One of the things I was most surprised by when I got into the jobs business over a decade ago was the prevalence and practice of age discrimination in hiring right here in the USA. Oh, sure... we're not like some overseas markets where job ads explicitly demand youth, or a particular gender, or beauty(!), in the applicant, but there it is...
Editor's note: Salary expert Jack Chapman and TheLadders want to help you negotiate the best deal you can. You can e-mail us your salary negotiation questions or situations or use #salaryQ to submit them via Twitter. Due to the volume of inquiries, we may not be able to respond to all questions submitted. Our inaugural question addresses how to decide if an offer is right for you.
Q: What if a job offer has been made, and after a thorough and exhaustive negotiation, the maximum the employer can offer (salary plus future raise potential) is still less than your bottom-line (no-go) number? What is the checklist or thought process you should go through to make the right decision?
A: The whole reason to have a no-go number is to avoid doing a checklist after an offer. The point of a no-go number: you have an actual number, and also the best alternative to a negotiated agreement (BATNA). If you don’t hit your salary goal, you agree to part ways. You say, “I’m really sorry we weren’t able to make it work but I’m going to have to look at an alternative.”
Below are 6 different things to consider when calculating your no-go number. Your number might be a blend of these elements:
Next week's question: If I am getting an employer's maximum offer, do I need to be afraid they will "work me to death" or resent me once I'm hired?