Salary negotiation coach reveals email beats phone calls

Salary negotiation can feel intimidating, especially when a recruiter presents an offer over the phone and expects a quick response. According to compensation coach Sara Perelli-Minetti, candidates often put themselves at a disadvantage when they negotiate in real time rather than taking the conversation to email.

Perelli-Minetti, who leads executive compensation coaching firm Hellos & Goodbyes and previously worked in HR leadership roles at Wayfair and Capital One, told Business Insider that offer calls are among the most important moments in the hiring process. However, they can also be the most challenging because candidates may feel pressured to make immediate decisions.

She advised job seekers not to accept an offer during the initial phone conversation, even if the salary sounds attractive.

Instead, candidates should use live discussions to gather information and context before making any requests in writing. According to Perelli-Minetti, recruiters negotiate compensation packages regularly and are generally more experienced at handling real-time discussions.

“Laying things out in writing makes it much easier for you to be clear-headed, stand firm, and negotiate holistically,” she said.

Questions candidates should ask

Perelli-Minetti recommends starting with two key questions when an offer is presented:

How did the company arrive at the offer?

Where does the proposed base salary sit within the role’s pay range?

She noted that salary ranges listed in job advertisements are often broader than the actual budget allocated for a position. Understanding how the offer was determined can provide insight into whether there is room for negotiation.

The compensation coach also encouraged candidates to seek clarity on bonuses and incentive pay. A bonus figure presented during the hiring process may represent a target amount rather than a guaranteed payout.

To avoid misunderstandings, candidates should ask how bonuses are calculated, whether they depend on individual performance, company performance or both, and what the organisation’s historical payout record looks like.

Understanding the full compensation package

Beyond salary and bonuses, Perelli-Minetti stressed the importance of reviewing the entire compensation package before negotiating.

She said candidates should ask detailed questions about equity compensation, including vesting schedules and how stock awards may be refreshed over time. Benefits packages should also be examined carefully because they can reveal how a company approaches employee compensation overall.

For senior executives and vice-president-level hires, she said discussions should also cover non-compete agreements and potential exit packages, both of which may be negotiable.

“If you're going to negotiate any given element of your comp package, make sure you understand the whole darn thing,” Perelli-Minetti said.

Focus on priorities, not everything

After gathering information, candidates should return with a focused counteroffer that addresses the three or four elements that matter most to them rather than attempting to renegotiate every aspect of the package.

Perelli-Minetti acknowledged that some recruiters may prefer to continue discussions by phone. In those cases, she recommends sending questions ahead of time, maintaining a neutral tone during conversations and following up with a written response after the call.

She also urged job seekers to avoid treating negotiations as a confrontation.

Rather than approaching discussions as a battle, candidates should remain collaborative and curious, remembering that the people involved in the hiring process could soon become their colleagues.

“One of the first things I say is for a job-offer negotiation: These are your future colleagues,” Perelli-Minetti said.