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If you’re only thinking about salary after you’ve received the offer… you’re already behind. You know you need to negotiate. To ask for more. To “know your worth.” But that skips the most important part: the prep starts way earlier. In my work, I see it constantly — people scrolling job ads on Seek, clicking ‘Apply Now’ with the same casual energy they use to order a burrito, and then scrambling weeks later when someone asks, “So, what are your salary expectations?” They don’t know. They didn’t check. And now they’re either about to price themselves out of the role… or lowball themselves out of a decent raise. Here’s how it should work instead. Step 1: Do your salary homework before you even apply Seek ads don’t generally advertise a clear salary range. It’s not hiding in the fine print — it’s just not there. But you can filter roles by salary brackets (like $100K–$120K), and that’s your first move. If you’re applying for a job and you have no idea whether it pays $85K or $135K, you’re already gambling with your time. Next, look at multiple sources. Cross-reference roles on Payscale or LinkedIn Salary. Chat to someone in the field. And please — for the love of your future pay slip — save a copy of the job ad. Take a screenshot. Print it out and frame it if you have to. Because job ads vanish, and government ads especially will often list a clear salary range… that you’ll absolutely want to refer back to when the offer finally lands. Step 2: Before the interview, get clear on what you want (and what you bring) By this point, you should have a ballpark figure in mind. But salary is just one part of the equation. You should also know what matters to you. Remote work? Extra leave? A bonus structure? A 9-day fortnight? These things don’t magically appear — you need to ask for them. But first, you need to know they’re even on your wishlist. Then — and this is where people really miss the mark — you need to get clear on your value. What problems can you solve for this employer? What have you done in your current or past roles that saved time, cut costs, or made life easier for someone else? Spoiler: It’s not just about having the job title. It’s about showing why you in this role is a better bet than someone else with a similar resume. Step 3: The offer arrives — now it’s time to negotiate Most people breathe a sigh of relief here. They got the job. Great! But that’s not the finish line. It’s the fork in the road. You can either say yes to the first number… or you can open the conversation. And no, that doesn’t mean demanding $30K more because a TikTok said you should. It means calmly saying: “Thanks so much — I’m really excited about the opportunity. Based on my experience with [insert punchy fact about you], I was hoping we could explore a range closer to $X–$Y. Is there flexibility?” It’s not aggressive. It’s not rude. It’s just professional. And if they say no to the number? You look at the rest of the package. Maybe it’s more leave. A PD budget. A WFH allowance. Maybe it’s not this job, but a better one that’s still out there — because now you know what to ask for. I’ll be honest: most people don’t do any of this. They apply blind. They interview vaguely. And they accept whatever’s offered — even if it’s 15% below what someone else in the exact same role is making. But you? You’ve got a different path now. Because the best time to start negotiating wasn’t when they sent the offer. It was three weeks ago, when you first saw the ad and decided to take this seriously. ~Lisa Your Q&AJen, C-suite, and curious Hi Lisa, I am updating my resumes. I’m an executive (C-Suite Level). I have board experience, but some of it is old (>15 years). Some of it is less than 10. Do I include the most recent and not the older board experience? I am leaning to only most recent, but I know board experience matters for executive positions. Thoughts? Thank you! Jen Hi Jen, Let’s be careful not to place perfectly good experience in the “maybe pile” simply for daring to exist before the iPhone. You’re a C-suite executive. You don’t need to hide your age like a dodgy celebrity birth year on Wikipedia. In fact, your decades of board experience? That’s the good stuff. That’s the “I’ve been trusted to make important decisions since dial-up internet” kind of credibility. So yes—include it. Not necessarily every stint from the dawn of time (we can safely leave out your 2003 six-month tenure on the Tiddlywinks Club Committee). But if a board role shows leadership, governance, strategic thinking—or even just that other smart people wanted you at the table—keep it. Here’s how you play it smart:
And don’t worry—ageism’s more of a mid-level problem. At your level, grey hair and gravitas are still in fashion. Thanks for Reading. ~Lisa |
