Negotiating salary for an employed role

Salary negotiation involves researching a suitable range, deciding when to discuss it and assessing the whole compensation package. An offer can have room to move in benefits and working arrangements as well as base salary.

Preparation and market information

Writers may have experience of applying and interviewing but little experience of salary negotiation, making questions about fairness, counteroffers and the manager’s reaction uncomfortable. ¹ Little experience of discussing money can contribute to that unease. ²

Before applying or posting a résumé, a candidate should research a suitable salary range for that kind of job, company and geographic area. ^{3, 4} Salary information held mainly by employers creates an imbalance: writers who do not know their market worth may undervalue their expertise, while unrealistic expectations can price them out of a job. ⁵

In 2007, factors described as informing an employer’s offer included the candidate’s current salary, pay for similar jobs within the company and competitors’ offers. ⁶ A contact at the company can be asked for a broad range for medical-writing roles rather than their personal salary, which may make them uncomfortable. ⁷ Colleagues and local AMWA chapter contacts may know the company’s reputation for pay or benefits such as on-site childcare, a fitness centre or flexible hours. ^{7, 8}

Salary surveys, pay-comparison websites and occupational earnings information can help establish a range. ³ Education and relevant previous experience should be considered when using a medical-writing salary survey to estimate potential pay. ⁹

Timing the discussion

Salary questions may arise in a job advert, a recruiter’s discussion, a telephone screen, an interview or the final hiring discussion. ¹⁰ Candidates should be prepared for them but, where possible, defer negotiation until an offer has been made or is likely, allowing time to judge whether the job fits. ^{11, 4, 12}

Employer practices differed in 2007: a pharmaceutical hiring manager asked about expectations at the telephone interview to avoid proceeding outside the authorised range, whereas another employer representative favoured waiting until an offer and omitting previous or desired salary from both CV and covering letter. ¹³

Compensation beyond base salary

Salary-negotiation advice in 2007 recommended giving the approximate value of the total compensation package rather than base salary alone. ¹⁴ The package includes base salary, actual or potential bonuses, vacation and holiday pay, stock options or profit sharing, health and dental coverage, life insurance, retirement or 401(k) contributions, employee discounts, and savings from a shorter commute or telecommuting. ¹⁴

After an offer, the candidate should ask whether the salary is flexible and make a counteroffer if it is. ¹⁵ Benefits or working arrangements may have more flexibility than base pay, so priorities can include telecommuting, tuition reimbursement for an advanced degree, or funded attendance at professional conferences and therapeutic-area congresses. ¹⁵

In 2007, two employers described formula-based offers: one pharmaceutical employer used degree and experience, and a medical institute used experience and qualifications and preferred the midpoint of a range to leave room for growth. ¹³ The institute’s representative advised asking for more than expected, while warning that requests at or above the top of the range could prevent consideration; another employer representative held that reputable companies do not set out to underpay staff. ¹³

A negotiation checklist

A five-point salary-negotiation checklist from 2007 recommends: ¹⁶

1. Be prepared to discuss salary and know statistics for comparable jobs in the area.
2. Defer salary discussions until an offer is likely.
3. When prompted to discuss salary, ask the range for the position at the company.
4. When asked for a desired salary, give a range.
5. When asked about current salary, state the total compensation package received.

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