By Jeff Altman, Big Game Hunter
You know how to negotiate salary, title, and signing bonus. what else?
Today, I thought I’d do a segment on C-level negotiations and some of the key points you’ll want to discuss during the negotiation process. The obvious things involve salary, title, signing bonus, when bonus is paid. . . That’s the way it is. What’s the guarantee? . . You know all that sort of stuff. But I want to cover some other little things you have to work on.
- Tuition reimbursement. If you have children of the appropriate age, you want to see if they can reimburse tuition, not just for you, but for your children as well.
- Relocation, what content do they want to cover through relocation. Can it be improved?
- If you travel for a company, you might just ask if they will provide you with a company car, or reimburse you for the use of the car on a monthly basis.
- Also, you want to know if, for some reason, they want to go in a different direction after you’re hired and if they’ll provide you with a termination number. If they decide to go in a different direction because they change plans and want someone with a different background, what is your exit. 44
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When push comes to shove, there are many small details you need to cover to protect your interests because, as you know when working your way up to this level, organizations can pivot in an instant and go down a completely different path. You always want to be in a position where you’re treated appropriately considering what you’ve had to achieve to get to this level.
On the back end, as you know, if they let you go, it takes time to find something else. What services will they offer you in the form of outplacement to ensure payment when you leave. A guy I’m coaching now got a year’s compensation when he decided to let go after 15 years with the organization. The new chief operating officer wants to take a different direction after taking office, and different candidates are needed. One year. Many companies won’t do this. Some companies will do more. Some companies will do less. Surprises are rarely a good thing. It’s like negotiating a prenuptial agreement. You want to have a prenuptial agreement in place so you can have a plan in place just in case. While everyone wants to approach the discussion with an open mind and an expectation of success, turnover rates are what they are (in jobs and marriages) and you know if you’re going to be around for the next 20 years of your life.
Yes, you want to be the one who decides to leave and they may try to make you a condition of how much notice you have to give if you choose to leave.
But especially if you’re working with a headhunter, you want to be clear with them on what is non-negotiable and what is non-negotiable so that they can represent your interests and you know that you can always change your mind at some point and do something non-negotiable.
Do what recruiters do
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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Recruiters know something you don’t: They’re not watching all those screening videos
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