Author Topic: Merger- negotiating comp?  (Read 1549 times)

ETBen

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Merger- negotiating comp?
« on: October 31, 2018, 11:03:10 AM »
 Who has experience negotiating their compensation on the job offer after merger? Here’s lots of details. I’m pretty good at negotiating but this is a new situation for me.

My concern is I’m already coming in higher than they assigned to the role. Same job I have now in a company twice the size and with a bump in grade. This is an exec just below the C suite. The division is central to a board goal with significant $M potential loss tied to it.

1.   Once we receive the offer, we only have 24 hours to give a response. I have no idea what the initial offer will be.
2.   I am their only viable candidate. The other incumbent does not want it and is not qualified. If they have to hire outside the onboarding cost of a new person would be added but the actual salary would likely be less than my current (in a grade lower at that)
3.     I happen to know the salaries of my six current peers in the same reporting structure. I make significantly more than all of them.
4. The new pay scales are lower.  Probably because our old half of the company is in a HCOL
5 New benefits design is still TBD.  They currently put 6% into my 401(k) and I don’t know if they  will keep that. Less concerned about health insurance benefits.
6.  Will not know new bonus structure until I get the offer.
7. Not a job that is easy to industry benchmark.
8. I personally think the salary should be 15% higher for the new role. Clearly the industry does not agree with me. This is my own personal crusade bc Nurse execs are routinely paid less than non clinical peers, even when we have the same education and experience (MBA, leading multimillion dollar contracts, etc).