Offer LeverageNegotiate Well & Launch Strongly

High-level summary

• Reframes the negotiation around total compensation, not just base.
• Sets a 30-60-90 governance plan so the new role compounds value from day one.

Outputs the client receives

• ✓Total comp analysis (base, STI, LTI, sign-on, severance)
• ✓Negotiation sequencing plan
• ✓Counter-offer scripts
• ✓30-60-90 onboarding plan
• ✓First-year governance checkpoints

Warning signs

• You are applying effort but cannot explain why conversion is not improving.
• Your answer to “what next?” changes depending on the role in front of you.
• Recruiters or hiring managers summarise your value more weakly than you would.

Common mistakes

• Moving to applications before the offer leverage constraint is properly fixed.
• Using broad claims instead of concrete evidence, context and commercial outcomes.
• Trying to sound senior by adding length rather than improving signal.

Practical exercise

Write a one-page constraint brief: target role, strongest evidence, current conversion leak, next three actions and the measure you will review seven days from now.

Client example

A senior technical leader had strong experience but low market signal. By treating offer leverage as a governed workstream rather than a vague coaching topic, the story became easier for decision-makers to understand, sponsor and test in interview.