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negotiating-offers

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Negotiating Offers

录用Offer谈判

Scope

适用范围

Covers
  • Negotiating an employment offer (cash + equity + role scope) with a clear plan and scripts
  • Negotiating success conditions (resources, budget, headcount, authority, expectations) before/alongside compensation
  • Clarifying “features vs experiences” trade-offs (money/title vs learning/autonomy/mentorship)
  • Proposing alternative structures when helpful (e.g., part-time or contract as a bridge)
When to use
  • “Help me negotiate this offer (salary/equity/title/level/start date).”
  • “Write a counteroffer email + call agenda.”
  • “I want to negotiate for resources so I can succeed in the role.”
  • “I’m optimizing for learning/flexibility, not just comp—help me structure the ask.”
When NOT to use
  • You need legal/financial/tax advice (this skill is not a substitute for a lawyer/CPA).
  • You’re negotiating a vendor/enterprise contract, severance agreement, or union/CBA terms.
  • You don’t have any concrete offer or decision context yet (first gather basics; then use this).
  • You’re in an urgent HR escalation (PIP/investigation/termination risk) where process/legal counsel matters most.
涵盖内容
  • 借助清晰的计划和话术脚本，协商包含现金薪酬+股权+岗位职责的录用offer
  • 在协商薪酬的同时或之前，协商成功条件（资源、预算、人员编制、权限、预期目标）
  • 明确“硬性福利vs体验价值”的权衡（薪资/头衔vs学习机会/自主权/导师指导）
  • 在有帮助时提出备选合作结构（例如，以兼职或合同工形式作为过渡）
适用场景
  • “帮我协商这个offer（薪资/股权/头衔/职级/入职日期）。”
  • “写一封还价邮件+电话沟通议程。”
  • “我想协商获取所需资源，以便在岗位上取得成功。”
  • “我更看重学习机会/灵活性，而不仅仅是薪酬——帮我规划诉求方向。”
不适用场景
  • 你需要法律/财务/税务建议（本技能不能替代律师/注册会计师的服务）。
  • 你正在协商供应商/企业合同、离职协议或工会/集体谈判协议条款。
  • 你尚未获得任何具体的offer或决策背景信息（先收集基础信息，再使用本技能）。
  • 你正处于紧急的人力资源升级事件中（绩效改进计划/调查/解雇风险），此时流程/法律顾问的意见最为重要。

Inputs

输入信息

Minimum required
  • Target role/company + current stage (verbal offer vs written offer)
  • Offer details you’re comfortable sharing (can be ranges or redacted): base, bonus, equity, level/title, location/remote, start date
  • Your decision timeline (deadline, other interviews/offers, constraints)
  • Your priorities (must-haves, nice-to-haves, dealbreakers) and what you’re optimizing for (features vs experiences)
  • Your best alternative / leverage (can be vague; do not disclose confidential details)
  • Role-success hypotheses: what resources/commitments you’ll need to succeed (team, budget, authority, scope, tech debt, OKRs)
Missing-info strategy
  • Ask 3–5 questions at a time from references/INTAKE.md.
  • If comp numbers are missing, proceed using relative moves (percent, ranges) and non-comp levers.
  • If the user is uncomfortable sharing details, redact and continue; never request secrets or confidential employer information.
最低要求信息
  • 目标岗位/公司+当前阶段（口头offer vs 书面offer）
  • 你愿意分享的offer细节（可以是范围或脱敏信息）：基本工资、奖金、股权、职级/头衔、工作地点/远程办公、入职日期
  • 你的决策时间线（截止日期、其他面试/offer、限制条件）
  • 你的优先级（必须满足项、锦上添花项、不可接受项）以及你的核心诉求方向（硬性福利vs体验价值）
  • 你的最佳替代方案/谈判筹码（可以模糊表述；请勿披露机密细节）
  • 岗位成功假设：你取得成功所需的资源/承诺（团队、预算、权限、职责范围、技术债务、OKR）
信息缺失时的应对策略
  • 从references/INTAKE.md中一次提出3-5个问题。
  • 如果缺失薪酬数据，使用相对调整（百分比、范围）和非薪酬杠杆推进。
  • 如果用户不愿分享细节，脱敏后继续；切勿索要机密信息或雇主保密内容。

Outputs (deliverables)

输出成果（交付物）

Produce an Offer Negotiation Pack (in chat as Markdown; or as files if requested) in this order:
  1. Offer Snapshot + Timeline (what’s on the table, who’s involved, dates)
  2. Goals, Priorities, BATNA (what you want, what you’ll trade, walk-away line)
  3. Success Conditions & Resourcing Asks (requests framed as needed to hit outcomes)
  4. Offer Components & Tradeoff Matrix (features vs experiences; what to negotiate)
  5. Ask Package (A/B/C) + Negotiation Strategy (sequence + rationale)
  6. Scripts Pack (email(s) + call agenda + follow-up recap)
  7. Optional: Alternative Structure Proposal (e.g., 3-days/week contract/part-time)
  8. Risks / Open questions / Next steps (always)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
生成一份Offer Negotiation Pack（以Markdown格式在对话中呈现；或按要求生成文件），顺序如下：
  1. Offer快照+时间线（当前可协商内容、相关人员、关键日期）
  2. 目标、优先级与BATNA（你的诉求、可交换条件、底线）
  3. 成功条件与资源诉求（以达成业务成果为理由提出的请求）
  4. Offer构成要素与权衡矩阵（硬性福利vs体验价值；协商方向）
  5. 诉求方案（A/B/C）+谈判策略（协商顺序+理由）
  6. 话术脚本包（邮件+电话沟通议程+跟进复盘笔记）
  7. 可选：备选合作结构提案（例如，每周3天的合同工/兼职形式）
  8. 风险/待解决问题/下一步行动（必含项）
模板：references/TEMPLATES.md
扩展指南：references/WORKFLOW.md

Workflow (8 steps)

工作流程（8个步骤）

1) Intake + offer snapshot

1) 信息收集+Offer快照

  • Inputs: user context; references/INTAKE.md.
  • Actions: Capture the offer components, decision deadline, stakeholders (recruiter, hiring manager), and constraints (location, visa, family, start date). Identify what’s already agreed vs still open.
  • Outputs: Offer Snapshot + Timeline.
  • Checks: Offer state is explicit (verbal vs written); deadlines and next meetings are listed.
  • 输入信息：用户背景信息；references/INTAKE.md。
  • 执行动作：记录Offer构成要素、决策截止日期、相关负责人（招聘专员、招聘经理）以及限制条件（工作地点、签证、家庭因素、入职日期）。明确已达成共识的内容与仍待协商的内容。
  • 输出成果：Offer快照+时间线。
  • 检查项：明确Offer状态（口头vs书面）；列出截止日期与后续会议安排。

2) Define goals, priorities, and BATNA (your leverage without bravado)

2) 定义目标、优先级与BATNA（合理利用谈判筹码）

  • Inputs: priorities; alternatives; risk tolerance.
  • Actions: Convert wants into a ranked list: must, tradeable, nice, no-go. Define your BATNA in plain language (what you’ll do if this doesn’t work).
  • Outputs: Goals, Priorities, BATNA.
  • Checks: There is a clear walk-away line; priorities are consistent (no “must-have” contradictions).
  • 输入信息：优先级；替代方案；风险承受能力。
  • 执行动作：将诉求转化为排序列表：必须满足、可交换、锦上添花、不可接受。用直白的语言定义你的BATNA（如果本次谈判失败，你将采取的行动）。
  • 输出成果：目标、优先级与BATNA。
  • 检查项：有明确的底线；优先级一致（无“必须满足项”的矛盾）。

3) Negotiate success conditions first (or in parallel)

3) 优先协商成功条件（或同步协商）

  • Inputs: role success hypotheses; known org context.
  • Actions: Draft a “success conditions” conversation: what you need to deliver outcomes (headcount, budget, authority, access, OKRs). Turn requests into employer-friendly commitments and verification signals.
  • Outputs: Success Conditions & Resourcing Asks + hiring-manager agenda questions.
  • Checks: Each ask ties to business outcomes; each has a proposed verification method (written plan, role charter, org commitment).
  • 输入信息：岗位成功假设；已知的公司背景信息。
  • 执行动作：草拟“成功条件”沟通内容：你达成成果所需的资源（人员编制、预算、权限、访问权限、OKR）。将请求转化为对雇主有利的承诺与验证信号。
  • 输出成果：成功条件与资源诉求+与招聘经理沟通的议程问题。
  • 检查项：每项诉求都与业务成果挂钩；每项诉求都有拟议的验证方式（书面计划、岗位章程、公司承诺）。

4) Build the offer components + tradeoff matrix (features vs experiences)

4) 构建Offer构成要素+权衡矩阵（硬性福利vs体验价值）

  • Inputs: offer; preferences (money/title vs learning/autonomy/flexibility).
  • Actions: Inventory levers (cash, equity, sign-on, level/title, start date, scope, remote, learning budget, mentorship, role design). Identify the few highest-impact levers and plausible trade-offs.
  • Outputs: Offer Components & Tradeoff Matrix.
  • Checks: Tradeoffs are explicit (what you’ll give to get); no “ask for everything” list.
  • 输入信息：Offer内容；偏好（薪资/头衔vs学习机会/自主权/灵活性）。
  • 执行动作：梳理可协商杠杆（现金、股权、签约奖金、职级/头衔、入职日期、职责范围、远程办公、学习预算、导师指导、岗位设计）。确定影响最大的少数几个杠杆及合理的权衡方案。
  • 输出成果：Offer构成要素与权衡矩阵。
  • 检查项：权衡方案明确（为获得某一诉求你愿意放弃什么）；无“漫天要价”的列表。

5) Create an A/B/C ask package (and anchor responsibly)

5) 创建A/B/C诉求方案（合理锚定预期）

  • Inputs: tradeoff matrix; BATNA; constraints.
  • Actions: Draft three packages:
    • A (ideal): what you’d be thrilled with
    • B (target): what you expect is achievable
    • C (floor): what you can accept Include both comp and non-comp levers; choose the negotiation order (resources → comp; or parallel).
  • Outputs: Ask Package (A/B/C) + Negotiation Strategy.
  • Checks: Each package is internally consistent; C is genuinely acceptable; strategy respects timeline.
  • 输入信息：权衡矩阵；BATNA；限制条件。
  • 执行动作：草拟三个方案：
    • A（理想方案）：你最满意的结果
    • B（目标方案）：你认为可实现的结果
    • C（底线方案）：你可接受的最低标准 方案需同时包含薪酬与非薪酬杠杆；确定谈判顺序（先资源后薪酬；或同步进行）。
  • 输出成果：诉求方案（A/B/C）+谈判策略。
  • 检查项：每个方案内部逻辑一致；C方案确实是可接受的底线；谈判策略符合时间线要求。

6) Optional: propose alternative structures (contract / part-time / phased)

6) 可选：提出备选合作结构（合同工/兼职/分阶段入职）

  • Inputs: user’s flexibility goals; employer constraints.
  • Actions: If relevant, draft a low-risk alternative proposal (scope, days/week, trial period, deliverables, review point). Frame benefits to the employer (reduced risk, clear outputs).
  • Outputs: Alternative Structure Proposal (optional).
  • Checks: Proposal is specific (not “maybe contract?”); includes a clear trial + decision point.
  • 输入信息：用户的灵活性目标；雇主的限制条件。
  • 执行动作：如果相关，草拟低风险的备选提案（职责范围、每周工作天数、试用期、交付成果、评估节点）。突出对雇主的益处（降低风险、成果明确）。
  • 输出成果：备选合作结构提案（可选）。
  • 检查项：提案具体明确（而非“考虑合同工？”）；包含清晰的试用期+决策节点。

7) Draft scripts + rehearse the negotiation

7) 草拟话术脚本+演练谈判

  • Inputs: ask package; stakeholders; communication channel.
  • Actions: Write: (a) recruiter email, (b) hiring-manager agenda, (c) comp conversation script, (d) follow-up recap note. Include respectful language, pauses, and “if/then” branches.
  • Outputs: Scripts Pack.
  • Checks: Scripts are short, specific, and polite; claims are truthful; no threats/bluffs.
  • 输入信息：诉求方案；相关负责人；沟通渠道。
  • 执行动作：撰写：(a) 给招聘专员的邮件，(b) 与招聘经理的沟通议程，(c) 薪酬协商话术脚本，(d) 跟进复盘笔记。语言需礼貌得体，包含停顿环节与“如果/那么”的应对分支。
  • 输出成果：话术脚本包。
  • 检查项：脚本简洁、具体且礼貌；内容真实；无威胁/虚张声势的表述。

8) Quality gate + finalize

8) 质量审核+最终定稿

  • Inputs: full pack draft.
  • Actions: Run references/CHECKLISTS.md and score with references/RUBRIC.md. Tighten weak asks, remove vague language, add Risks / Open questions / Next steps, and produce a final negotiation-ready pack.
  • Outputs: Final Offer Negotiation Pack.
  • Checks: Pack is executable end-to-end; risks and unknowns are explicit; next meeting and next message are ready to send.
  • 输入信息：完整的谈判包草稿。
  • 执行动作：使用references/CHECKLISTS.md进行检查，并通过references/RUBRIC.md进行评分。优化薄弱的诉求点，删除模糊表述，添加风险/待解决问题/下一步行动，最终生成可用于谈判的完整包。
  • 输出成果：最终版Offer Negotiation Pack。
  • 检查项：谈判包可直接落地执行；风险与未知事项明确；下一次会议与待发送的消息已准备就绪。

Quality gate (required)

质量审核（必填项）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md。
  • 必须包含：风险、待解决问题、下一步行动。

Examples

示例

Example 1 (resources + comp): “I got a PM offer from a Series B startup. The role seems under-resourced. Help me negotiate for the right headcount/budget and a better equity package, and draft the recruiter email + hiring-manager agenda.”
Expected: Offer Negotiation Pack with success-conditions asks and a clear A/B/C package.
Example 2 (optimize for experiences): “I have two offers. One pays more, the other has better mentorship and autonomy. Help me compare trade-offs and negotiate for mentorship/training budget without losing the offer.”
Expected: Tradeoff matrix + experience-focused asks + scripts.
Boundary example: “Negotiate a SaaS vendor contract renewal with legal terms and procurement.”
Response: out of scope; use a procurement/legal negotiation workflow instead.
示例1（资源+薪酬）：“我拿到了一家B轮初创公司的PM岗位offer，这个岗位看起来资源不足。帮我协商合适的人员编制/预算，以及更好的股权方案，同时草拟给招聘专员的邮件+与招聘经理的沟通议程。”
预期输出：包含成功条件诉求和清晰A/B/C方案的Offer Negotiation Pack。
示例2（侧重体验价值）：“我有两个offer，一个薪资更高，另一个有更好的导师指导和自主权。帮我对比权衡，并在不失去offer的前提下，协商获取导师指导/培训预算。”
预期输出：权衡矩阵+侧重体验价值的诉求点+话术脚本。
边界示例：“协商SaaS供应商合同续约的法律条款与采购事宜。”
回应：超出本技能范围；请使用采购/法律谈判工作流。