A compensation coach explains why she thinks negotiating via email is the smarter move

• Compensation coach Sara Perelli-Minetti advises job seekers to use live calls to get context about an offer.
• Perelli-Minetti said candidates should then follow up with an email when making their ask.
• Job seekers should never accept an offer over the phone without full context, she said.

If you've ever frozen mid-salary negotiation, you're not alone.

Sara Perelli-Minetti, who leads executive compensation coaching firm Hellos & Goodbyes, told Business Insider that receiving an offer call is one of the "most critical moments in a negotiation," and many candidates feel overwhelmed and pressured in the moment.

"For so many people, it goes wrong," she said.

Perelli-Minetti, who previously worked as an HR leader at Wayfair and Capital One, said that while recruiters often add a sense of urgency for candidates to say "yes" in the moment, job seekers should never accept an offer over the phone without full context. Even if a number sounds good, it may not be fair for the role, she said.

She said the live calls should be used to gather context, but candidates should make their asks in a written follow-up. The coach said that job seekers are in a better spot if they make a request in writing, given that recruiters have significantly more experience negotiating in the moment.

"Laying things out in writing makes it much easier for you to be clear-headed, stand firm, and negotiate holistically," Perelli-Minetti said in a follow-up email.

Key questions

Perelli-Minetti recommends starting with two questions: "How did you arrive at this offer for me?" and "Where does this base salary fall in the range for this role?" She said salary ranges listed in job postings are often broader than the actual budgeted range. She said these two questions — especially the first — are helpful to ask live.

She said the way an employer responds to these questions says a lot about them. If it feels awkward or if there isn't rapport, she suggests asking follow-up questions over email instead.

Candidates should also get clarity on incentive compensation, if offered. Perelli-Minetti said many people hear about a "$50,000 bonus" without asking whether that figure represents the target bonus or the ceiling.

She said they should always ask if the number is the target and there's a floor or ceiling. She also suggests asking about the payout history for any company portion, saying they want a grounded expectation of what compensation realistically looks like.

To better understand how bonuses work, Perelli-Minetti said candidates should ask questions like, "How is my bonus determined?" That can help clarify whether compensation is tied to individual performance, company performance, or both, she said.

She added that it's equally important to understand how equity compensation works, including vesting schedules and how stock grants are refreshed for employees receiving RSUs.

Candidates should also ask about benefits packages, as they reflect the company's overall compensation approach. Candidates at the VP level and above should discuss non-compete agreements and exit packages, both of which may be negotiable, she said.

"If you're going to negotiate any given element of your comp package, make sure you understand the whole darn thing," Perelli-Minetti said.

Striking a balance

The goal is to return with a thoughtful, strategic counteroffer that focuses on three to four terms most important to the job seeker, she said.

Perelli-Minetti added that recruiters may not want to answer in writing and may ask to get on a call and have a follow-up conversation. In those scenarios, candidates should send questions in advance to keep the conversation organized. Then, candidates should stay neutral on the phone and close out the call by saying thank you and providing a timeline for their response.

"Don't let the recruiter's need for instant gratification get in the way of your thoughtful negotiation," Perelli-Minetti said.

In both formats — phone and email — Perelli-Minetti said candidates should approach negotiation conversations collaboratively. She said many people go wrong by coming in with the mindset that the negotiation i's a fight. They should also have a mindset of curiosity and seeking to understand.

"One of the first things I say is for a job-offer negotiation: These are your future colleagues," Perelli-Minetti said.