Total compensation is more than base salary, and effective negotiators look at the whole picture: base, bonus, equity, benefits, perks, and flexibility. Knowing what each part is worth, and what matters most to you, lets you trade on items you care less about to get the things you value most. For base salary, frame the ask with evidence: "Given my experience with [specific achievements], I was hoping we could explore increasing the base to [target] to better reflect the value I'll bring." Quantifying your impact, with numbers like revenue added, costs saved, time reduced, or quality improved, makes your value concrete and far more persuasive than general claims.
When base salary cannot move much, other levers are often available. For a signing bonus, you might say, "If moving the base substantially isn't possible, would you be open to a signing bonus to help bridge the gap?" For equity, ask whether there is room to increase the grant or adjust the vesting schedule. Understand vesting clearly: in a typical four-year schedule with a one-year cliff, you earn nothing for the first twelve months, then 25% vests at the one-year mark and the remainder monthly or quarterly over the following three years. Ask about refresher equity grants, which help maintain your ownership over time as your responsibilities grow, and about the total shares outstanding so you can translate your grant into a percentage ownership and judge its real value. For early-stage or financially constrained companies, ask for enough cash to meet your needs and meaningful equity, and clarify dilution, vesting, and possible liquidity paths.
Non-salary items can be just as valuable. These include additional vacation days, flexible hours, remote work, a professional development budget, conferences, courses, certifications, structured mentorship, equipment or home-office stipends, relocation support, and even a better title, which affects perceived seniority and future opportunities. To negotiate benefits, ask directly: "If we're constrained on salary, could we discuss additional vacation days, flexible hours, or a professional development budget?" For sales roles, dig into OTE (On-Target Earnings): the base versus variable split, quota difficulty, attainment history, and whether territories or quotas are likely to change. Ask about clawbacks, guaranteed draws, and how bonus metrics are set, especially whether you have input. When benefits like healthcare or retirement are weak, ask for targeted improvements or stipends. Finally, once you reach agreement, summarize everything in writing: "To confirm, we've agreed on [base], [bonus], [equity], [benefits/remote/vacation], with a start date of [date]." Make sure the official offer letter matches, and keep all written records in case of later misunderstandings.