Salary Negotiation Strategy

Download the kit here: https://buymeacoffee.com/thewanderingpro/e/231897

Further reading: Get the Fundamentals of Negotiations Right

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If you have ever used any SaaS product, you know what I am talking about when I say “Pricing Table.” It’s a very successful pricing model method, hence the whole industry has adopted it.

Even when the differences aren’t that much, they want you to pick the most profitable option for them.

Why not apply the same logic to your career? Why not negotiate with some effectiveness?

If you nail it down, you will get better pay, better terms, better deals, and better outcomes. And even if you don’t get the better end, you won’t be strong-armed.

Negotiation is a battle between what you want vs what is on the table

The best case for you is to be in a win-win situation.

Unfortunately, in today’s world, a true win-win is rarely achieved.

Most of the time when you think you won, it turns out the other person was better at negotiating than you.

You come away from the interaction saying:

“Ah it was the best they had to offer me, I should go for it.” “They are right, market is pretty bad right now, I better stick to what I get.” “It makes sense that no one got a raise, the economy is doing poorly.”

And the list goes on, being seldom a realistic portrayal of what happened.

In actuality, you got played. The moment you don’t question the deal anymore is either when you are in a win, or when “you think” you won.

The SaaS pricing model, applied to your salary

Ever seen those pricing tables on SaaS tools and platforms showing their various pricing models? Basic, Pro, Enterprise. Three columns. Clear differences. A highlighted “recommended” option that’s always the most profitable one for the company.

Now think about how your raise typically works. Time for appraisal comes around, you get called for a very short interview or call, and you get slapped with whatever “is the best” they can do. No preparation on your end. No leverage. No structure.

I know friends who didn’t get a raise just because they didn’t “dress professionally” through the year.

You need to prepare for your next round of negotiation.

So try this, which has worked for me on several occasions by now: introducing the Salary as a Service pricing plan (patent pending of course).

How to use the template

1. Fill in your key current responsibilities in Column 2C. This is your baseline. What you currently do, what you currently deliver, what you are currently compensated for.

2. Column 3B is the compensation you are fine with if there are no changes in responsibilities. This is the “Basic” tier. Nothing new is being asked of you, nothing new is being offered. You’re saying: “If things stay the same, here’s what I need to stay.”

3. Column 4B is the compensation you want given that you are willing to offer more value. This is the “Pro” tier. You’re saying: “I’m willing to take on more responsibility, help the company achieve more, and here’s what that looks like in terms of compensation.” This is the column you want them to pick.

4. Column 5B is for the case where you have been with a company for 3-5+ years and are now in a position to partner. This is the “Enterprise” tier. You’ve been there long enough, you’ve delivered enough, and you’re ready for equity, profit-sharing, or a leadership role with corresponding compensation.

And the next time someone asks you, “Where do you see yourself in 5 years?” you bring this up. In your head, of course.

Why this works

Having this information documented helps you in two ways:

1. It serves as a source of leverage for your next round of negotiations with any executive. You’re not walking into the room hoping for the best. You have a structured proposal that shows three clear options. You’ve framed the conversation on your terms. The executive isn’t deciding whether to give you a raise. They’re deciding which tier fits.

2. It serves as a check for the company’s ability to sustain your growth. If the company can’t meet even your baseline tier, that tells you something important about whether this is the right place for you long-term.

The fundamental law of negotiation

If you grow professionally faster than what the workplace can offer you, you need to walk away.

That’s it. That’s the fundamental law.

The template makes this visible. When your growth outpaces what the company can sustain, the numbers on the sheet will make it obvious. And when it’s obvious, the decision to stay or leave becomes data-driven, not emotional.

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Download the Salary Negotiation Kit

https://buymeacoffee.com/thewanderingpro/e/231897

With or without my help – I wish you the best.

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