Here are our top six tips to help you maximize your final offer:

1. Define Your Automatic Yes & No Now

Long before the offer hits your inbox, you should already know:

• What makes an opportunity a clear yes• What makes it a nonstarter, regardless of how exciting the role is

This isn’t about accepting or declining on the spot. It’s about clarity. Without this clarity, negotiations become emotional instead of strategic and key issues may get missed. 

2. You're Answering This Question Wrong & It's Costing You 

One of the most common mistakes we see at the executive level is answering a question that wasn’t asked.

When recruiters or HR asks, “Where do you need to be financially?” or "What are your salary expectations?" 99% of senior leaders are answering the wrong question. Nearly everyone responds with their current or past compensation, not what they want to make in their NEXT role. If this is you, you've lost leverage immediately because you've signaled what you're willing to take.

It doesn't matter what you most recently made. What matters is the value you bring to the role you're going into. See our five-minute video on this topic here.

3. Why Giving a Range Works Against You

Now that you know not to answer the question above with your current salary, our advice is not to give a range either. When you give a range, you’re telling the employer you’ll accept the lowest number in it.

Instead of anchoring yourself early, shift the conversation by saying “I’m sure there’s a range for this role. I’d love to understand what that looks like so we can see if we’re aligned.”

That one sentence protects your leverage and keeps you from capping your offer early.

4. Yes, You Can Negotiate Severance Upfront

This is one of the most overlooked aspects of executive compensation. There are many reasons you could lose your job that have nothing to do with your performance. A new CEO comes in, the company gets acquired, they shift strategic priorities, and so on.

You should be protected against that by negotiating severance up front, when you have the most leverage. 

We also recommend negotiating executive-level outplacement support using a firm like ours instead of generic support as part of severance.

5. A Verbal Offer is Not an Offer

Until it’s in writing, it’s not real. We’ve seen too many situations where reporting structures, titles, bonuses, or scope of the role quietly change between the verbal conversation and the formal written offer. Always ask for and review the written offer in full before responding or submitting a counteroffer. 

6. Preparation Leads to Confidence 

Long searches, shifting timelines, and mixed signals can wear down even the most experienced leaders. That’s why preparation matters.

When you understand your value, your leverage, and your nonnegotiables, these compensation conversations lose their emotion and you can move through the negotiation confidently. 

Next Steps: Want help negotiating your offer or severance package?

Work directly with our Chief Strategy Officer Michelle Merritt to develop your negotiation game plan, review your offer, draft your counteroffer, and navigate the process to ensure you don't leave money on the table.