Feel free to leave me some feedback positive ending!

Hi everyone,

I'd like your opinion on a situation regarding a salary review.

I started working as a junior full-stack developer in September 2025. Due to an administrative delay (not my fault and not my employer's), I only signed my CIVP contract in January 2026, and the contract duration is one year from that date.

My salary has stayed the same since I started, and I was planning to ask for a raise after completing one year with the company.

My question is: Should I ask for a salary review in September 2026 (one year after I actually started working), or should I wait until January 2027 because that's when the contract officially ends?

I'd appreciate hearing from people who have been in a similar situation or who have experience with CIVP contracts. Thanks!

I’m seeking some advice for upcoming salary negotiations to make sure I have the right perspective. I’m an electrical engineer with 10 years experience in the field.

I work at a small consumer electronics company as the sole engineer responsible for all devices we manufacture. I handle supply chain issues related to manufacturing, conduct all new product development, maintain and improve existing products, handle the design of device enclosures, schematic capture and PCB layout, and embedded firmware development. Really everything a normal engineering department would do, I’m able to handle myself and I feel I’m a strong fit for the position. 

For the negotiation part: My pay increased rapidly, doubling in a few years to base of $70/hr. At this point we agreed instead of further increases, I would get a commission on new devices that I handled design of. At the time, there was a single device we agreed I would receive 2% commission on all sales. I have in my notes that the discussion was for 2% of all future devices I designed as well (I’ll get back to this). This year I’ve completed development of 4 additional devices and asked to meet about setting up the agreed commission structure for them. I was given the runaround so here we are 8 months later with no finalized structure for the new products. I’m suspicious they’re attempting to restructure the agreement to pay me much less than they indicated before. Given the success of these products, the commission could exceed $50k per year from the previous discussed rates. Initial talks for an updated contract have been related to 1) reduced commission rate for the new products 2) cap on max earnings per product 3) no retroactive pay for devices already sold 4) assurance that the contract will be fair to both sides. I was extremely frustrated to hear their new position especially given I’d been patient and tried not to whine about compensation until general office business slowed down. Double frustrated at the thought they didn’t let on to these new terms until getting what they wanted in the 4 new products introduced. I strongly feel that I am not easily replaceable and the cost to replace me would greatly exceed my compensation. 

There is a possibility I move to a new city within a year. After some thought, it basically comes down to how good their proposal is on whether I stay here or not. So I’m willing to walk away if they lowball or I feel their proposal does not indicate confidence in my long term position at the company. 

How should I approach their new terms? The proposal is by no means finalized so it’s still fluid. Am I being greedy expecting the original 2% or expecting more than they’re indicating? Is it fair that they waited until this development was done to mention any changes to our verbal agreement? What is the proper approach to negotiate this based on my situation?

Should I accept R15k or keep pushing for R20k?
I work in South Africa and I’m looking for some career advice.
I started at my current company earning R10,000 as an Accounting Assistant/Creditors Clerk. After about a year, my previous finance manager told me he wanted to promote me, and I asked for R13,000 (a 30% increase). Unfortunately, that promotion never happened before he moved to another department.
Recently, a colleague resigned, and I’ve now been offered a promotion to Junior Accountant, which is a more senior role than the one I was originally promised. The company has offered me R15,000.
Here’s where I’m conflicted. They’re also hiring someone else for a different but slightly lower-titled finance role. She has more experience than I do, was previously earning around R18,000, and asked for R20,000. I don’t know what they actually offered her, but I suspect it’s close to that.
Because this new promotion is a much bigger step than the original one I asked R13k for, I told my manager I believe R20,000 is a fair salary for the responsibilities of the Junior Accountant role. She said she’d get back to me.
The complication is that I don’t have as much experience as the new hire, and I honestly feel like I’m still growing into this role. Also, my current manager has a reputation for being unfair, so I’m not sure how much that will influence the outcome.
If they come back and say R15,000 is their final offer, would you accept it for the title and experience, continue negotiating, or walk away?
For context, I have a BCom degree and about 15 months of experience in accounting.

I’m currently based in Canada in HCOL working as a UX Researcher/Engineer for a US-based company (non FAANG), recently 2 rounds of layoffs and the writing is on the wall that our team is close to the chopping block. My current base is \~$200k CAD. A former employer reached out about a team lead role at a local startup that just closed a nice sized funding round ($100M+). I really love the trajectory of the product, the team seems great, and the problem space (heavy, complex data systems and automation) is right in my wheelhouse.

I'm realistic about the fact that Canadian bands rarely match US remote bands, and I'm entirely open to a lateral pivot if the equity and upside and job security is more meaningful. That said, with inflation and mortgages being what they are in a major hub, I really don't want to take a massive step backward on my baseline day-to-day cash flow.

In my experience given that they just raised a ton of capital, they should theoretically be benchmarking against SF tiers +/- location comparison cost of living and exchange rate calculations. I'm trying to figure out what a realistic "sweet spot" is to ask for a Team Lead without pricing myself out or lowballing myself.

If you’ve made the jump from US cash to Canadian equity, did you regret the hit to your base salary? How would you structure the counter to ensure the equity actually bridges a $20k–$30k gap in base?

Hi all,

TL;DR. I am a federal employee leaving after a decade in national security. I’ve been offered a base of $120000, 15% bonus, $80k GSU, and $10k signing bonus.

I think it’s a bit low considering my current base salary is $20k higher, it’s in a HCOL (Boulder CO) area, and my wife would have to drop her income ($150k) for us to pursue this.

I do have a side offer to Hawaii. So i could use this as negotiating power. Any thoughts on how to leverage the conversation?

This is super new to me after being in public sector work so all ears

Hi all — looking for some perspective.

I recently accepted a corporate recruiter role in smaller, more localized business. My start date was 04/01/26. I have 8 years of in house recruiting experience. The posted range was 55-75k. The initial offer from the company was $60K, which felt very low, so I countered at $65K and they accepted.
I accepted the $65K based on my understanding of the total package and work arrangement. During the interview/offer process, I was told the role would be hybrid based on I would be traveling about 75% of the time. That made the lower salary more manageable for me because I expected more flexibility and time away from being fully onsite.
Now that I’ve started, the reality looks different. I’ve been onsite consistently, and the travel component has not matched what was described. I’m also realizing the roles I’m supporting are high-stakes and come with a lot of pressure. On top of that, while health benefits are offered, my current doctor and prescriptions are out of network, so continuing my care will create additional out-of-pocket costs.
Given the actual role, schedule, and total compensation package, I’m considering asking leadership to adjust my salary from $67K to $75K. I know we already negotiated once, but my thinking is that I accepted the offer in good faith based on a different understanding of the role. $75K still seems below market for a corporate recruiter with 8 years of experience, especially given the responsibilities.

My questions:

Is it reasonable to revisit compensation this soon after starting if the role/work arrangement is different from what was discussed?

How would you approach this conversation with leadership?

Would asking for $75K come across as fair, or would it look bad since I already countered and accepted?

I want to handle this professionally. I’m not trying to come across like I simply regret accepting the offer, but the reality of the role feels different from what I agreed to.

I’m looking for some advice on how to approach my annual review and salary adjustment.

I work in IT project management for a consulting firm. I have about 11.5 years of experience, and most of my work is directly with clients. I joined my current firm two years ago at $98k after leaving a previous consulting company where raises were basically stuck around 2% per year.

In my current role, the client has been very satisfied with my work. They renewed me multiple times, every six months, even during periods where there were cuts. I received very strong feedback from the client about my approach, reliability, and performance.

Last year, during my annual review, I asked to be adjusted to around $108k-$110k. That request was refused, partly because the person managing the contract relationship had not properly escalated the positive client feedback to upper management in time. I ended up receiving only 2.5%, which felt like the same increase someone would get for doing the bare minimum.

This year, I really went all in. I supported several late night production deployments, worked multiple weekends, and led a major operation involving around 70 people that required 17 hours of non stop work on a weekend. Weekend and evening work is not normally part of the contract, but I did it because the project needed it and the client trusted me to lead it.

The client has now renewed me again, and this month I was told that my contract level has been upgraded from level 2 to level 3. From what I understand, this means the client will now be paying my consulting firm a higher rate for my work.

Because of all this, I’m planning to ask for $115k during my annual review. That would be about a 15% increase from my current salary. My reasoning is :

1- Last year’s increase did not properly reflect the client feedback and renewals.

2- My actual responsibilities and impact have increased.

3- The client has repeatedly renewed me and clearly values my work.

4- I’ve taken on significant evening/weekend work outside the normal expectations.

5- My contract level has been upgraded, meaning the firm is likely billing more for me.

6- A standard 2 or 3% raise would not reflect my contribution or market value.

I know it’s usually easier to get a big salary increase by changing companies than by staying, and I’ve already done that in the past. But I’d rather try to make the case internally, especially since the client relationship is strong and my value to the firm is very clear.

Does asking for $115k sound reasonable in this situation ? Should I anchor higher or lower ? Also, how would you frame this without sounding entitled or like I’m blaming people for last year’s missed feedback ?

Any advice from people in consulting, IT project management, or salary negotiations would be appreciated.

This is for a GM position at a construction/farm equipment dealer. They sell anything from heavy machinery like skid steers and excavators to chain saws tractors o turns etc. I will be in full control of the dealership including sales, finance, parts, service, marketing, rental, etc. for background context this company’s owner started this business to support his main (very successful business)
Currently the dealership is sitting 20k in the red for the year in profit. My job is to not only manage but to obviously get this company into the black and continue growing. When asked during the first round interview was asked my salary expectations and say I know I will be taking an initial loss from my current job but my bare minimum I would be comfortable salary wise would be 70k. Upon the second interview he asked me come up with a pay proposal and to not short myself, that what I am doing is not going to be easy and that he didn’t want added stress of my pay. This is what I came up with.

My back ground is that I’ve been an automotive sales manager for a few years with a marketing and business degree and have a great understanding for running an operation like his. But this will be my first GM position.

My worry is that I’m going to scare him off with this proposal but upon review this seems like a fair compensation for not only running but saving a business. Any input would be great!

Note: I added this all to chat gpt to help structure and help me with wording it. I will be handing in a letter to I wrote with my own words.

Hello folks some years ago came across WA’s negotiation framework and got their workbook in xls which I have been using for my negotiations planning. In the worksheet there are references to page #s in book. If anyone is familiar, can you please point me what is the book being referred to?

FWIW, the workbook is still available on their website.

Cheers,

I am in the position of likely getting an internal offer for an office an hour away. Meanwhile my boss is clearly planning to counter offer and has laid out a shiny new growth pathway for me to stay.

I would be happy staying for more money, but also happy to take the new role for even more money and established career growth (vs homegrown growth).

The issue is, the new office HR pushed me hard for a "minimum" for the new city role. Made up numbers but proportional jumps.

I told the new job I needed $200k minimum to consider the move. I currently make $175k. My current boss has signaled he will match that number. I may even be able to get $205. Now that I had more time to look at local housing, my commute, schools, etc. I know $225 is really what's needed to keep an equivalent lifestyle and $245 is needed for an actual "raise".

How can I beat negotiate an increased offer at the new place? Should I wait until I actually have the counter to negotiate? Should I talk to HR earlier?

What I don't want to risk is no offer at all meaning my current boss no longer has a fire to get me a raise. My buying power had drastically declined. I feel like I really need at least $205 to get back to where I was in 2021 TBH.

I'm looking for some advice from people who've been through this.

A friend is starting a company with two other co-founders. I got involved before the company was officially created (no LLC at the time), but I wasn't part of the very first conversation where the idea was discussed.

For context, I'm a mechatronics engineer. I've been helping with the hardware/sensor side of the product, and this weekend we're having a meeting to formally define my role and discuss how I'll be involved going forward.

I have zero experience joining a startup this early, so I want to go into the conversation prepared. I don't want to undervalue myself, but I also don't want to ask for something unreasonable.

Some of the things I'm trying to figure out:

At what point does someone become a co-founder versus an early employee or founding engineer?

Is "Founding Engineer" a reasonable title in my situation, or would I be selling myself short?

How do people typically think about equity for someone joining at this stage? If I'm going to be responsible for a significant portion of the hardware development, is asking for around 5% equity reasonable, or is that way off?

Besides equity, what other things should I negotiate?

I'd really appreciate hearing from founders or early startup employees who've been on either side of this conversation. What do you wish you had known before negotiating your role?

my boss finally said yes to the number I wanted but to forgot to ask for more vacation days. Feels like I missed a huge chance here, is there any way to bring it back up without like a jerk

I live in a rural area that is being developed and was approached by a fiber optic internet company requesting an easement on my property to run overhead fiber optics and about 100 feet of underground line. Their offer was to run the line to my house for free and give us a year of free internet (normally $45/month). They say that they will restore my property where they dig and will need minimal access to the line once it is ran. They are definitely getting the better end of what they're offering but I don't even know where to begin negotiating. The best I can come up with is free internet for life. What would you counter with?

As the title says, i have an offer call scheduled with my recruiter. I just want to know what to expect and how to negotiate and what things i should look out for?

I already have a faang offer around \~280k which i signed 2 weeks ago and I am in process with them but now i got results from Snapchat as well.

Any tips or advice!!

Hi everyone,
I've got an offer from an international company that runs in my home country. I accepted it through email, saying that I would love to work with. When they asked what my salary expectation is, I said $1800, and they agreed to go with it. Later, realized that their senior positions start with $2200. And also, I have to relocate to another city to work, and I was thinking about the rents, which are higher than I've anticipated.
Now I am thinking about whether to re-negotiate it or not. Has anyone dealt with this? What's the best approach on this?

I am applying for a communications role in India and i don’t have any work experience so far except internships but i do hold an international masters degree that i completed right after my undergrad.

I have gotten through the interview rounds and i will now be expecting a call from the HR soon but i wanted to navigate around how to negotiate as this would be my first job ever but at the same time, my qualifications differ from a fresher who would be joining right after their undergrad i suppose. How do i navigate around this and what can i expect?