Switching Jobs and Leaving Money on the Table?
How About a Sign-on Bonus?

Article Hunt Scanlon Media - Two Key Roles for Neeyamo

Employers know top talent are in a job today, with some form of golden handcuffs they may have to walk away from.

No employer wants to pay another company’s bonus for them. No candidate wants to leave their hard-earned money on the table.

As the old sales saying goes: “Make it easy for the other party to do business with you.”

As a recruiter, I immediately consider if my client’s offer outweighs what the candidate would be losing.

E.g.: A candidate has a $15K bonus that pays out in 2 months. My client’s offer includes a $30K increase in salary, and a more aggressive bonus plan. If not sufficient, can we add a $5K-$10K “sign-on” bonus to seal the deal?

With executive packages, the unvested equity left on the table may be evened out by the equity offered.

In cases of large bonuses/commissions, the best bet is for both parties to push the start date a few months out. This way no one feels sour by reluctantly going out-of-pocket.

When a large payout won’t be paid for another 5-6 months or more, candidates have a difficult decision to make. Employers usually move on to other candidates rather than writing a 6-figure check.

If you are the candidate, does the long-term opportunity with the new company outweigh the short-term payout of the bonus? If you forego the new opportunity, what are you potentially losing?

Let us help you with your next offer negotiation, give us a call.

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