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Your working life · 9 steps
Negotiating a job offer plays out in a few minutes, but it's prepared beforehand: what the market pays for the role, your three figures, the right moment to say them, the whole package beyond base pay, then a contract that matches what was promised. Here is the order, with the page that handles each step.
Before talking figures, look at what employers offer for this occupation, this level of experience and this city: the bottom of the range, the median, the top. Your market value, worked out from your CV, tells you where you stand; the web salary search cites its sources.
A floor (below it, you say no), a target (what you ask for first) and a stretch figure. The salary expectations generator works out your targets from the ads for your occupation and writes the sentence to say. Thinking in net monthly pay? Convert before the interview.
The question often comes up on the very first call. Answer with a gross annual range, “base pay, excluding variable”, whose lower end already suits you, then stop talking. If you're asked your current salary, you can steer back to the value of the role.
When the company has picked you but hasn't written its offer yet: too early and you have no leverage; too late and the budget is locked. Argue with the market, your results and what you have that's rare, not with your rent. Nego plays the recruiter so you can practise.
Gross or net, number of months paid, bonuses “included”, target variable pay: only the base salary is guaranteed. Convert the offer to net monthly pay, then after tax, to know what you'll actually live on each month.
Variable pay and how it's calculated, a signing bonus, remote work, extra leave, training, and above all a salary review date written into the offer. A benefit in kind is added to gross pay: it's subject to contributions and tax without being paid out.
Two offers are compared on average net monthly pay, net hourly pay, and with benefits included: the employer's share of meal vouchers, health cover, transport, remote work. If the gap is clear, the better offer becomes leverage to negotiate the other.
It must match what was said: job grade and coefficient (which set your collective-agreement minimum), pay and variable pay in detail, working hours, remote work, non-compete or mobility clauses. Nego reads your contract, spots the sensitive clauses and cites the rule.
A probation period shorter than the maximum, with no renewal, and a salary meeting at the end. During probation, you can leave without giving a reason by giving 24 or 48 hours' notice. Still in a job? Count your notice period, or the time limits of a mutual termination, before promising a start date.
Describe your situation: Nego tells you where to start, follows the checked steps of each procedure, does the calculations with the site's tools and drafts your letters. It does not replace the administration: each procedure is completed on the official service.
Know the market range for the role, set three figures in gross annual terms (floor, target, stretch), wait until the company has picked you but not yet written its offer, argue with facts, then negotiate the whole package if base pay won't move. Get what was agreed in writing.
It's harder, because the budget has been approved internally: the best moment is just before. Afterwards, what's left is whatever hasn't been settled: variable pay, remote work, a written review date, the length of the probation period.
Nothing obliges you to. You can steer back to the value of the role and the market range; if you're well paid, saying so sets a useful floor. If you do give it, give it accurately and in full (base, variable, bonuses), without rounding it up.
Convert it to gross annual pay (months paid, bonuses, variable pay separately), compare it with what ads offer for your occupation, experience and city, and check that it reaches your collective agreement's minimum for your job grade. Your market value, worked out from your CV, gives you the benchmark.
Yes, before signing: a shorter period than the maximum, especially if you're leaving a permanent job where you were confirmed, no renewal, and a salary meeting at the end of the probation, written into the contract or an email from the employer.
Every rule mentioned here is explained and sourced in its procedure or guide; amounts are calculated by the site's tools. All procedures