#CareerAdvice #SalaryNegotiation #JobChallenge #Leadership
Hey everyone! So, let me share what’s been happening at work and see if I can get some advice from you all. 🤔
Today, my boss unexpectedly quit, and now everyone at the office is looking to me for guidance. This guy basically managed the entire operation for Australia, New Zealand, and South East Asia, which rakes in about $10M for our business division. We’re part of a huge company—think $40 billion—but honestly, most people outside our division don’t even know we exist.
Here’s the kicker: I’ve been around the longest (10 years), making me the unofficial second-in-command. Even though there’s no formal hierarchy, everyone reports to the boss, and that was him until now. Right now, I earn about $110k in a sales and ops role, which comes with an annual bonus ranging from $20k to $60k (usually averaging around $30k).
Now that my boss is gone, I’m being looked at to fill his shoes while also training someone new for my role and three other new hires in different departments over the next couple of months! 😩 My responsibilities will change dramatically; I’ll go from focusing on just myself to managing a direct team of 20, a distribution team of 60, and overseeing sales, operations, purchasing, production, and support across 15 countries.
I’m feeling overwhelmed, to say the least! 😵 I really want to make sure I negotiate my salary well, but I have no clue what my former boss earned.
Here are some of my thoughts:
- Is asking for 50% more ($70k) unreasonable? 💰
- I’m definitely going to be doing double the work, but am I out of my mind thinking about this increase?
- I’m 32, living in Sydney, and I don’t have a university degree… so am I asking for too much?
It’s stressful trying to figure all this out before my meeting, which I think is happening this week.
Here’s where I’d love your input:
- Have you ever been in a similar position where you had to step up unexpectedly?
- What strategies did you use to negotiate your salary or responsibilities?
- Any tips on how to approach this conversation without freaking out?
I appreciate any advice or stories you can share! Thanks for reading this long post, and I look forward to your thoughts! 🌟
That role sounds more like $200-300k
Hire me pls I need a job
What are you selling?
$40B company makes me think of tech
Somewhat similar to me. Was on. 70k base. 20k odd sales bonus, that was getting bigger every year. I asked for 95k base. 20k car allowance. Plus a slightly better bonus structure than sales. I only have a team of 6.
I will be asking for 100k base next appraisal as I know I’m on the lower end for managers based on other managers wages in my business but I had no managing experience and got kinda thrust into that position..
To sum up. I’d ask for your current base + bonuses+ however much extra you think all the extra work will be.. say 50k ontop..
Keep in mind if you stay as sales and not take the position your sales bonus may dip. As you are down a person and would likely need time to train new people.
Sounds reasonable asking an extra $70k. Heck just ask for $200k straight up
Just call your old boss and ask them.
Do you know how your current salary compares to your colleagues at the same level? If you have been there the longest it’s also possible that you’re being paid less than the newer hires unless you have pushed hard for decent raises each year. So you’d want to know what the others in your team make as well to help with seeing how your new salary would fit in the hierarchy.
You work a sales role for the last 10 years? But 10 months ago you worked security at a pub? Moonlighting gig despite being on 140+? Man, I couldn’t do it. Hats off to you if that’s the case. Even more so if you continue moonlighting once you get this huge pay bump lol
Division heads would be making far in excess of 200K. Although $10M in revenue for such a large number of staff doesn’t sound right to me.
$250k you also have whs responsibilities in that role in Australia so if there’s a major reportable incident the consequences are far greater.
If you’re managing a sales team, Id be asking for a part of my salary be based off their performance or equity given the level you’d be at
Outside of the wage increase, I’d also look at trying to put in place a bit more structure. 20 direct reports isn’t sustainable particularly if they are varied focuses and different to what you have had to look at before.
Also in regards to the wage, could you not get a copy of last month’s wages now that you are in charge of it all and work out what your old boss’s base was from that?
Contact your old boss and ask, if you can.
Advise them you will need at least this amount, plus potentially extra as you will be diving into the role head first with lots of catch up, phrase it as “i’m doing this with no training, and will invariably working extra hours with significant stress, this isnt an extra bonus for me but just compensation as i learn the role.”
I went through a similar situation a couple of years ago and ended up retaining the job longer term. So it’s crucial for you to negotiate (if you believe they trust you and want you desperately).
Initially when they offered me the role, I asked for 2 things:
– As the role was significantly more work, I told them that I expect they will compensate me accordingly. I left it to them to come back on this.
– Asked for enough power to make structural changes as needed fit with the WW approval. Told them I will build a plan for the next 12 months and need to run this role properly (as temporarily doesn’t work for me). If I don’t perform, happy to step back my original role and help them hire.
(Needed to show assertiveness and leadership here)
They came back with a 10% uplift which I rejected and said I am happy with the existing role. Then they offered 40% (was on a much higher base, so 40% was a significant number)
Feel free to PM me if you need more help.
Go as hard as you like for additional cash but also think about asking for equity. You’ve been there for 10 years so it seems like you’re in it for the long haul. By now you should also understand if equity is a good option.
Sounds like you need to watch the Lion King Simba
50% seems low…I would be asking for 300k+bonus. I’ve heard the loose benchmark before that you are worth 1:10 of what you bring in.
Honestly, sounds like he was asked to do something he didn’t want to and abandoned ship before the crew. Very unusual situation for you I’m sure. Happens more than you’d like to think.
Say you have no idea how much to ask. Ask your company to make the first offer but never accept the first offer. Add 30-50% on that
10m is not a very large sales number, and you have 80 staff? How can 10m in sales support that number of people, I’d hate to see the P&L.
But being responsible for that many people is above 150k. Your bonus is pretty impressive, that’s for sure.
There is nothing wrong with asking for 180k. They may baulk at that, but nothing wrong with asking.
Having qualifications is really unimportant. It’s your performance that will matter.
$200k with additional milestone related bonuses
Sorry to say dude, if this is stressing you out, the job itself will be way worse.
In saying that, ask for $200k and be neg. They will low ball you from there. Make sure to get performance bonus as well.
Don’t ask for a specific number. Instead, express that you expect fair compensation for the added responsibility and let them make the first offer. Once they do, use your leverage to negotiate the best possible deal.
After 10 years in sales, this negotiation should be a cakewalk.
Also call your old boss.
Ask for a range not a number. Makes it easier to negotiate.
I think it’s at least 220k plus bonuses which would be linked to maintaining operations, building a less brittle internal structure, and then, after that’s done, linked to growth and profitability.
You’ve got this. Who else would be able to do it?
Boss probably making over $150-200k plus bonus etc.
I’d aim for about $250k so it gives you both room to negotiate down if that’s what they try to do. I know a few regional Heads of departments in tech sales/opps who make between $250k-$300k + bonuses and shares.
But ask for specific details, exactly what the role entails and responsibilities as a manager, the meetings you’ll be having, who you can lean on for support if needed. Managing a team is very different from doing the actual work that the team does, you’d be managing up too.
$250k + super as an off the top of my head number
They Need you more than you need them. And remember once you go grey from the high stress workload you can’t get your youth back.
There is no friends in business so If I were in your position I’d be demanding 350k plus.
You are averaging $150k, ask for $300k. Easy to negotiate down than up.
Don’t be surprised that you are made interim in command and an outsider with management experience gets the job
Why don’t you ask a recruiter or two?. Say you’re possibly looking for a new role.
Describe the role you will be doing and ask them what the market rate is – this is what it will cost the company to replace you.
Plus It’s always good to have a written job description listing your responsibilities etc agreed with your boss prior to any new role, this will help the recruiter understand what the role looks like and give you a better answer.
You can provide this as justification for what you’re asking, your leverage is also the fact that no newbie is gonna know your job as well as you do, plus its gonna cost them 10 – 15% of the annual salary in recruitment fees to replace you…
called being competent, too bad bud
Ask for x2.
If you think an extra 70k is fair then ask for $140k above what youre on. Jesus christ. 101 of negotiation.
Start at $215k plus company car, relevant bonuses and a review in 12months time for an additional 10-20% subject to your performance. You’ll likely be selling your soul, but bater away from there. Nice opportunity to have, well done.
Go for $210k as it may give you some room to move through negotiation, counter offer bonus based on a set performance metric so that they do not leave it up to how the feel at the EOFY.
Before delving into the role, also consider if this is really what you would like to do. Being a 2IC is far different to being directly responsible and reading some of the stuff, it looks like the role is much larger in responsibilities than your current role. If you like it then you would thrive, but think long term if you aren’t really up for it. If the company is 40B revenue then for a leader who is responsible for a region and many people, atleast 220K-250K base + commission on the number your region makes is what i would say would be a fair ask…you only will need to get your negotiating skills top notch to present the confident face in asking for this number as you are on 110K right now. However the new role is more than doubling your responsibilities if not much more..
“I expect to be remunerated in line with the previous incumbent.”
80% of authority comes with the title, so people will treat you like the boss as soon as you are in the position.
You can do it.
Have you managed people before? Have you managed P&L before? If this is all new to you then I don’t think asking for $250-$300k salary is reasonable. I would go for $175k base and ask them for a management consultant or to put you through an MBA. Then ask for $200k+ once you know how to do the job.
First of all, there’s a chance that they’ll simply offer you a benchmarked salary — but in case they don’t, you should do some of your own benchmarking beforehand.
Check a few places for that title, as well as searching job postings for yourself. The “market rate” for the job will bs a range maybe 100k wide – so then your task is to argue where in that range you should be.
This is a very common scenario, where an org has to chose between bringing someone experienced in from outside (expensive) or to give someone from inside a shot at it. your advantage will be that you understand the business already.
Often the biggest challenge with an internal promotion is not qualifications but politics – especially if there are multiple people who want the job.
If the proverbial “everyone” seems to think you are the obvious pick, then you will be in a strong position to ask for middle or upper middle part of the benchmark range from the start.
Promote your knowledge of the business and speed to value, readiness for the new challenge, and the difficulty and expense of finding someone external and getting them up to speed.