# Mode: negotiation — Offer Negotiation

Structured mode for when the user receives an actual job offer. Completely separate from `offer` (which evaluates job postings).

**This mode is standalone.** It reads existing data (reports, tracker, profile.yml) but creates its own output. No changes to existing pipeline behavior.

## Use These Trigger Conditions

- User says "I got an offer from [company]".
- User updates a tracker entry to Offer.
- User runs `/job-forge negotiation`.

## Step 1 — Capture The Offer

Ask the user for the offer details (or read from a document/screenshot):

| Field | Example | Notes |
|-------|---------|-------|
| Base salary | $180,000 | Annual |
| Equity/RSUs | $50,000/yr (4yr vest) | Total grant ÷ vesting period |
| Signing bonus | $20,000 | One-time |
| Annual bonus | 15% target | As % of base |
| Benefits | Standard | Healthcare, 401k match, dental, vision |
| PTO | Unlimited / 20 days | |
| Remote policy | Full remote | |
| Start date | YYYY-MM-DD | |
| Deadline to respond | YYYY-MM-DD | Critical — drives urgency |
| Level/title | Senior Engineer | |
| Other perks | $5K learning budget | Anything else |

## Step 2 — Total Comp Calculation

Compute total annual comp:

```
Base:           $180,000
Equity (annual): $50,000   (total grant ÷ vesting years)
Bonus (target):  $27,000   (base × bonus %)
Signing (annual): $10,000   (signing ÷ 2, amortized over first 2 years)
───────────────────────────
Total Year 1:   $267,000
Total Ongoing:  $257,000   (without signing bonus amortization)
```

**For equity at private companies:**
- Apply a discount: pre-IPO equity is illiquid. Common: 50-70% discount for early stage, 20-30% for late stage.
- Note the strike price if options (not RSUs). Compute current spread if possible.
- Flag if there's no secondary market.

## Step 3 — Compare Against Target & Pipeline

Read from `config/profile.yml`:
- `compensation.target_range` — is the offer within, above, or below?
- `compensation.minimum` — is it above the walk-away number?

Read from all day files in `data/applications/`:
- Count other offers at Interview or Offer stage (these in-flight offers form your leverage).
- What scores did those have? (Higher-scored alternatives = stronger negotiating position.)

```
## Leverage Assessment

Active pipeline:
- Offer: [this one] + N others
- Interview stage: N companies
- Applied (awaiting): N companies

Leverage: [Strong/Moderate/Weak]
- Strong: 2+ competing offers or 3+ active interviews
- Moderate: 1 other offer or 2+ interviews
- Weak: this is the only active opportunity
```

## Step 4 — Build Counter-Offer Strategy

Build the strategy based on leverage and gap to target.

**If offer is below target range:**
```
Recommended counter: [target midpoint + 10%]
Justification: "Based on market data for [role] at [level], 
and given [competing offers / pipeline activity], I'm targeting [range]."
```

**If offer is within target range:**
```
Recommended counter: [target top end]
Justification: "I'm excited about this role. To make the decision 
straightforward, [specific ask — e.g., bump equity, signing bonus, level]."
```

**If offer is above target range:**
```
Focus negotiation on non-comp factors: level/title, scope, 
team choice, start date flexibility, remote policy.
```

### Generate Negotiation Scripts (adapted from _shared.md)

Generate 3 scripts ready for use:

1. **Initial response** (buy time): "Thank you for the offer. I'm very interested and want to give this proper consideration. Can I have until [deadline or +3 days] to review the full package?"

<!-- isolint-disable-next-line undefined-step-reference -->
2. **Counter-offer** when comp is below the target range: Specific to the gap. Reference market data from Block D (see `modes/offer.md`) when available. Never give a single number — always a range.

3. **Acceptance** (when ready): Confirm all terms in writing. Ask for the offer letter with the agreed terms before giving verbal acceptance.

### Skip These Negotiation Anti-Patterns
- Never counter before understanding the full package
- Never reveal your current comp or other offer amounts
- Never give an ultimatum unless you're prepared to walk
- Never negotiate via email if you can do it via call (nuance matters)

## Step 5 — Build Decision Framework

Build a decision matrix when the user has multiple offers, using the same scoring dimensions from `_shared.md`.

```
| Dimension | Offer A | Offer B |
|-----------|---------|---------|
| Total comp (Year 1) | $267K | $245K |
| Equity upside | Moderate (Series C) | High (Series A) |
| Role match (from eval) | 4.5/5 | 3.8/5 |
| Growth trajectory | Clear path to Staff | Flat org |
| Remote quality | Full remote | Hybrid 2x/week |
| Gut feeling | High | Medium |
```

Include a "gut feeling" row — quantitative analysis doesn't capture everything.

## Step 6 — Save And Update Tracker

Update the tracker entry to reflect the offer.

1. Update the entry in its day file under `data/applications/YYYY-MM-DD.md`: status → `Offer`, notes → comp summary.
2. Append `## Offer Details` section to the existing report with full comp breakdown and negotiation outcome.
3. If the user accepts: status → a new note like `Accepted YYYY-MM-DD`.

## Manage The Deadline

When the user has a response deadline, run these checks in order.

1. Calculate business days remaining.
2. If < 3 business days remain AND other interviews are active, suggest: "Ask [company] for an extension — 'I want to make a thoughtful decision and have a final interview scheduled this week. Could we extend to [date]?'"
3. If the deadline is firm and leverage is weak, help the user decide with what they have.