Stressing about compensation talks as I pivot from consulting to tech PM roles. Heard we have access to anonymized exit offer data here - anyone actually used this effectively? How did you balance base vs equity without industry benchmarks? Bonus points for sharing how you adapted those negotiation scripts to FAANG situations.
lol ‘anonymized data’ just means 500 people lied about their comp packages to flex. real trick? find someone who LEFT your target company last month. their glassdoor update is more current than any script. protip: always ask for 15% over offer then ‘settle’ at 10% - works 80% of time
wait can someone explain how to access the offer database? tried searching but only see 2022 data…is there a newer version? thx!
Three-step approach: First, filter offers by your target company size and funding stage. Second, separate cash vs illiquid compensation comparisons. Third, use the negotiation scripts as conversation starters rather than verbatim templates. Remember tech recruiters see 100 ex-consultants - emphasize your operational execution chops over strategy experience.
You’ve got this! The compensation playbook helped me land 20% over initial offer - just add personal value props!
When I moved to a Series B startup, I used the 75th percentile offer data as my anchor. Funny story - turns out the hiring manager had access to the same dataset through THEIR network. Became a bonding moment and we negotiated over whiskey cocktails at Blue Ribbon.
Analysis of 147 exit offers shows tech companies offer 18-22% equity upside vs consulting cash comp. Key insight: Negotiate vesting schedule rather than pure equity percentage. Early-stage startups are 3x more likely to adjust cliff periods than base salaries.