conversation: User (stoli326): "Hey Everyone,\n\nI am currently in the second round of interviews with a relatively well-known technology company for a client development (sales) position and I would be indebted to you if you were able to give me some insight on my situation!\n\nI am fresh out of university with a moderate level of previous sales experience. During the preliminary round of interviewing, I rolled out a 30 day sales strategy specific to their company that I had been working on. It impressed the interviewer, and now he is trying to push me forward in the hiring process and acquire me.\n\nDuring this first interview, he asked if I would be open to a temporary-to-permanent position, renegotiable after about 6 months or so of achievement. He mentioned that the starting position would require only 30 or so hours a week, with a $16-20/hr pay rate, plus the possibility of commission (unsure of the commission scale at this time). I calculated the annual salary to come out to be just under 25k annually at $16/hr, and just over $30k annually at the $20/hr rate, at 30 hours per week. While I know this isn't very much money, I am well aware that I need to get my foot in the door to the sales industry to start accumulating quantifiable sales numbers and stats.\n\nI am currently setting up my second round of interviews with department heads. My questions to you all are: Should I be asking for more? At this time, should I be asking for any kind of equity in the company? (Publicly traded) Keep in mind I will also be paying for all of my health-related insurance expenses out of pocket until reaching full-time status. Is there anything else I should negotiate with them during the interview (if they want to move forward completely)?\n\nI have outside sales experience, where I was selling products at a rate of my own discretion, thus shaping my own salary. I have little experience dealing with a salary-based inside sales position, so I feel the need to be careful with delicate financial figures during the interview process. I know what I'm worth, I just want to make sure I don't alienate the company by demanding too much, or by not playing it safe and being taken advantage of.\n\nThank you so much in advance!\nStoli326"
  Self: "Go to glassdoor. Find the average range. Add 15%. From there, they'll likely try to lower it down. Just make sure they don't go below average. If they do, bring up that you did your research. They'll love that. Worked for me when I was negotiating my salary. They met me in the middle of my demand at a 7% salary increase."
  Furthertrees (Furthertrees): "To be honest, that's quite bad advice. As someone who hires senior managers and above I can tell you the sheer number of people who go for the top bracket, or over average, is ridiculous. If someone asks for over what I've offered, fine, but if they counter an offer I just move into the next guy in the pile. \n\n5 min on google or glassdoor is not research. It's playing poker blind. You don't know what the other candidates are in the pile, and I generally have very little between the top 4 I interview. If they argue with me about wage, and wave 'research' at me, they'll not hear back. For the wage bracket you're in, they will not have much room to negotiate, and even less interest in arguing a wage increase with HR/directors/finance etc.\n\nHonesty is best. Just ask for a fair offer, they know a low offer will be an insult, and you'll walk. And plan to leave sales before you hit 30. Seriously. \n"
  ChippedGraniteEyes (ChippedGraniteEyes): "What industry do you hire senior managers for in which you are able to disqualify them for using basic negotiating skills? That seems like a strong character trait you would want in a senior manager. Odd to say the least."
  