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1) Check for your industry's salary jump range (glassdoor, recruiter salary reports etc)
2) Were you headhunted or did you source for it yourself?
3) Is this a lateral jump (same level, different pay) or an upwards jump (promotion)?
4) like Yudit mentioned, factor annual compensation instead of just looking at monthly salary.
5) For traits, quantify as much as possiible what you have done for your existing company (e.g. bring in X dollars of sales within 6 months, clinched 10 new clients in a year, grew a team from 1 to 5 within 2 years etc).
6) Lastly, what's the worse that could happen even if you ask for a higher range? Of course don't be ridiculous and ask for 50% increase, what I like to do is ask for 30% with the expectation that they would go to 15-20% -- so far it has worked for me!
Look whether it's fmore beneficial if you shows your current salary as monthly or annually. Personally, I was once in a company where the bonus was fantastic, but montly salary is low. I also got extra allowance for travel which normally not reflected on the monthly salary. In that logic, it would be more beneficial if I show my whole package salary + bonus + allowance as annual amount. From there I can negotiate 10-20% increase, then divide onto 12 months as monthly salary.
Hope this tip can help.
29 Sep 2020
Back End Engineer at Seedly
The only thing you need to stress on is your work output and how much you've contributed as an indis...
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