When to Negotiate
Always. 73% of employers expect candidates to negotiate, and failing to do so leaves $5K-$20K on the table. The best time is after you receive a written offer but before you sign. Never negotiate during the interview process — wait until they've decided they want you.
Negotiating Base Salary
Base salary is the easiest lever to move. Research the market rate for your role, experience level, and location on Glassdoor, Levels.fyi, and Repvue. Present a specific number (not a range) and anchor 10-15% above what you'd accept. Say: 'Based on my research and experience, I'm targeting a base of $X. Is there flexibility to get there?'
Negotiating OTE and Commission
Most companies won't change the commission plan for one rep. But you CAN negotiate:
- Ramp guarantee — Ask for guaranteed commission during your first 3-6 months. 'I'd like a guaranteed draw of $X per month during my ramp period to offset the pipeline build time.'
- Quota — If quota seems aggressive, ask about the team's average attainment. If it's below 60%, that's a red flag.
- Accelerators — Ask about the rate above 100%. Some companies will increase the accelerator to attract strong candidates.
Negotiating Equity
At startups, equity can be worth more than salary over time. Ask: How many total shares outstanding? What's the current valuation? What's the vesting schedule? A standard package is 4-year vesting with a 1-year cliff. For a senior AE at a Series B startup, expect 0.01-0.05% equity.
Don't Forget Benefits
- Home office stipend ($1,000-$2,500)
- Professional development budget ($500-$2,000/year)
- Extra PTO days (ask for 3-5 additional)
- Signing bonus ($2,000-$10,000 — common when they can't move base)
- Flexible schedule or 4-day work week