What do you do if your salary negotiation in Product Marketing at a startup hits a roadblock?

I once turned down an opportunity three (3) times because the salary proposal didn't meet my expectations. On the fourth time, when it was presented to me again, I accepted. Why? An old friend who had worked in the same organization, within the same department, advised me on the career benefits, especially in terms of personal growth and development that this role was to offer to me. I took the job and years later, the experiences from the role, continue to shape and affect all my business investment decisions.

Following points should be kept in consideration if a roadblock situation arrive during a salary negotiations, -Reevaluate your position -Identify non-salary benefits -Understand their constraints -Highlight your value -Propose a performance based review -Get everything in writing And last but not least, -Be prepared to walk away

Research industry standards for product marketing roles in startups of similar size and industry. Highlight specific examples of how your work has added value to previous roles or projects. Consider the startup's stage (early, growth, mature) and financial health when negotiating. Negotiate for other benefits like equity, flexible hours, or professional development opportunities. Discuss opportunities for career advancement and growth within the company beyond salary.

Explore other perks like extra vacation days, remote work options, gym memberships, or professional development opportunities. Consider negotiating for a more senior job title or expanded responsibilities that align with your skills and career goals. Discuss equity options or increases in equity stakes, especially if you believe in the long-term potential of the startup. Explore options for deferred compensation, where a portion of your salary is paid at a later date, contingent on certain milestones or performance metrics being met. Seek advice from mentors, advisors, or industry contacts who have experience navigating salary negotiations in startups.

We should explore other options with all other perks. Time will be left best opportunity no need to deal with salary negotiation etc. It means our services are not valuable upon their wages etc.

Rock, paper, scissors when negotiating your salary. You win, you get the raise. They win? Just play again. If you can't agree to play again, try a thumb war instead.

Keeping conversations transparent helps long term clarity for personal development as well as startup vision. Maintaining mutual understanding of decisions and risks will help in problem solving and team work. These factors will be hugely affected if not communicated clearly. Hence clear dialogs are important for mutual progress

Cela pourrait impliquer de poser des questions sur les besoins et les priorités de l'entreprise, ainsi que d'écouter attentivement les préoccupations de l'employeur concernant le budget ou d'autres contraintes.

In this situation networks help an individual in understanding the market standards. Taking mentorship with the help of a network in terms of value and financial compensation will help give clarity in the industry. You may receive insights which were not known previously to you. Hence the more information you collate, the easier it becomes to validate.

In startup company there usually many bigger companies which support them so connect with the principal or vendor and share your experience them. In the long run it helps the bigger organic to recognize your contribution and highly recommend your promotion or salary raised. Doing extra gig to expand network related to your job are important because other people who recognize your contribution can influence the current company for pay rise.

Rester toujours actif dans le domaine en participant à des conférences, à des salons et rester connecter à des incubateurs peut être une ressource supplémentaire

Timing plays and important role no doubt. If the startup is fundraising or has secured investment, they are more open to adjusting salary. I would emphasize my value proposition and how my skills can drive measurable results, justifying the compensation. I would also consider non-monetary perks such as remote work options, professional development opportunities.

Timing play important role in salary negotiations. Either case can be in your favour When a Startup recently get fund raise and you killed in the interview. Or, if they are looking you as a replacement where your notice period is very less compared to other who qualified for the same interview. Identify timing, do a market research and pitch well. Best of luck!

Its ok to politely say "no". I have had instances in the past where starts ups wanted me to work for an ill defined "commission" and zero expenses. Their product (an ASIC) could literally take 2 to 3 years from initial conversation to production. I had a suspicion that the initial identification and support of the opportunity, when manufacturing started, would be forgotten about. Moral of the story...listen to the alarm bells ?? in your head, and watch out for red flags ??

First, I ask for other options - commissions, or MBO-based bonus, for example. If it's a hard number, I end the interview with some immediacy.

You are not a mind reader, o communicate and find out why. Once you are clear about what the why is, then you can go back and assess whether or not you can make the necessary price adjustments to be profitable or not. If the goal is unattainable then you must assess on how you can make it work for both ends. Find out the ideal solution is that meets the and the goal for sustainability.

Always think about our value, experience and future plan. If the company has a good plan which involves you then that is great avenue to ask for pay rise. Plan B will be if the company’s future plans does not align with your financial goals then either you take extra job elsewhere and reduce time in your current job

Maintain open lines to communicate to find out the most significant information about the salary. Take into account your experience, which is crucial to you. Use your network to learn more and more from them in this situation, and make an informed decision if necessary. Consider the time of growing the company to ensure that your salary will grow after a while. Put another unforeseen plan in place so that you can guarantee they can't keep you longer without promotion.

Joining a startup presents risks for all parties: the hirer can't be sure the new staff will deliver, and the employees can't be sure about their own performance when the company has limited resources to support the teams. Let the employer know that you understand they take a risk when hiring you, but that the risk works both ways. Make it clear that you deserve fair compensation once you have demonstrated your value. Hence, it's probably best to think ahead and add terms to the hiring contract that give you leverage to modify it depending on performance, time, or any other relevant factor. The more areas of flexibility in the agreement, the more latitude you'll have to prevent future roadblocks. If this doesn't work, consider another job.

When you're negotiating your salary at a startup and things get stuck, don't worry! You can try different things to make it work. Firstly, think about more than just the salary. You could ask for other stuff like company shares, bonuses, or extra time off. Be ready to find a middle ground and think about what the job could offer you in the long run. Get creative! Maybe you could get bonuses if the company does well, or a share of the profits. And if it still doesn't feel right, it's okay to say no and look for other options. It's important to feel valued and to think about what's best for your future.

This is such a niche question for a very rare scenario. If you want to open salary negotiations at a startup and you’ve hit a snag, I’d wait until a semi-crescent moon in April. Just after the harvest moon. And then I’d request a seance with all the leaders. Hold it in a barn at least 13 miles from the nearest civilisation. Create a playlist on Spotify that is full of powerful ballads and rock anthems. Perhaps ‘the timewarp’? Anyway, these conditions should give you the upper hand in asking for an extra ￡250 a month to manage the new trainee, Sheila, who is more trouble than she’s worth.

Consider other ways to balance out what you may need e.g. benefits, severance package, PTO, mental health days, menstrual/menopause days, stock options, sign on bonus, increased bonus structure, structured pay increases as the business makes money - literally ensuring that as they make more money, you make more money (at a substantial rate). If none of those are options, trust that it's for a reason and it's not your gig.