Negotiation Readiness Quiz

Most articles about salary negotiation answer the wrong question. They tell you what number to ask for. But the number is not the hard part. The hard part is whether you can credibly hold the number when the recruiter pushes back.

Real case. A finance manager got an offer at $175,000. We coached her to counter at $195,000. She did. The recruiter came back: "We can't go above $180. The manager wants to move forward, but that's our ceiling." Most candidates fold here. She had practiced. She said: "I understand the ceiling — what's the room on sign-on or equity?" Recruiter came back two hours later with $180 base + $25,000 sign-on + $15,000 equity refresh. Real delta vs the original: $45,000 in year 1. The delta came from being prepared to absorb the first "no" and respond — not from the initial counter number.

The preparation is the skill. The number is just the lagging indicator.

1. No BATNA. Candidates who need the job negotiate from weakness. The recruiter can tell. Before any high-stakes negotiation, have a real alternative — a competing offer, a late-stage interview, or a credible ability to stay put. If your internal narrative is "I'll take whatever they give me," the recruiter will give you whatever they can get away with.

2. No practice. Candidates who have not said the counter out loud stumble on the exact wording in the moment. They hedge ("I was kind of hoping maybe we could…"), apologize ("Sorry to push, but…"), or name a range when they meant a specific number. Practice eliminates this.

3. No plan for the pushback. The recruiter will not say yes to the opening counter. They will push back. The candidate who has already planned the response to "we can't go higher on base" closes 2-3x more often than the candidate who improvises.

You are ready to counter when all nine are true:

• You have 3+ verified data points on the market rate.
• You have a written BATNA (competing offer or credible alternative).
• You have written down your specific counter numbers: base, sign-on, equity, start date.
• You know the company's published salary band, if any.
• You have practiced the counter conversation out loud at least 3 times.
• You can articulate the dollar value of a 1% base bump over 5 years.
• You have the offer in writing, not just verbal.
• You can recite the opening 2-3 sentences from memory.
• You have a plan for what to do if they say no.

If any of these are missing, fix them before you send the counter.

Recruiter: "We're excited to move forward. The offer is $160,000 base, 15% target bonus, and $200,000 in RSUs over 4 years, plus a $20,000 sign-on."

Unprepared candidate: "Um, thanks. That sounds good. I might want a bit more base?"

Prepared candidate: "Thanks — appreciate you walking me through it. I'd like a day or two to review with my family, and I'll come back in writing. A few initial thoughts: on base, I'm targeting $180k — that aligns with the 75th percentile for this level at [peer companies] per Levels.fyi. I'd also love to discuss sign-on and start date. What flexibility is there across those dimensions?"

Notice what the prepared candidate did: anchored a specific number, cited data, bundled the ask, signaled a written follow-up. Nothing emotional. Nothing apologetic. The recruiter now has a specific number to take upstairs.

First time: after you get a verbal offer, before you send any numbers back. The purpose is to catch preparation gaps while there's still time to fix them.

Second time: after you close the gaps on the first quiz. Aim for 55+. If you're still below, spend another day on preparation before you counter.

This quiz is also useful mid-career for internal raise conversations. The same prep elements apply: data, BATNA, written numbers, practice, plan for pushback. Pair with the Raise Request Planner for internal negotiations.

Nervousness is normal and not disqualifying. Three tactics that help: (1) negotiate in writing where you can control tone and re-read before sending, (2) draft the email the night before and have someone else review it, (3) remember that the recruiter's job is to close the deal — they want you to say yes, which means they are at least as motivated to find a path as you are.

The awkwardness of naming a higher number fades quickly once you've done it. The regret of not naming it lasts the length of your career.

This is not legal, financial, or employment advice. Negotiation outcomes vary by individual situation, employer, market conditions, and jurisdiction. This quiz is a preparation gauge, not a prediction. For high-stakes negotiations (equity at pre-IPO companies, executive severance, non-compete review), consult an employment attorney.