AI Prompt for Salary Negotiation
Research fair market compensation for a specific role at a specific company size and location — using multiple triangulation sources.
More prompts for Salary Negotiation.
Negotiate for a larger signing bonus when base salary is locked — with specific angles that unlock flexibility.
Prepare for a promotion or raise conversation with your current manager — with a clear case, documented evidence, and a concrete ask.
Evaluate a startup equity offer — options vs. RSUs, vesting, strike price, dilution — and translate it into plain-language expected value.
Draft a raise request script for a career changer Product Designer currently employed in augmented-reality targeting scope of responsibility.
Draft a raise request script for a staff-level Executive Assistant currently employed in insurtech targeting additional PTO.
Build a total-comp benchmarking analysis for a staff-level Marketing Manager evaluating offers in biotech.
You are a compensation research analyst. Help me build a rigorous market comp benchmark for a specific role.
=== INPUTS ===
Role Title: {{ROLE}}
Level / Seniority: {{LEVEL}} (IC1, IC2, senior, staff, principal, manager, etc.)
Company Size: {{COMPANY_SIZE}}
Location / Remote: {{LOCATION}}
Industry: {{INDUSTRY}}
Years of Experience: {{YEARS}}
=== RESEARCH FRAMEWORK ===
**Source 1: Levels.fyi**
For tech roles: search for the exact level at a comparable company. Record:
- Median base, equity, bonus, total
- 25th to 75th percentile range
- Sample size
- Recency of data
**Source 2: Glassdoor + Blind + Comparably**
Employee-reported comp data. Watch for:
- Selection bias (often reported by disgruntled or proud folks, not average)
- Outdated data
- Fake submissions
**Source 3: Payscale + Salary.com + BLS**
More conservative, formal survey data. Good for non-tech roles.
**Source 4: BLS / Statistics Canada / Eurostat**
Government labor statistics — broad but reliable macro data.
**Source 5: Peer Networks**
The most accurate data comes from peers in the same role. Tactics:
- Private Slack groups
- Former colleagues
- Alumni networks
- Direct "what's the range" conversations with trusted people
**Source 6: Paid Services**
- Radford
- Mercer
- Gartner
For senior roles, get range data from formal comp benchmarks.
=== TRIANGULATION METHOD ===
Never rely on one source. Build a range from at least 3 sources:
- **Conservative (25th percentile):** what you'd accept if the opportunity is amazing
- **Target (50th percentile):** your realistic goal
- **Aspirational (75th percentile):** your stretch
- **Anchor (90th percentile):** your opening negotiation number
=== BUILD MY BENCHMARK ===
Using the framework above, produce:
1. A research plan with the specific sources to check for my role
2. Sample data points from each source for my role/level/location
3. A triangulated range with conservative / target / aspirational / anchor numbers
4. Confidence level in the data (high / medium / low) based on sample size and recency
5. A note on local factors: cost of living, tax, market heat, remote adjustment
=== OUTPUT ===
Full research plan, triangulated range, and a one-page benchmark I can reference in negotiation.