Tips for Advocating Fair Compensation

Dear job seekers, salary negotiation is a career minefield. Last week, I watched a talented professional walk away from her dream opportunity because she didn't understand the unwritten rules of compensation discussions. After coaching 100+ professionals through career transitions, I've distilled the most effective salary negotiation practices that actually work. Here's what most candidates don't know: Never be the first to mention numbers. When they ask about salary expectations, redirect: "I'd like to learn more about the role first." "What's the budget range for this position?" "What do you typically pay for this level?" Research shows 85% of companies have room to increase their first offer by 5-20%. But here's where most candidates mess up: They negotiate based on their current salary. They accept the first offer immediately. They focus only on base salary. Instead, follow these proven steps: 1. Wait 24-48 hours before responding to an offer This shows you're considering it seriously and creates space for negotiation. 2. Start with enthusiasm "I'm excited about the opportunity and believe I can bring significant value..." 3. Present your research "Based on market data for similar roles in this industry..." 4. Consider the full package - Base salary - Equity - Bonuses - Benefits - Remote work flexibility - Professional development 5. Get it in writing Verbal agreements aren't enough. Request written confirmation of the final package. The data is clear:  - 57% of people who negotiate get more money - Top performers often secure 10-20% more But remember this isn't just about money. You're setting the tone for your entire relationship with the employer. A professional negotiation shows you value yourself and understand business dynamics. Think about it... You don't just want any salary. You want fair compensation for your expertise. You now know exactly how to get it. The next time you're in a salary discussion, remember: it's not personal, it's business. Take control of the conversation. Show your value. Get what you deserve. #salary #jobseekers #interview

Recently, a 21 y/o walked into my office and said, “I’d like a $25K raise.” Here’s why this is the wrong approach and the 3-part framework to get instant raises: The employee asked for the raise after telling me last week that the business hadn't improved. Why this approach fails: • It’s personal, not business: “I need more because of my mortgage/new baby.” • It’s vague: “I feel I should be paid more.” • It ignores company performance: Asking for a raise when the business is struggling. • It’s arbitrary: Throwing out a number without backing it up. So, what’s a better way? I’ve been on both sides of hundreds of compensation talks. The best ones follow this 3-step framework: 1. Document your value-triad Before asking for a raise, document three things: • Market Value: What people in similar roles are making. (Use salary data from industry reports, job listings, or recruiters.) • Business Impact: How your work directly affects revenue, efficiency, or cost savings. (Bring numbers) • Track Record: Examples of consistent performance, major wins, and feedback from leadership/clients. How to apply it? Create a simple one-pager covering: • 2-3 salary benchmarks (with location adjustments if relevant) • Your biggest contributions to revenue, process improvements, or customer success (show client impact with specific metrics/customer quotes) • Share key performance indicators, include feedback from customers/managers, and note any awards/recognitions 2. Map your career development Create another one-pager that reflects where you want to be. Ask yourself: • Where do I want to be in 5 years? • What skills or results will get me there? • How can my manager help? 3. Frame it as a conversation rather than a negotiation Instead of demanding a number, position it as a discussion. Try this: "I’d love to talk about my compensation in the context of my role and career growth. I’ve put together an analysis of my market value, business impact, and achievements. Can we review this together to ensure my compensation reflects my contributions and future path?" Raises aren’t given—they’re justified. Show your impact, plan your growth, and make it easy for your boss to say yes. What’s worked for you in salary negotiations? 

Hiring managers, let’s talk 👇 One of the most outdated and unfair practices we still see in hiring is this: “What was your last drawn salary?” The implication? That your past should dictate your future potential. But that’s not how talent, growth, or compensation should work. 🔁 Real story from my own panel experience: Just last week, I was part of the interview panel for a mid-management role. We met a candidate who had all the right skills, a strategic mindset, and the kind of attitude you want in your team. But their last role had been in a smaller organization with limited budget — their salary was significantly below market standard. The HR team initially suggested a minimal hike. I didn’t agree. 👉 I pulled up industry benchmarks. 👉 I showed the gap between what we were offering and what this role actually demanded. 👉 I reminded the team: We’re hiring for what they bring to the table NOW — not where they came from. And yes, we revised the offer. Today? That person is one of the strongest leaders in that division. 💡 Hiring is not just about filling roles. It’s about recognizing worth and building loyalty from Day 1. If you're a hiring manager, recruiter, or founder — remember this: ✅ Pay for the role, not the history. ✅ Talent isn’t always priced right by the market — especially if it’s been overlooked. ✅ Offering fair compensation isn't generosity. It’s good business. Let’s raise the standard. Let’s stop asking “What did you earn?” and start asking “What do you bring?” #hiring #recruiters #fairpay

A client recently asked me if they could negotiate their salary by telling the company they have another offer in hand, even if it isn't true. This is a common dilemma many job seekers face, and it's important to approach it with integrity and strategy. Here's why honesty is crucial and how you can effectively negotiate without resorting to false claims: ➡ Honesty Builds Trust: Lying about another offer can backfire if the truth comes out. Companies value honesty and transparency, and starting a new job on a lie can damage your reputation. ➡ Highlight Your Value: Focus on the unique skills, experience, and achievements you bring to the table. Clearly articulate how your contributions will benefit the company and why you deserve a competitive salary. ➡ Market Research: Do your homework and research industry standards for the role you’re applying for. Use this data to back up your salary request and show that you have a well-informed perspective. ➡ Negotiation Skills: Practice your negotiation skills by role-playing with a friend or mentor. Be prepared to discuss your desired salary confidently and professionally. ✨ Sri's Pro Tip: Compensation isn’t just about the base salary. Consider other benefits like bonuses, health insurance, retirement plans, and work-life balance. Integrity in your negotiations not only reflects your character but also sets a positive tone for your professional relationships. Stand firm on your worth without compromising your honesty. #SalaryNegotiation #CareerAdvice #JobSearch #IntegrityInBusiness

Women have been breaking barriers for generations—but pay disparities persist. The average working woman will have to work all of 2024 AND through March 25, 2025, to earn the same pay that a man in a comparable role will have earned during 2024. That’s gender pay inequity. And it’s even worse for Black and Latina women. As someone who has experienced gender pay inequity myself, I am passionate about speaking out and advocating to reverse this practice.  The most effective organizations don't just acknowledge inequities; they take action to eliminate them. Here are 5 steps to address discriminatory compensation practices and ensure pay equity: 💰 Audit your pay structures. Identify and correct pay gaps by conducting regular pay equity audits. Then don’t negotiate deals with new hires that negate your efforts to be more equitable internally. Transparency is key! 📊 Measure your results. Set clear goals, collect and analyze compensation data, and assess the impact of policies on women—especially Black and Hispanic women, who continue to face the widest gaps. 🏛️ Strengthen internal policies. Pay disparities don't fix themselves! Organizations must implement fair hiring, promotion, and salary-setting practices that prioritize equity. 🚀 Promote pay transparency. Secrecy around how salaries are set allows inequalities to persist. Clear, standardized pay bands help ensure fairness. ⚖️ Hold leadership accountable. Closing the wage gap isn't just an HR issue—it's a leadership imperative. Senior leaders must champion pay equity and commit to meaningful change. Women deserve to be paid what they're worth. The strongest organizations recognize it, talk about it, and (most importantly) take real action to make it happen. What steps are your organizations taking to close the gap? I recommend checking out these resources on the Association of Corporate Counsel website, expertly curated by Jean-Baptiste Pessey and his team, to learn actionable ways to make a difference at your company. https://lnkd.in/eeWd6Mvj #PayTransparency #PayInequality #WageGap #Compensation #Leadership

𝗬𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗮𝘆. 𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗼𝘂𝗻𝗱 𝗿𝘂𝗱𝗲. 𝗧𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 𝘀𝗵𝗼𝘄𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗱𝗼 𝘁𝗵𝗮𝘁. I’ve coached many smart professionals. They worked hard but still felt underpaid. Not because they lacked skills. But because they didn’t know how to ask. 𝗧𝗵𝗲𝘆 𝗳𝗲𝗹𝘁 𝘀𝗰𝗮𝗿𝗲𝗱, 𝗮𝘄𝗸𝘄𝗮𝗿𝗱, 𝗼𝗿 𝘂𝗻𝘀𝘂𝗿𝗲. Some stayed silent and regretted later. Others spoke too fast and lost respect. 𝗧𝗵𝗮𝘁’𝘀 𝘄𝗵𝘆 𝗜 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝘁𝗵𝗶𝘀 𝗴𝘂𝗶𝗱𝗲. It helps you ask — with confidence. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝟱 𝘀𝗵𝗶𝗳𝘁𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸: 🔹 𝟭. 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗠𝗮𝗿𝗸𝗲𝘁 𝗩𝗮𝗹𝘂𝗲 • Don’t guess your worth. • Look up what others earn. • Use sites like Glassdoor or Levels.fyi. • Ask people in the same field. • Know your role, your skills, your price. 📌 When you know the real range, you stop asking for too little. 🔹 𝟮. 𝗧𝗶𝗺𝗲 𝗬𝗼𝘂𝗿 𝗔𝘀𝗸 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆 • Don’t ask about money too early. • Wait until they offer you the job. • Once they like you — you have power. • Now, it’s your turn to ask well. 📌 Asking too soon weakens your position. Let them want you first. 🔹 𝟯. 𝗦𝘁𝗮𝗿𝘁 𝗪𝗶𝘁𝗵 𝗥𝗮𝗻𝗴𝗲, 𝗡𝗼𝘁 𝗡𝘂𝗺𝗯𝗲𝗿 • Don’t say one fixed number. • Say a salary range instead. • Start from the higher side. 𝗦𝗮𝘆 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗹𝗶𝗸𝗲: “Based on my research, $150K–$195K seems fair.” 📌 A range shows confidence and research. It opens room to talk, not fight. 🔹 𝟰. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗬𝗼𝘂𝗿 𝗨𝗻𝗶𝗾𝘂𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 Don’t just say “I worked hard.” 𝗦𝗮𝘆 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗵𝗲𝗹𝗽𝗲𝗱 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘄𝗶𝗻. Did you save time or money? Did you help grow revenue? 📌 𝗚𝗶𝘃𝗲 𝗼𝗻𝗲 𝘀𝘁𝗿𝗼𝗻𝗴 𝗲𝘅𝗮𝗺𝗽𝗹𝗲, 𝗹𝗶𝗸𝗲: “My last project saved $215K.” That turns your ask into a business case. 🔹 𝟱. 𝗘𝘅𝗽𝗹𝗼𝗿𝗲 𝗧𝗼𝘁𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗮𝗰𝗸𝗮𝗴𝗲 • Salary is not the only thing. • Also ask about bonus, perks, growth. • Maybe the base pay is fixed, • but you can get better rewards elsewhere. 📌 𝗦𝗮𝘆: “Can we talk about bonus or raise plans?” This shows you’re thinking long-term. 🔹 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘂𝘀𝗲 𝗶𝘁: • They check what others earn first. • They wait until they get the offer. • They give a range, not one number. • They talk about their value clearly. • They ask about bonus and growth too. 𝗦𝗶𝗺𝗽𝗹𝗲 𝘄𝗼𝗿𝗱𝘀. 𝗖𝗹𝗲𝗮𝗿 𝘁𝗮𝗹𝗸. 𝗕𝗲𝘁𝘁𝗲𝗿 𝗽𝗮𝘆. 📌 You’ll find all this in my infographic below. ✅ Easy to follow. ✅ Real sentences you can use. ✅ A full example at the end. 𝗪𝗮𝗻𝘁 𝗺𝘆 𝗦𝗮𝗹𝗮𝗿𝘆 𝗦𝗰𝗿𝗶𝗽𝘁 + 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁? Comment “𝗦𝗔𝗟𝗔𝗥𝗬 𝗧𝗢𝗢𝗟𝗞𝗜𝗧” and I’ll DM it. • You can ask. • You can stay respectful. • And you can get paid better. ��𝗲𝘁 𝗺𝗲 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝘀𝗮𝘆 𝗶𝘁 𝗿𝗶𝗴𝗵𝘁. 👉 𝗗𝗠 me if you want 1-on-1 help.   #peakimpactmentorship #growth #leadership #dnaofinfluence #success  

How. Is. This. Still. Happening?! 😡 Today, I had a conversation that left me fuming—and not for the first time. I spoke with an incredibly talented, experienced female candidate who just discovered that a male colleague—junior to her in the industry, with half her experience, who even reports into her—was earning significantly more than her. Yes, you read that right. In 2024, we're still having these conversations. How is this still a thing? Equal Work, Equal Pay should be the norm, not a privilege. It’s not just about fairness; it’s about respect, value, and integrity. How can we expect women to stay motivated, stay innovative, stay in industries that continue to undervalue them, especially when the events industry is pretty much made up of women? It’s infuriating that despite all the progress we've supposedly made, gender pay gaps are still very real, very pervasive, and very damaging. We talk about diversity, equity, and inclusion, but how can we take those words seriously when these disparities continue to exist? So, what do we do about it? Advocate and Speak Up: If you discover you’re being underpaid, don’t stay silent. Gather your facts, know your worth, and advocate for yourself. Yes, it’s uncomfortable, but silence only perpetuates the problem. Managerial Responsibility: Managers, this is on you too. If someone on your team is being underpaid, it’s your responsibility to address it. Push for pay adjustments if you see inequities—don’t wait for your employees to bring it up. Support Each Other: We need allies in the workplace. If you’re aware of a colleague being underpaid, support them in their fight for fair compensation. The more voices, the stronger the message. If this happens to you… Don’t internalise it: This isn’t about your worth or value. It’s about systemic issues that need to be addressed. Arm Yourself with Information: Research industry benchmarks, gather evidence of your contributions, and prepare to make your case. Demand Action: Don’t just ask—demand that your organisation takes action. Whether it’s a salary adjustment or a clear path to one, make sure there’s a concrete resolution. Know When to Walk Away: If your company refuses to rectify the situation, it might be time to look elsewhere. Don’t stay where you’re undervalued. To all the companies out there: Step up. Do better. This isn’t just about keeping your employees happy; it’s about basic fairness and decency. This shouldn’t still be happening. But until it stops, we’re going to keep talking about it, calling it out, and demanding change. #EqualPay #GenderEquality #PayEquity #DiversityandInclusion #RantOver

Pay Conversations: Emotional, Messy, but Manageable Talking about pay can be awkward, emotional, and stressful for both employees and managers. These discussions often involve fairness, competitiveness, contributions, and financial security, which can trigger frustration, anxiety, or even excitement. The more you prepare, the better the conversation will be. How do you manage emotions in pay conversations? Whether you're asking for a raise or responding to a request, emotions can run high. Here’s how to stay in control: ·       Pause & Reflect – Acknowledge your emotions. Are you feeling nervous? Defensive? Recognizing them and naming them can prevent them from hijacking the discussion. ·       Focus on Facts, Not Feelings – Stick to objective data: market benchmarks, performance results, and business context. ·       Take a Breath – If things get heated, slow down. A deep breath can reset your mindset and the pace of the discussion. How should I plan for a productive conversation? Compensation discussions go best when both sides are prepared. For employees that means: ·       Do Your Research – Know your market value but be mindful of online data limitations. Your employer has more robust data than you do. ·       Highlight Your Impact – Be ready to discuss your contributions in relation to your company’s biggest goals. Compensation decisions rely heavily on your results. ·       Have a Plan B – If a raise isn’t possible, consider asking for professional development, flexible work arrangements, mentorship, or leadership opportunities. ·       Ask for Clarity: “Can we set clear goals for a salary increase in the future?” For managers that means: ·       Be Transparent – Explain how pay decisions are made. If you're unsure, ask HR. Ambiguity leads to distrust. ·       Prepare for Tough Questions – Employees may ask why they didn’t get a raise or want more than they received. Have clear, data-backed responses. Don’t guess. Consult HR first. ·       Show Empathy – Even if the answer is “not right now,” acknowledge their request and discuss future opportunities. Listen more than you talk. Ask clarifying questions to ensure the employee feels heard. Practice makes perfect and confidence comes with preparation and repetition: 1.       Role-play with a mentor or colleague 2.       Rehearse key points out loud 3.       Anticipate tough questions and write your talking points in advance Compensation conversations aren’t just about numbers. They’re about trust, recognition, and clarity. The more thoughtful and prepared you are, the better the outcome. Have you ever had a tough pay conversation? What helped you navigate it successfully? What do you wish you had done differently? #Compensation #HR #Leadership #CareerGrowth #PayTransparency #PayEquity #FairPay #PayNegotiation #HumanResources #Communications #compensationconsultant #payraise https://lnkd.in/gggm5VjA

Most people lose money before they even start negotiating. Why? Because they think asking for more means risking the offer. Here’s the truth: Companies don’t extend an offer unless they want you. Which means you have more leverage than you think. Let’s break down the mindset that holds people back and how to shift it: 1️⃣ Fear: “They’ll rescind the offer.” Reality: Offers get pulled for fraud or rudeness, not for asking a fair market rate. Shift: Ask with professionalism and data. You’re negotiating, not demanding. 2️⃣ Fear: “I don’t want to seem greedy.” Reality: Companies respect candidates who know their value. Shift: Tie your ask to the impact you’ll make. “I’m excited about this role. Given the scope, I’d like to discuss a comp package in the [range].” 3️⃣ Fear: “They’ll say no.” Reality: That’s okay. Negotiation isn’t a win/lose, it’s a conversation. Shift: Have tradeoffs ready (flexible PTO, sign-on bonus, earlier review cycle). Know what matters most to you. 4️⃣ Fear: “They’ll think I only care about money.” Reality: Salary is part of the conversation, not the only part. Shift: Reiterate excitement about the role. Clarify that you're looking for a package that reflects your experience and the value you’ll bring. Pro tip: Negotiation isn’t just about this job. It sets the baseline for your next raise, promotion, and equity grant. The cost of not negotiating isn’t just $5K or $10K. It’s compound interest over years of underpayment. True story: I helped a client with this a few weeks ago. The company was already offering “the top of the range,” but we went back and got $10K more. That $10,000 is an extra $100,000 over the next 5 years. Ask with confidence. Back it up with data. Let the silence sit. You might be surprised how often they say yes. Interviewing for a new role? You don’t have to navigate comp alone. Message me the word “NEGOTIATION” and I’ll be happy to help you.

Reflecting on Growth and Fairness in the Games Industry There's one principle I find myself passionately and regularly advocating for: the absolute necessity of offering paid positions, especially to those at the early stages of their careers or stepping into the industry through internships. As someone who typically reserves taking a firm stance, preferring instead to navigate the multifaceted perspectives within our industry, I've come to realize the importance of vocalizing support where it matters most. The discussion around unpaid vs. paid roles is not new, yet it remains a critical point of consideration for the future of our workforce and the ethical foundation of our industry. Why is this so important, particularly in games? 1. Value Recognition: Every individual contributes their unique skill set, creativity, and time. These contributions are valuable and deserve recognition in the form of fair compensation. It's not just about monetary reward but acknowledging the worth of every team member's effort. 2. Access and Equality: Unpaid positions often limit opportunities to those who can afford to work without immediate income, inadvertently creating barriers for talented individuals from diverse backgrounds. By ensuring all roles are paid, we open doors wider, fostering a more inclusive and diverse industry. 3. Quality and Commitment: When individuals are compensated, it not only aids in their personal and professional growth but also enhances the quality of work and commitment to the project. A paid role is an investment in the quality of both the team's output and the individual's future. 4. Sustainable Growth: For the gaming industry to continue thriving, nurturing new talent is essential. Offering paid positions is a step toward sustainable growth, ensuring we have a motivated, skilled workforce ready to take on the challenges of tomorrow. 5. Preventing Exploitation: Not compensating workers, especially those in early career stages or internships, can cross into exploitation. It takes advantage of their eagerness and need for experience, setting a precedent that their work isn't worthy of pay. This not only devalues their contribution but also perpetuates a cycle of inequity that can stifle industry innovation and diversity. 6. Advocating for Change: We must encourage the practice of calling out unpaid roles and aim to rectify such opportunities through exposure. Highlighting these practices not only raises awareness but also prompts organizations to reconsider their policies. By advocating for fair compensation, we contribute to creating a more equitable and ethical industry. As we look towards the future, let's consider how we can collectively foster an environment that values and supports its workforce from the ground up. The debate around this topic is complex and multifaceted, yet at its core, it's about fairness, respect, and sustainability. #GamesIndustry #FairCompensation #CareerDevelopment #Inclusivity