Why You're Being Slaughtered During Salary Negotiation

Most salary negotiations are lost long before the offer is made. Inadvertent mistakes during the interview process - and even before you step into the room - can quietly erode your leverage, leaving you vulnerable when it’s time to discuss compensation.

The key to successful negotiation isn’t just about what you say or don’t say at the table, but about how you position yourself from the outset.

The biggest mistakes are often subtle, stemming from what you reveal about yourself, intentionally or unintentionally. Whether it’s how you position yourself online, the questions you ask in interviews or the way you handle conversations about your motivations, every interaction shapes how the company perceives your value and how much they're willing to pay.

By the time you get to discussing offer numbers, much of your leverage - or lack of it - has often already been determined.

Mastering negotiation requires a strategic mindset from day one. Avoid the common pitfalls.

Public Displays of Availability

At the executive level, companies want to feel like they’re hiring someone in demand. In recent years, it’s become more and more common to see LinkedIn posts lamenting the difficulty of finding new opportunities or moaning about the job market. While these posts can garner sympathy and engagement, they also broadcast a problematic signal to potential employers: that you’re struggling to find traction.

Headhunters and decision-makers regularly scout LinkedIn for talent, and their perception of your availability influences how they approach you.

Rightly or wrongly, a candidate who publicly bemoans their lack of opportunities appears less in demand and by extension, less valuable, than one who stays focused on industry insights, achievements, and thought leadership.

You want to stay on the radar of headhunters and hiring managers without appearing overly available. Engage strategically: attend industry events, speak on panels or publish articles. These activities keep your name top of mind while projecting confidence and competence.

Revealing Too Much to Headhunters

When working with a recruiter or headhunter, you'll be asked about your salary expectations. Tread carefully: whatever figure you provide will almost certainly get back to the employer and risk anchoring the negotiation at that number. Even if the headhunter assures you otherwise, they work for the employer, and their job is to manage expectations on both sides. Never give up such an important card.

Instead of giving a specific figure, redirect the conversation:

• “I’d like to learn more about the scope of the role and its responsibilities before discussing compensation.”
• "What's the salary range they have budgeted for this?"

By avoiding specifics, you keep the salary discussion open and leave room to negotiate later based on the role’s full context.

Equally, never disclose your existing salary, nor the figures from any other offers you have in hand. Again, this will get back to the hiring leader and anchor any subsequent negotiations to those numbers.

Failing to Diagnose Pain Points

The interview is your chance to identify the company’s challenges and position yourself as the solution. Companies hire executives to solve problems. If you don’t uncover these pain points, you’ll miss the opportunity to align your value directly with their needs.

By understanding their problems, you can frame your experience as the perfect antidote. This not only boosts your standing during interviews but also gives you a strong foundation for pushing for a higher offer later.

Oversharing Motivations

Astute interviewers often gauge candidates’ needs as much as their enthusiasm for a role. "Why are you interested in this position?" can be a loaded question. Candidates who share frustrations with their current employer, the job market or even a desire for stability, may unintentionally weaken their negotiating hand.

Instead, frame your motivations as strategic:

• “I’m particularly excited about this role because it aligns firmly with my expertise in building high-performing teams during tough transitions.”

Keep the focus on the company’s needs, not your own.

Subtle Missteps During the Process

Beyond the interview itself, how you manage the process as a whole can either build or erode your leverage.

Neglecting to Manage Availability

If you’re too eager to meet or respond, you may appear overly dependent on this opportunity. Manage your time strategically: suggest specific windows for interviews rather than giving the impression that your calendar is wide open.

Failing to Build Scarcity

Employers pay more for candidates they perceive as in demand. Subtly referencing other ongoing conversations can elevate your perceived value. A line like, “I’ve had a few approaches from other companies and we're in discussion, but this role stands out because of its alignment with my expertise,” signals interest without making you seem too available.

When the Offer Arrives

By the time the offer is made, much of the groundwork for negotiation has already been laid, but there are still pitfalls.

Talking First

The first number mentioned often dictates the range of the discussion. When asked about salary expectations, resist the urge to respond. Instead, say something like, “I’m confident the company will make a competitive offer based on the role’s responsibilities and my contributions.”

Silence shifts the burden to the employer to set the range. If they push harder, stand your ground.

Reacting Too Quickly

When the employer presents an offer, the temptation to respond immediately, whether with gratitude, relief or disappointment is understandable. But your first reaction sets the tone for the rest of the conversation, and saying the wrong thing can lock you into an unfavorable position.

There is no situation where I'd ever advise accepting an offer on the spot. You should always take time to go through it. Even if the offer meets your expectations, pause. Thank the employer, express your excitement about the role and ask for time to review the details. This creates space for you to sleep on it, assess the package objectively and consider how to maximize its value. Don't leave money on the table.

Aggressive Pushback

Conversely, reacting with dissatisfaction or immediately countering aggressively can come across as combative, potentially souring the relationship before negotiations truly begin. Remember, both parties need to come away from the deal satisfied or problems can compound.

Revealing Too Much Personal Information

At the offer stage, employers may subtly probe for information about your financial needs or competing opportunities. Sharing too much can weaken your position.

If asked about your current or past salary, tread carefully. Sharing this information can anchor the negotiation to a lower figure, especially if you’re moving into a higher-level role or changing industries.

Not Knowing the Data

One of the most critical mistakes at the offer stage is negotiating without a solid understanding of the market. Without benchmarks, you risk either undervaluing yourself or asking for unrealistic adjustments, both of which can damage your credibility.

Do your homework. Before the offer, use reliable sources to research compensation for similar roles:

• Executive compensation reports.
• Industry-specific salary surveys.
• Public filings for comparable roles at publicly traded companies.
• Your network. That includes headhunters in your space.

Focus not just on the base salary but the total package, including bonuses, equity, benefits, and perks. Armed with this information, you can confidently evaluate the offer and justify your counterproposal.

Note: do not rely on data from generic platforms such as Glassdoor. Their salary data can be wildly off, particularly for leadership roles.

Negotiating in a One-Dimensional Way

Focusing solely on base salary is a common mistake that leaves significant value on the table. Compensation at the executive level is multifaceted, and savvy negotiators look at the entire package.

If the employer pushes back on salary adjustments, explore other areas:

• Equity or stock options. Request a larger equity grant or an accelerated vesting schedule.
• Performance bonuses. Tie bonuses to specific, measurable outcomes you’re confident you can exceed.
• Non-monetary benefits. Negotiate for additional PTO, relocation support, or professional development funds.

By expanding the negotiation beyond base salary, you increase your chances of reaching a mutually satisfying agreement.

Not Prioritizing Your Goals

Not every aspect of the package will carry equal weight for you. Before entering negotiations, determine your priorities, whether it’s equity, flexibility or cash, and focus your requests accordingly.

Misjudging the Employer’s Flexibility

Employers rarely lead with their best offer, but they also have limits. Misjudging their flexibility, either by pushing too hard or assuming the first number is final, can derail the negotiation.

Subtle cues can reveal how much room there is to negotiate. If the employer emphasizes budget constraints or approval processes, their flexibility may be limited. Explore other options for going outside of their bandings.

Forgetting the Emotional Dynamics

Salary negotiation isn’t purely logical. It’s a conversation influenced by emotions, perceptions and relationships. Overlooking these dynamics can cost you.

Focus on rapport, not resistance. Employers want to feel like they’ve made a good investment, not been strong-armed into overpaying. Expressing enthusiasm for the role and emphasizing your commitment to the company’s success can soften requests for adjustments

The Long Game

Ultimately, salary negotiation is just as much about the tactics you use when the offer arrives as it is about the narrative you craft over weeks or months leading up to that. From how you present yourself online to the questions you ask in the interview, every interaction builds or diminishes your leverage.

The best negotiations feel almost inevitable. By the time the company makes an offer, they should already see you as the solution to their problems - a leader they can’t afford to lose. Avoid the missteps, build your value early, and the numbers will follow.