows they have a lot of confidence in your unique approach and makes it difficult for them to say no because they will only pay the premium if you deliver results.
3. Take advantage of “vacancy costs”
When a company is looking for a unique leader, they are often in a state of emergency. Every day this role is unfilled costs them money, market share, or cultural stability.
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This move: Subtly remind them of the cost of starting over.
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frame: “I know the board wants stability [Project X] to the end of the season. Although we disagreed on the numbers, I was the only one who was able to step in on day one without a six-month learning curve. If we can close that gap today, we can stop the current bleeding immediately. “
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Insight: You emphasize that “discounted” candidates will actually cost you more time and training than your high salary.
4. Expansion of “non-monetary” uniqueness
Sometimes the budget for base salary is really limited. In this case, use your exclusivity to negotiate structural power and lifestyle assets that traditional new hires wouldn’t even think of asking for.
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Customized governance: If your only goal is speed, negotiate a direct reporting line to the CEO or board of directors to bypass mid-level bureaucracy.
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Intellectual Property/Side Business: Negotiate for the right to continue serving on specific board seats or outside projects to inspire your unique perspective.
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logic: If they want your uniqueness, they have to protect the environment that created it.
bottom line
Negotiation is the ultimate test of whether you truly believe in your uniqueness. If you give up and accept the “standard” offer, you are admitting that you are a standard “applicant” (another word I hate).
Firmly believe in the value of something only you can do. Premium is not an ego play. This is the market’s way of validating that a class of leaders is more valuable than a roomful of “qualified” applicants.
Ⓒ Big Game Hunters, Asheville, NC 2026
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About Big Game Hunter Jeff Altman
People hire “Big Game Hunter” Jeff Altman to provide no-nonsense job coaching and career advice around the world because he’s great at job hunting And get ahead in your career more easily.
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You need to fix your stupid recruiting practices.
He is the host of “No BS Job Search Advice Radio,” the #1 job search podcast on iTunes with over 2,900 episodes in over 13 years.
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