If an employer states they cannot move on the base salary due to internal pay bands, what flexible lever should the candidate pivot to for bridging the compensation gap?

Answer

Proposing a one-time sign-on bonus

When negotiation hits a wall regarding the base salary, often due to strict internal pay bands or budgetary constraints within the company's structure, the negotiation should pivot to secondary compensation levers. This demonstrates flexibility and a willingness to secure total value without violating established salary rules. A highly effective secondary lever suggested is requesting a one-time sign-on bonus to bridge the remaining monetary gap between the employer's final base offer and the candidate's desired total compensation. For example, if the candidate aimed for a $115,000 base but the maximum is $108,000, they could ask for a $7,000 sign-on bonus to cover the difference. This allows the company to meet the total value request without altering the committed base salary commitment.

If an employer states they cannot move on the base salary due to internal pay bands, what flexible lever should the candidate pivot to for bridging the compensation gap?

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