Transcript from the BlueSteps #ExecCareer Chat featuring John Ryan, from TRANSEARCH.

BlueSteps @BlueSteps
Q1: How does one figure out the salary he/she deserves? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A1: There are differentiating factors; location, company size, responsibilities #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A1: This is situational, comes down to the person’s expertise/background also location(COL) #ExecCareer

BlueSteps @BlueSteps
@TRANSEARCH_USA so where should an executive do research in order to account for their specific situation? #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps Research public information ie: http://salary.com or similar sites #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps also public companies disclose this information on their websites #execcareer

BlueSteps @BlueSteps
Q2: How should I approach negotiating compensation while going for a new job? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A2: Be prepared.Think it through. .#EXECCAREER

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A2: Know your current comp and think about where you should be based on location, job scope, etc #EXECCAREER

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A2: typically compensation is negotiated towards the end #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps and the hiring company will typically make the first move #execcareer

BlueSteps @BlueSteps
Q3: Is it appropriate to share my current compensation objectives during the interview process? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A3: Yes, it’s good to share basic elements to make sure the hiring company can match or increase your compensation #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A3: You can then avoid wasting time, it does happen. #execcareer

BlueSteps @BlueSteps
@TRANSEARCH_USA what are execs required to share if they’re asked about their current compensation early on? #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps generally useful to share basic salary, short term bonus and indicate whether you have some LTI #execcareer

BlueSteps @BlueSteps
Q4: How should I go about researching executive-level salary figures to prepare for a negotiation? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps if it’s a role in a public company, info like that is available on the web. If private, you will have to research #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A4: for example: CEO comp will vary widely based on co size and type of industry #ExecCareer

BlueSteps @BlueSteps
Q5: Is it true that one should never accept the first offer? If so, why is that? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A5: No, not always true. Some companies will make “first and best offers.” #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A5: but sometimes companies are not starting with their strongest offer #ExecCareer

BlueSteps @BlueSteps
@TRANSEARCH_USA will there be indication that the offer is the “first and best” or is it more of a gut feeling? #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A5: we would generally advise people to limit negotiations to a max of 2 rounds #ExecCareer

BlueSteps @BlueSteps
Q6: Could my current employment status impact the level of compensation I can get? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A6: Yes, can impact if you are unemployed- maybe more difficult to negotiate higher comp then past position #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A6: If unemployed some companies may want to just match you previous compensation and worst case come in lower.#ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A6: but unemployment is way down from a few yrs ago. Prospects are better for unemployed professionals #ExecCareer

BlueSteps @BlueSteps
Q7: What should I expect when it comes to long-term incentives, like stock options, profit sharing, etc? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A7: Majority of CXO positions offer some type of long-term incentive, but depends on the company #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A7: LTI tends to be stronger with companies with aggressive goals.#ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A7: growth scenario equals stronger LTI, typically #ExecCareer

BlueSteps @BlueSteps
Q8: How should I go about negotiating intangible benefits, such as flex-time, paternity leave, etc? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A8: In terms of timing, I would address such things during negotiations #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A8: also, rank them in importance and discuss at offer #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps Is anybody finding that paternity leave is becoming more common in the US these days? #ExecCareer

BlueSteps @BlueSteps
@TRANSEARCH_USA It does appear to be more common lately based on what we’ve seen w/ more women working at the exec level. #execcareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps we’ve seen an increase in paternity with newer tech companies #ExecCareer

BlueSteps @BlueSteps
Q9: Any advice for how I should go about asking for a raise? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A9: Building a case that incorporate tangible results would help #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A9: also, the economy is much better than several yrs ago. If you have gone w/out a raise now would be time to push #ExecCareer

BlueSteps @BlueSteps
Q10: What trends are you seeing in compensation at the executive level? Are certain roles seeing increases? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@BlueSteps A10: A long standing trend is has been to emphasize LTI more vs short term comp #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps A10: STI-biased comp has sometimes led to CXO’s making short term decisions that are harmful in long-term #ExecCareer

BlueSteps @BlueSteps
Q11: Is it best to negotiate an employment contract and severance package while negotiating my compensation? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps A11: Yes, that would be the norm for CXO roles to negotiate all during the offer phase #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps A11: but it’s also the case that severance packages are sometimes adjusted when a CXO is leaving #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps A11: CXO severance pay discussions can become a battle #ExecCareer

BlueSteps @BlueSteps
@TRANSEARCH_USA In what way? Is there any way to optimize the process from the candidate’s side? #execcareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps A11: there is a relationship between non competes and severance pay terms #ExecCareer

BlueSteps @BlueSteps
Last question: Any last words of advice for executives on negotiating their compensation? #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps Try to avoid endless rounds of negotiations- max of 2, #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps If relocation is involved, do your own research on the differences in Cost of Living #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps its typical for CXO’s to use attorneys to review employment agreements #ExecCareer

TRANSEARCH @TRANSEARCH_USA
@bluesteps lastly, try to have flexibility comp plans can differ quite a bit by company #ExecCareer


 
 

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