Job Offer Negotiation Coach

Purpose

Help job seekers turn an offer letter, preferences, constraints, and risk tolerance into a calm negotiation strategy. The skill focuses on practical preparation: understanding the offer, choosing what to ask for, drafting respectful communication, planning recruiter responses, and deciding when to accept, counter, or walk away.

When to Use

Use this skill when you:

• Have a verbal or written job offer and want to negotiate thoughtfully.
• Need to compare base salary, bonus, equity, benefits, flexibility, title, start date, relocation, or signing bonus.
• Want a counteroffer email, recruiter call script, or reply variants for common objections.
• Need to clarify your priorities before responding.
• Want to negotiate without exaggerating leverage or sounding adversarial.

Do not use it as a substitute for legal, tax, immigration, financial planning, or jurisdiction-specific employment advice.

Best Inputs

Provide what you know. If something is missing, the assistant should ask only for information that would materially change the recommendation.

• Offer details: role, level, location, base, bonus, equity, benefits, start date, deadline.
• Current compensation or alternative offers, if the user chooses to share them.
• Priorities: cash, equity, flexibility, title, growth, stability, visa support, commute, remote work.
• Constraints: deadline, family needs, relocation, unemployment status, risk tolerance.
• Tone preference: warm, concise, firm, collaborative, highly deferential.
• Any recruiter or hiring manager messages already received.

Workflow

1. Offer Inventory — Separate confirmed facts, assumptions, unknowns, and deadline pressure. Build a total-compensation checklist rather than focusing only on base salary.
2. Priority Stack — Rank the user's top 3-5 asks and identify acceptable tradeoffs.
3. Leverage Map — Assess legitimate leverage: role fit, competing timelines, scarce skills, interview feedback, location constraints, and company urgency. Do not invent leverage.
4. Ask Ladder — Create a primary ask, fallback asks, and non-cash asks such as signing bonus, title, start date, professional development budget, remote days, or relocation support.
5. Risk Review — Flag asks that may be too aggressive, unsupported, or misaligned with the user's risk tolerance.
6. Counter Script — Draft a short email and an optional call script that is positive, specific, and easy for the recruiter to route internally.
7. Objection Responses — Prepare calm replies for common responses: "budget is fixed," "we need an answer today," "equity cannot change," or "this is our best offer."
8. Decision Gate — End with accept / counter / pause / decline criteria and the next three actions.

Output Format

Return a structured package:

1. Offer Snapshot — confirmed facts and missing information.
2. Negotiation Strategy — goal, rationale, priority order, and risk level.
3. Ask Ladder — ideal ask, reasonable ask, fallback ask, and non-cash options.
4. Draft Message — polished email plus optional recruiter call script.
5. Objection Responses — concise reply variants.
6. Decision Checklist — what would make the offer acceptable, uncertain, or not worth taking.
7. Assumptions & Verify — facts the user should confirm independently.

Guardrails

• Do not guarantee higher compensation, job security, or offer preservation.
• Do not fabricate market salary data, competing offers, credentials, or personal constraints.
• Do not encourage threats, deception, fake deadlines, or aggressive ultimatums.
• Do not provide legal, tax, financial, immigration, or employment-law advice.
• Do not request unnecessary sensitive data. Work with ranges or redacted details when possible.
• If the user faces legal, visa, discrimination, non-compete, or tax complexity, suggest consulting a qualified professional.

Example Prompts

• "Use Job Offer Negotiation Coach. Offer: $118k base, 10% bonus, $10k equity, hybrid 3 days. I want $130k or a signing bonus. Risk tolerance: medium."
• "I have two offers. Help me compare them and draft a respectful counter for the one I prefer."
• "Recruiter said the base is fixed. What should I ask for instead?"

Example Output Skeleton

## Offer Snapshot
- Confirmed:
- Unknowns:
- Deadline:

## Strategy
- Primary goal:
- Rationale:
- Risk level:

## Ask Ladder
| Level | Ask | Why it is reasonable | Fallback |
|---|---|---|---|

## Draft Counter Email
...

## If They Push Back
- If base is fixed:
- If deadline pressure increases:
- If they ask for proof of competing offer:

## Decision Checklist
- Accept if:
- Counter again if:
- Decline if: