Expert Tips for Negotiating a Job Offer as a Wisconsin Leader

You did it! You networked, prepared, aced the interview, and got that job offer. Now what?

First and foremost, don’t accept a verbal offer right away. Ask for the complete offer in writing and take the time you need to weigh the pros and cons before giving your final answer.

Be proud because you got an offer. But now it’s time to start thinking about which parts of the compensation package best match your needs and matter to you most. This includes:

• Health care benefits
• 401(k) match
• Bonus
• Stock options
• PTO
• Holidays
• Benefits that will be important to you

At Executive Agenda (EA), executive mentors frequently support Wisconsin leaders in navigating job offers. While each situation is unique, there are core principles that help experienced leaders negotiate thoughtfully and professionally with long-term success in mind.

Approach your job offer negotiations with clarity and confidence by using these six mentor-tested key recommendations.

 

Step 1: Get the Offer in Writing and Buy Yourself Time

A written offer gives you the whole picture and lessens misunderstandings. It also gives you room to evaluate the details and respond thoughtfully.

Respond in the moment by:

• Expressing appreciation and excitement.
• Asking for the complete offer in writing.
• Requesting a reasonable timeframe to review it before responding.

 

Step 2: Salary Negotiation Starts in the Interview

One of the best negotiations happens before the offer arrives. Understand the salary range early.

If an employer asks what you currently make, you can redirect with a calm, professional response such as:

• “Tell me what you’re thinking of offering for this role.”
• “What is the salary range for the position?”

This redirection keeps the conversation on what the company is offering rather than your salary history and keeps the door open for negotiating once you receive the offer.

 

Step 3: Counter With Confidence and Keep It Reasonable

When you receive the offer in writing, remember this important fact: they gave you an offer because you are a top candidate, which gives you room to negotiate.

A mentor-style counteroffer looks like this:

• Align your response with your value and the role’s expectations.
• Counter calmly with a clear number or range.
• Use simple language, like “I was hoping to be closer to $XX.”
   

Two important guidelines:

• Ask for an amount you’d still feel good about, if they meet you in the middle.
• If the salary’s flexibility is limited, shift to negotiating other parts of the package.

 

Step 4: Ask How Raises Work Before You Accept

Today, salary matters. But so does tomorrow’s growth. Before finalizing, ask:

• How and when are raises typically given?
• What has been the normal percent increase?
• How is performance evaluated?

These questions help you understand the long-term earning potential and whether expectations align.

 

Step 5: Negotiate the Full Compensation Package, Not Just Pay

At the executive level, there’s often more room to negotiate beyond base salary. The key is to know what matters most to you and prepare to discuss it clearly.

What are other aspects of the offer that you can negotiate? Here are some options to consider:

• PTO
• Flexible schedule
• Remote and hybrid work locations
• Job title
• Signing bonus
   

When talking about additional terms, keep these mentor principles in mind:

• Be professional, respectful, ethical, and friendly.
• Mention all requests once in a clear format. Doing this via a phone call is preferred over e-mail.
• After you present your requests, pause and allow space for a response.
• Avoid an overly aggressive posture that can damage rapport or make the offer feel risky.

 

Step 6: Practice Your Negotiation Before You Have It

Negotiating a compensation package takes practice. Consider running mock conversations with someone you trust. One fun way to practice is using The Wall Street Journal’s interactive chatbot to run through scenarios.

Handling Multiple Job Offers

If you’ve been networking and interviewing, you may receive more than one offer. Check out these mentor-tested reminders:

• Buy yourself as much time as reasonable. Once you receive an offer in writing, let the company know you’re excited, that you’d like a few days to review it, and that you will respond within that timeframe.
   
• If you prefer one company, go back to them and let them know you’ve received another offer (without naming the organization), let them know that their company would be your first choice, then ask if they can provide any updates.

If you are a strong candidate, the possibility of losing you can accelerate the process. If not, thank them and move forward confidently.

 

Why Peer Perspective Matters at the Executive Level

Negotiating a job offer can feel isolating at senior levels. If you want a trusted place to pressure-test your thinking, identify blind spots, and talk through trade-offs, an Executive Agenda Virtual Information Breakfast is the perfect way to learn how peer mentoring supports leaders through important decisions like these.

 

 

About the Authors/Executive Mentors

Debbie Rudan

Debbie has served as a SE Wisconsin Group Chair (Executive Mentor) since 2019 and serves two EA groups. She has worked with business leaders and team members at all levels to improve performance and organizational effectiveness. Debbie has spent more than 20 years in talent development, connecting people to jobs, getting to know leaders as individuals, exploring their goals, and coaching and guiding them toward success. As a coach, she helps people find the resources they need to overcome feelings of isolation in their challenges and to create an environment of trust, allowing her group members to speak freely, share ideas, and develop the skills to achieve personal and professional success.

 

Bob Puissant

Bob was an engaged member of EA for nearly 20 years before becoming a Group Chair (Executive Mentor) in 2018. He presently serves two SE Wisconsin groups. His career has taken him all around the country, leading companies in sales, marketing, business development, planning, and organizational leadership. He holds an MBA from Northwestern University's J.L. Kellogg Graduate School of Management and has served on various boards. Currently, Bob participates in Silicon Pastures, an angel investment organization that investigates potential investments in a variety of early-stage companies.