By Luke Burns, NCA Career Ambassador
My name is Luke Burns, and I’m a senior studying mechanical engineering. I have been a Career Ambassador for the last two quarters, and I had the privilege of interviewing Larry Jackson from NCA about assessing and negotiating an offer letter. Larry provides career advising for students in Weinberg and McCormick and is a great resource for career help.
Question 1: So, I just received an offer letter for a full-time position from a company I interviewed with, what should my first step be?
The first step should be to thank the recruiter for the offer and make sure you show excitement for the company considering you. Review the offer letter to see if it is consistent with the position you applied for including the job description, title, and compensation if it was listed on the job posting or was explicitly discussed.
Question 2: If the recruiter gave me a strict deadline for my response, but I am still waiting to hear back from other companies, how do I ask for more time without losing my offer?
Typically, you don’t want to ask for more time unless it is absolutely necessary. It’s important to consider what the top organization is that you want to work for from your applications. Ask yourself “what is it about this offer letter that is of concern that might prevent me from taking the offer?” You should also reach out to the company that has your top interest to see where they are in the decision-making process and if that decision can be expedited.
Question 3: What are the most common things to negotiate for within a job offer?
There isn’t anything that is most common, but you should ask yourself what is missing from the offer that is preventing you from taking it. For example, that might be the starting salary, advancement opportunities, and benefit offers and packages. All of these things can be examined to see if this is a position you want to take. There is also location and travel, but it is most important to see what is missing from the offer from your own perspective.
Question 4: If I want to negotiate for a more competitive salary, a better bonus, or other forms of compensation, how do I ask without sounding rude or ungrateful?
The first step is to make sure you are being respectful in your tone and do research and see what the salary range is for that position in the organization. The Bureau of Labor Statistics, Salary.com, and Glassdoor are all good resources to look at similar positions. Do research before providing the request. It’s better to have the conversation directly (either in person or via phone) than over email, as it shows professionalism and confidence and can give the person opportunity to reflect and prepare questions, more ground will be covered, and there is a more open discussion.
Question 5: What can I negotiate for from an internship offer?
Consider what your goals are for the internship and what you want to be exposed to and what the position is offering. There may be gaps in compensation, scope, location, relocation help, and signing bonus, so make sure to ask questions to see if there is flexibility from the employer. Reflect on what you are hoping to gain from the internship experience, as the internship is as much about your education as it is about aiding the organization you are working for.
Final Notes:
For any negotiation, it is important to remember to request and not demand. It is a discussion and a dialogue, so make sure to provide justification and rationale for your requests. The employer is inviting you to join their organization and a request allows for more consideration, rather than a demand which can shut down negotiation. Some employers are more flexible, and you will need to figure out what is most important to you from the employment opportunity.
Compensation and offer packages will vary greatly by field and organization. Be cognizant that every offer will not look the same and you shouldn’t compare yourself to others
Also, keep in mind that salary in particular is simply non-negotiable for certain roles. This is often true when employers hire a “class” of new employees and want to be equitable in their hiring. There could still be flexibility in signing bonuses, relocation expenses or other benefits even if base salary in non-negotiable.
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