Hi Reader,

This week, we’re diving back into the salary negotiation world with a real case study we shared in a recent episode of our podcast (Youtube | Spotify | Apple Podcasts). This case study doesn’t have a happy ending though, but reveals a ton of insight into what not to do, and when to get help.

Let’s talk about Dylan (not his real name to protect his privacy).

Dylan reached out to us while he was mid-interview with a fast-growing startup. He booked a free consultation, got some tips, and said he’d think about working with us.

A couple weeks later, he followed up with a recap of how things had progressed, and it hurt our hearts a little to read how things went.

Here’s what went wrong.

Mistake #1: He Shared a Salary Range Too Early

Dylan proactively shared how much he hoped to get paid with the company in the middle of his interview process, long before receiving a written offer. That’s a classic misstep we almost always advise against.

Even more telling: he mentioned that a colleague had recently negotiated with the same company and that colleague told the company, “I can’t accept the job for less than $XX”, and the company instantly agreed to that number. His relative was filled with regret and realized he probably could’ve asked for more.

What We’d Have Advised Instead:

Defer the comp convo. Whether your number is higher or lower than they were expecting, by sharing it proactively, you’ve now anchored the conversation around a figure they didn’t even ask for.

And if they do ask for your number or range, we coach clients on exactly how to navigate this question without making it awkward or losing leverage.

Mistake # 2: He Leaned Heavily on Market Data

Dylan told the company, “Based on market research, base salary of similar roles in this region typically fall in the mid-$200Ks.” While that might sound like a logical approach, bringing market data into a negotiation is rarely effective, no matter how accurate your research may be.

Why is market research not effective in salary negotiations?

Because companies are almost always prepared with responses that invalidate your research.

In this case, the employer responded by saying they were a lean, early-stage startup and that while they might be able to reach a total comp package near $200K, the base salary they could realistically offer was closer to $140K.

They emphasized that even their leadership team wasn’t earning in the $250K range. Instead of increasing base pay, they suggested tying additional compensation to performance-based bonuses and KPIs, framing it all as a more sustainable path for the company’s growth given their current focus on cost-cutting and prioritizing marketing.

That’s a long way of saying:

• “We’re a startup, so we pay less than market.”
• “Your expectations don’t align with what even our leadership makes.”
• “Let’s hinge your compensation on performance-based KPIs instead of a guaranteed salary.”

The result? Not only did Dylan’s research get brushed aside, but the conversation also shifted to a more precarious comp structure - one based on performance bonuses and KPIs, rather than a strong base.

What We’d Have Advised Instead:

Skip the market data. It’s rarely persuasive and can derail the tone of the conversation.

The best way to increase your leverage isn’t through data from Levels.FYI / Blind or salary reports; it’s through real alternatives.

Having other offers or opportunities in play (and signaling them tactfully) applies far more effective pressure and keeps the conversation grounded in reality, not hypotheticals.
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Mistake # 3: He Started Negotiating Before There Was an Offer

This is the big one. When Dylan started discussing compensation, he hadn’t even received a verbal offer. Ultimately, the company didn’t extend one.

We can’t know for sure if negotiating early doomed his candidacy, but when a company sees a huge delta that early in the conversation between what you expect and what they can offer, they may simply walk away.

Dylan never became a client. But this story is a perfect example of why it’s so important to bring us in early, ideally before your first recruiter call.

That way, we can help you:

• Prep for your very first recruiter call so you don’t accidentally give up leverage early (like your salary expectations or details of other offers)
• Use tactful language to deflect pressure when asked for sensitive info
• Avoid oversharing personal details that can quietly work against you throughout the process
• Navigate the verbal offer call, which is often the trickiest and most pivotal moment in the negotiation
• Prompt the company to put the offer in writing so that you’re not negotiating based on verbal comments you can’t point back to or hold them to
• Co-write your emails with you at every step, using language and tactics that are working in today’s market. We frequently update and evolve this language based on what we’re seeing across our client base.

Negotiations don’t start after you receive the written offer. They start the moment you hit “Apply” on that job application.

If you’re currently in the job search or about to start, book a free call with us. We’d rather help you now than do a post-mortem later.

Until next week,

Gerta & Alex
​Co-founders, YourNegotiations.com
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P.S. If you refer a friend who becomes a client, we’ll send you $500 as a thank-you. Just reply to this email and cc them.