I’ve applied for an in-house management position with a private company in the international equipment manufacturing industry. They are based in the US (East Coast) and I was specifically told there is no equity when I initially asked what TC was. The pay range is between $125-$140k, but I told recruiter that was too low given the responsibilities and position. She replied that there is “wiggle room and ability to get creative.” What do you think is fair for “wiggle room” and sign-on or any other negotiations? There's the potential for a 10-15% bonus, but it's not guaranteed. I was also told that the company is expanding and I can expect the legal team to grow. For reference; I'm currently at a law firm. I would definitely like to go in-house, but I don't want to lowball myself. (I’ll be a non-equity partner in January.) I live in a high cost of living area (metro area) and it’s been really hard to get an in-house position. I’ve had a number of interviews but no dice. I was thinking even with a small pay cut (if they’re able to get there) it would be a good opportunity to get my foot in the door. Is this the wrong way of thinking? I'm looking for any advice because I’m wading into uncharted waters. - Thanks!

General Counsel Responses:

  • That seems really low. In-house counsel range (non managing) for a large company in my mind is 135k to 250k base. I’d imagine managing should be more than that.

Counsel Responses:

  • You need to figure out what you want your total compensation number to be and then back into it from there by maxing out base, factoring in bonus, and then using equity to fill in the gap to reach your ideal tc. What your ideal tc should be depends in large part on the geography, type of company, industry, and the role.
  • This seems like a low ball offer and I’m not sure there’s enough wiggle room without an equity component.
  • Look at Robert Half’s in-house salary calculator, it won’t be spot on but it’ll be close. I don’t think I’d engage further unless they added another $100k to the both ends of the range they gave you.
  • If you’re senior enough to almost make partner, this seems very low and even wiggle room may not get you there unless this is a dream job regardless of pay. If not, I’d hold out and find another opportunity.
  • I’ve heard it takes 6-12 months, so that’s normal. This totally depends on your priorities, though. If any in-house gig is the priority, then I guess this is the first one and you should take it? If a good, well-paying one is the priority, I’d keep looking and have the partner title on top of that. Also all of this depends on your practice and years of experience.
  • No one has to know your salary but you. For future jobs you’ll just name the range you want. Taking a lower salary won’t hold you back if it’s a job that will look good.
  • Different industry, but I’m not even the managing attorney at my private company and my total compensation is more than double that. If you’re almost a partner you can find a better in-house role. That kind of compensation is for a junior person switching in-house, particularly in a high cost of living area.
  • I'm in a different industry and location, but this feels very very low to be honest. They should be comparing with NEP level at your current place - not your current salary - and aiming for that (even if they fall short). If you take this much of a pay cut, you’ll be stuck with it for every move after this. If you’ll be a partner soon, you’ll have plenty of opportunity to get in house. Why rush to this low ball offer you’ll be stuck at for a few years?
  • If you live in one of the states/places where they definitely wouldn’t know current salary, it might be OK. I do not live in one of those places. Also, in my experience, partnership opens fewer doors in-house than it closes: you have to explain why you became partner just to switch six months later and there is a worry that you’ll be too expensive (or if you’re not, that you’re only switching because you weren't good at partnership). Always tell them your compensation upfront if you are trading down (regardless of whether you have to). Did you say you’d be OK with a substantial drop? Because this definitely feels like a try-on now. If you say, “I’d be open to small pay cut”; and they respond with, “OK, how about 30%+ cut”, it's not a legitimate conversation, in my opinion.
  • I don't know what that pay range means for them. One offer I had was for $160K and they would not budge past $165K. Another offer I had was for $225-250K depending on years of experience. The ranges vary entirely. Ask for what you want and see where it gets you or ask for their best offer / top of range.
  • Creative and wiggle room often means “lower base but we’ll guarantee a bonus of X” or something similar.
  • I'm in a different industry, two years licensed and my compensation is that range in-house. Don’t sell yourself short.

Attorney and Associate Responses:

  • This seems pretty low given your level of experience. I can’t imagine you couldn’t find a higher paying job so only take this if there are other compelling justifications.
  • That seems incredibly low to me. That’s non-profit level salary.

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