When you have a job offer in hand, /negotiating-offers scripts the live call, rewrites the ask, and lines up success conditions beyond salary. — Claude Skill
A Claude Skill for Claude Code by Refound — run /negotiating-offers in Claude·Updated
Script your offer negotiation: success conditions first, then the salary ask.
- Phyl Terry's success-conditions-first rule: ask for tech debt, headcount, and budget authority before discussing comp
- Collaborative 'Are you open to...?' language: 87% success rate when used on a live call with the hiring manager
- Bob Moesta reframe: is salary the real thing you want, or a proxy for learning, respect, or autonomy?
- Paul Millerd alternative arrangements: contract conversion, 3-day-a-week, reduced-risk framings
- Live-call rules: move the negotiation off email, anchor on the role's mission, pre-script the ask
Who this is for
What it does
You got a solid offer and want to ask for 30K more. /negotiating-offers applies Phyl Terry's 87% rule and scripts the exact words: 'Are you open to X? That's what I was hoping for, can we talk about it?' delivered on a live call with the hiring manager, not over email.
The role looks great but the engineering org is a mess. /negotiating-offers applies Phyl Terry's success-conditions rule: before discussing comp, negotiate explicit budget and authority to fix the critical blockers in your first 90 days, then layer the salary ask on top.
You feel torn between asking for more base or more flexibility. /negotiating-offers applies Bob Moesta's reframe to check whether 'salary' is really a proxy for respect, learning, or autonomy, then designs the ask around what you actually need.
You're thinking about going part-time or contract instead of leaving. /negotiating-offers applies Paul Millerd's 3-day-a-week model, scripts the proposal, and frames the reduced employer risk as a benefit, not a favor you're asking for.
How it works
You share the offer details, your target, your alternatives, and what you actually need to succeed in the role
The skill applies Bob Moesta's reframe to check whether the goal is money or a deeper need like learning or autonomy
Identify the success conditions to negotiate first (Phyl Terry): budget, headcount, authority, explicit priority on critical blockers
Script the live-call language using Phyl Terry's 'Are you open to X?' model and stack the salary ask on top of the mission talk
Get the full playbook: what to ask for, in what order, in what channel, and what to do if the hiring manager pushes back
Example
Role: VP Product at Series B SaaS Offer: 280K base + 40K bonus = 320K OTE, 0.5% equity Target: 340K base + authority to pay down 8M of tech debt Alternative: current role is fine, not desperate Channel so far: all email with recruiter Hiring manager: CEO, 30 min intro call last week
You are not optimizing for money alone. The tech debt ask signals you want control and success conditions. That's actually more valuable than the delta on base. Lead with success conditions, then anchor the pay ask on them.
Before any comp conversation, get these in writing: 1. Tech-debt paydown is a top-3 company priority for your first 90 days, confirmed by CEO. 2. Authority to hire 2 senior ICs in quarter 1 without additional approval. 3. Budget line of 500K for platform tooling. 4. A direct-report engineering lead, not shared with the CTO.
Step 1: Get off email. Text or call the recruiter: 'Can I grab 20 minutes with the CEO to walk through my 90-day plan before we finalize?' Step 2: Open the call with the mission. 'I'm excited. I want to make sure we're aligned on what I need to hit the OKRs we discussed.' Step 3: Walk through the 4 success conditions. Get explicit agreement. Step 4: 'Great. On comp: are you open to 340K base? That's what I was hoping for. Is that something we can talk about?' Step 5: Silence. Let them respond.
If they say no to 340: 'What would it take to get there?' Then: 'Are you open to 325 base with a 6-month review to 340 tied to the tech-debt milestone?' Do not: threaten the alternative, negotiate over email, or accept immediately without the success conditions in writing. Walk-away: if the CEO won't commit to success conditions, that's the real signal, not the money.
Metrics this improves
Works with
Negotiating Offers
Help the user negotiate job offers and compensation using strategies from 3 product leaders.
How to Help
When the user asks for help negotiating an offer:
- Understand their situation - Ask about the offer details, what they're hoping for, and what leverage or alternatives they have
- Reframe beyond salary - Help them think about what they need to succeed in the role, not just personal compensation
- Prepare the approach - Guide them on the right language, timing, and framing for the negotiation
- Coach on execution - Help them practice the actual conversation and anticipate responses
Core Principles
Negotiate for success factors before compensation
Phyl Terry: "Before we talk about money, I want to think about the things that will set me up to succeed. There's $10 million of tech debt here - are we on board that this will be priority one?" Identify critical blockers (tech debt, headcount, budget) during the interview process and ask for specific authority to fix them as part of the offer negotiation.
Use collaborative language - "Are you open to...?"
Phyl Terry: "87% of the time when you ask for more money, you get it. Say 'Are you open to $X? That's what I was hoping for. Is that something we can talk about?'" Conduct the negotiation live (phone or in-person) with the hiring manager if possible. Use "Are you open to...?" to keep the conversation collaborative and lower-risk.
Understand what you're really optimizing for
Bob Moesta: "Compensation is often a surrogate for other needs like respect or learning. I can pay people less if I give them better experiences." Before negotiating aggressively on salary, identify if you're really seeking money or something else (learning, autonomy, respect, growth). Sometimes the right move is to accept less money for better experience.
Consider alternative arrangements
Paul Millerd: "A big move is turning your current job into a contract job - employers are more open than people think. Say 'I want to work three days a week as a contractor. Are you open to this?'" If flexibility matters more than maximizing salary, propose specific alternative arrangements. Frame the reduced risk for the employer as a benefit.
Questions to Help Users
- "What's the full offer - base, equity, bonus, and other terms?"
- "What do you actually need to succeed in this role that you might not get by default?"
- "Is salary the thing you really care about, or is it a proxy for something else?"
- "What's your alternative if this negotiation doesn't work out? Do you have other offers?"
- "Have you done the live conversation yet, or is it still over email?"
- "What specific number or terms are you hoping to get to?"
Common Mistakes to Flag
- Only negotiating salary - The resources, authority, and support you need to succeed are often more valuable than a few thousand in comp
- Negotiating only over email - Live conversations build relationship and are more effective. Request a call with the hiring manager
- Using adversarial language - "Are you open to...?" is more effective than demands or ultimatums
- Not asking at all - Most of the time when you ask for more, you get it. The risk of asking is lower than most people think
- Optimizing for the wrong thing - Make sure you know if you really want more money or if salary is a proxy for respect, growth, or autonomy
Deep Dive
For all 4 insights from 3 guests, see references/guest-insights.md
Related Skills
- Building a Promotion Case
- Finding Mentors & Sponsors
- Career Transitions
- Having Difficult Conversations
Reference documents
Negotiating Offers - All Guest Insights
3 guests, 4 mentions
Bob Moesta
Bob Moesta 2.0
"I can actually pay people less if I give them better experiences... I pay them fairly well, but I know they can make more money elsewhere. And ultimately I want them to be attracted to go. So if they need more money, they should go somewhere else. But if they're here to learn, that's what I want people who are here to learn."
Insight: Compensation is often a surrogate for other needs like respect or learning; optimizing for experience can be more valuable than maximizing salary.
Tactical advice:
- Identify if a candidate is prioritizing 'features' (salary/title) or 'experiences' (learning/autonomy).
- Be transparent about trade-offs, such as lower base pay in exchange for high-growth learning opportunities or mentorship.
Timestamp: 00:37:42
Paul Millerd
Paul Millerd
"A big move that a lot of people do is turn their current job into a contract job, which a lot of employers are a lot more open than people would think... You say, 'Hey, I want to work three days a week. I want to be a contractor. Here's exactly what I want to do. Are you open to this?'"
Insight: Transitioning from full-time to contract work within the same company can provide the flexibility needed for a career pivot while maintaining income.
Tactical advice:
- Propose a specific 3-day-a-week contract structure to your current employer
- Highlight the reduced risk for the employer (ease of firing) as a benefit of the contract arrangement
Timestamp: 00:29:55
Phyl Terry
Phyl Terry
"I want you to go and talk to the hiring manager... I want you to say, 'This is great. I want to talk about money, but before we do, I want to think about some of the things that will set me up to see succeed in this role. I think there's like $10 million of tech debt here. Does that sound right to you? And are we on board that that'll be priority one to eliminate the first day I start the job?'"
Insight: Negotiate for the resources, budget, and organizational commitments required for your success before discussing personal compensation.
Tactical advice:
- Identify critical blockers (e.g., tech debt, team training, headcount) during the interview.
- Ask for specific budgets or authority to fix these blockers as part of the offer negotiation.
- Frame these requests as necessary to achieve the agreed-upon OKRs.
Timestamp: 00:53:35
"87% of the time, Lenny, when you ask for more money, you get it... I want you to say, 'Hey, are you open to 450? That was really what I was hoping for. What I think I'm worth, are you open to that? Is that something we can talk about?'"
Insight: Ask for higher compensation using collaborative, non-antagonistic language after establishing your value and commitment to the role.
Tactical advice:
- Conduct the negotiation live (phone or in-person) with the hiring manager if possible.
- Use the phrase 'Are you open to...?' to lower risk and keep the conversation collaborative.
- Establish your 'job mission' and value first to make the salary request a natural follow-up.
Timestamp: 01:00:48