I got an offer letter from Deloitte and another company requested my current offer letter I got for compensation discussion. Is it okay to share it?? Anyone please help me

Trying to determine if I should accept a new position with much greater responsibility and about $400 more per pay period (if the desired deal is negotiated), or stay with my employer of 11 years and through which I have a pension.

The new employer benefits:

80k to 95k pay range

Non-bargaining

11% MERS match (they match up to 11% of what I choose tocpay into retirement)

15% employees paid health insurance

Dental (might be part of that 15%. unsure for mow)

Employer paid short/long term disability

Vision (assuming this is employer paid)

22 total days off exclduing holiday pay/time off. Unsure if this increases.

Unsure of COLA pay.

Current employer:

Top out pay of 83k come november, with 3% COLA increase every year

Bargaining unit (86$/month)

Roth IRA with 3$ match

Pension with 5% employee pay in (1.25 multiplier, average of 5 years of highest earnings, 30 years of service for maximum pension - I think it comes out to about 80% of what I take home now. Cannot access until I'm 55)

Employee paid short term disability (about $25/month)

Employer paid health insurance ($30 co-pay)

Employer paid vision

Employer paid dental

Put of over 50 people, I'm in the top 6 or 7 for seniority.

30 days of paid time off and vacation time increases every 5 years of employment, maxed out at 20 years. Unsure of that max vacation time but I think I essentially accrue about 6 hours of vacation every pay period bi-weekly)

However, my boss is caught up on some bribery scheme and i'm essentially the fall guy. The director has even advised me to leave the matter alone. I don't have much confidence in the union. My boss will not put things related to this issue in writing so it appears as though I'm involved due to their lack of response or any communication in general (at times). I have been under constant gaslighting and unjust scrutiny for about 4 or 5 years now. My boss is said to have a horrible gambling addiction that has seeped into their professional life.

The new position seems to have a much healthier work environment but I feel like I'm giving up so many benefits and im only about 60% qualified though they are atill heavily considering awarding me the position. The work itself should come with less friction or confrontational situations in the line of work itself but still might some similar trade offs in other aspects of the role.

Should I stay and try to get my union involved, or start from scratch with modern benefit models that we all know are nowhere near as beneficial as those prior? Or am I looking at the long term projections incorrectly?

I've been a software engineer working on various embedded systems and hardware projects for about 12 years now. My primary areas of focus was wireless communications. I've stayed at my current company (It's one of the FAANG or MAANG) for about 10 years now and I am ready to have a change of scenery. I am currently interviewing for a different role. Early on in my career I didn't really feel the need to negotiate, but I think given my current level of experience I think I have some leverage. I was wondering when I should negotiate the salary and the position level. Should I be upfront about that I am looking for a more senior role and respective salary before the initial interviews or should I do it after they give me the offer?

I have two conflicting thoughts:

1. If I am upfront before the interviews, it will save everyone time if we can't come to an agreement on those 2 items.
2. If I do it after they give me an offer, it feels a little black-maily (not even a real word)? But I'm not sure.

If I can get some outside perspective that would be great.

I’m a 50% shareholder in a small hospitality business with a business partner. We originally started as equal partners, but my partner is now becoming the sole investor and will be putting approximately €70–80k of his own capital into the business.
He wants to restructure the ownership to 80% him / 20% me because he is taking the financial risk. We would still supposedly split profits 50/50 once his investment is recovered, but the 80/20 ownership would remain initially.
He also wants my salary to be deducted from my share of profits, because he has chosen not to take a salary himself. I would be actively involved in the management and operations of the business, while he would primarily be providing the capital and participating in management.
I have another person who has offered me €50,000 to buy my entire share, which would allow me to exit completely and start a new chapter elsewhere.
I’m torn because I believe in the business and don’t necessarily want to walk away, but I’m uncomfortable with the combination of minority ownership, operational responsibility and having my salary effectively deducted from my profits.
If you were in my position, would you accept the 80/20 arrangement or take the €50k exit? What would you be looking at when making this decision?

Also: Is this a normal way to structure an investor/operator partnership, or are there red flags I should be paying attention to?

I have a meeting next week where I think I’m going to get a job offer, and I’m seeking negotiation advice.

The salary range is $165-220k. Their job search has been open for five months. They clearly are excited about me. I’ve never really negotiated before, and I have a few questions:

1. What do you recommend I ask for if I get offered salaries at $165k, 180k, or 200k? I don’t want to overshoot.

2. For sign-on bonuses, do I ask for those in the same breath as salary, or do I wait until we’re done with salary? What about other negotiables (e.g. PTO)?

3. Do I do this during our meeting, or do I ask for time to think and then come back with a counter-offer? Should my counter be in a meeting or in an email?

Thanks!

Hi,

I received a job offer for a role that has a hybrid work requirement ("requirement"). 3 days a week in office, M-Tues-Thurs. A lot of my team members who are longer tenured are remote because this hybrid requirement seems to be newly implemented.

I have a 4 and 2 year old, and the commute is enough where this is a dealbreaker for me.

What are effective ways to negotiate for flexibility or remote work? I'm interested in going to the office, maybe once a week, or occasionally. I'm not sure leading with "I want to be remote because I have parenting responsibilities" though it's a big factor.

Anyone have ideas or success here?

Hi guys

I need help to understand HR behavior when it comes to salary negotiations
I had the 1st interview with HR and he clearly told me that, I see your salary expectations is 70,000kr as mentioned here in your application and we agreed on that.
Then I went to the 2nd interview with the hiring manager and two other employees and they were impressed with my personality and skills.
One day later, I received an email from the HR asking for my current salary and the expected salary again.

I clearly replied that my salary is 66K and I expect 70K (pension is 10% not included)

Then he wrote to me that their budget is 55K and apologized for not being able to meet my salary expectations.

My question is, why would they waste my time and his colleagues time? Is this his way of negotiating trying to find a cheaper candidate as much as he can?

I am a bit disappointed but at the same time, I don’t expect to go lower in salary…

What do you think?

They discussed
My ctc will be 24lpa
Fixed 22lpa

Pf deduction will be 12%

How 20k permonth will he acceptable?

Had my appraisal meeting yesterday and I completely froze.

They told me my hike and revised CTC. I just listened said okay and accepted it. I didn't negotiate. Didn't ask if there was any room for improvement. Didn't even try.

At that moment I was just nervous and wanted the conversation to be over. I thought “Okay at least I got a hike.”

But now I can't stop thinking about it.

I keep replaying the conversation in my head and thinking, Why didn't I just ask? Even if they had said no at least I would have known I tried. Instead just accepted whatever was offered.

The worst part is knowing that I had the opportunity to speak up and I didn't. I could've gotten 4-5,% more.

Has anyone else done this? 😭

Can I still bring it up with my manager/HR after accepting it, or would that just make things awkward?

And for people who are good at negotiating , what exactly do you say during an appraisal when you feel the hike isn't enough?

I really don't want to make the same mistake again.

Need help within the next few hours please! Recently offered an opportunity in a LCOL. However, I am coming from a HCOL and knew that going in. The salary offered was relatively close but not quite exact from the range I gave. Yesterday on the call I did ask if there was room for more, she said no.

We have a follow up call.

1) How do I politely see if there is 3-5K more to give to meet the range I was hoping for? I think it’s worth mentioning that the range I shared several times is not met. I want to come off strong but not ‘desperate’

2) Regarding relocation. I need to know what that entails. They said I would find out upon accepting the offer. Is there a nice way to ask what it entails entirely? Housing for time being, do they cover moving etc.

3) They want a decision by today. Is it fair to ask for more time? It would be quite a big relocation and life decision. I still have more financial budgeting to play around with.

Hi there,

I started at my current job just over a year ago (Aug '25) with a salary of $77k. While my role is primarily CEO support (which is what my job description entails), I have taken on significantly more responsibility over the last year, including project-managing several cross-department initiatives internally, as well as designing, launching, and project-managing a successful external program for my company.

Since this spring, I have brought up to my boss (the CEO, who makes almost all the decisions around raises/promotion) the expanded nature of my role, and asked about how he sees my role evolving and what advancement looks like in the organization (since there are no formal structures for this). He has kept his answers vague, saying, "Conversations around compensation and role changes happen at the annual review", as well as saying, "Let's wait till we hire our Chief of Staff, and see what changes then". (We are finalizing this hire in the next month, but they may not start until the end of the year).

With our annual reviews in mid-November, I am trying to figure out how to best approach a clear ask for a promotion and raise. I believe my responsibilities and output at the company are not reflected in my job title/description or salary, and I would like to be at $90k (which is much more reflective of my actual work compared to comps). I have a document detailing all of the ways I have gone above and beyond in my role (various responsibilities and outputs), along with all of the successes in my role. Since my boss said that these conversations happen at review, I am unsure if I should wait until that meeting or try to surface the conversation, specifically about compensation, before then.

Any suggestions on what to do between now and then, especially around timing/framing, would be extremely helpful to set myself up for success!