Salary Negotiation One-Sheet
John Doe · Sales Director offer
Decision framework + talk tracks + emails + total compensationCompanies usually weigh an approved pay band, internal equity, role scope, location, market benchmarks, scarcity of the candidate’s experience, current team compensation, bonus design, budget timing, and the hiring leader’s ability to obtain an exception. A recruiter may support the request but still need finance, HR, or executive approval.
Evaluate the complete package before countering.
- Base salary and payroll schedule.
- Target bonus or commission, quota, accelerators, caps, and guarantee period.
- Equity type, vesting, strike price, and liquidity assumptions.
- Sign-on bonus, relocation, remote or hybrid expectations, travel, and equipment.
- Health benefits, retirement match, paid time off, severance, and review timing.
- Title, reporting line, team scope, territory, and decision authority.
Use two or three relevant facts rather than personal expenses: the scope of the role, verified market range, John’s experience leading 14 sellers, 118% attainment, 22% forecast improvement, and any responsibility that exceeds the original description. Do not claim another offer unless it exists.
I’m excited about the role and confident I can contribute to the team-development and forecast priorities we discussed. Based on the scope, the market, and my experience leading a 14-person organization, could we explore a base closer to $___? I’m open to discussing the complete package and finding a structure that works for both sides.
Thank you again for the offer. I’m enthusiastic about the Sales Director opportunity and the priorities we discussed. Before I sign, I would appreciate a short conversation about base compensation. Based on the role’s scope and my experience leading multi-territory teams, I would like to explore a base of $___. I’m also open to considering the full package, including bonus structure, sign-on support, and review timing. I remain very interested and hope we can find an arrangement that reflects the value and expectations of the role.
Ask which components have flexibility. Prioritize a sign-on bonus, guaranteed variable compensation, earlier salary review, additional equity, title alignment, remote flexibility, paid time off, or severance protection. Confirm every agreed change in the written offer before accepting.
Set three numbers privately: ideal, acceptable, and walk-away. Compare the offer with realistic alternatives, role quality, risk, commute, growth, and family needs. Avoid negotiating simply to ‘win’; negotiate for a package John can accept confidently.