Compensation negotiation
Negotiate the structure, not just the number.
Finance compensation can mix cash, formulas, discretion, deferral, ownership, and restrictions. Normalize the package before you negotiate it.
The outcome
A written compensation map, prioritized requests, and a clear walk-away decision.
Separate every component
List base, sign-on, guaranteed bonus, formulaic incentive, discretionary pay, commission or payout, deferred awards, equity or carry, benefits, and transition support. Note the payment date and conditions for each.
Understand the downside
Ask what happens when markets, revenue, assets, team composition, or firm priorities change. Review hurdles, caps, clawbacks, vesting, forfeiture, repayment provisions, and treatment if employment ends.
Anchor in mandate and value
Explain what the role requires and which evidence shows you can deliver it. Prioritize a few changes that materially improve the risk-adjusted package rather than negotiating every term equally.
Close on the written terms
Summarize agreed points, review the formal offer and plan documents, and flag language that conflicts with the conversation. Use qualified legal, tax, or financial advice when the stakes or complexity warrant it.
Put the guide beside the opportunity
