Role Brief: Candidate (Internal Promotion Negotiation)

1) Your Situation

You currently hold an “intern” title but you are already delivering assistant-level production work. You were expecting an official promotion offer soon but you have now been asked into a meeting to discuss. You want to be prepared if the offer is lower than you need.

2) What You Know (Your Evidence Bank)

You can use these points, but you must choose selectively:

• You have been trained internally for 7 months specifically for this role.

• You already know the systems, vendors, workflows, and expectations.

• You have 10 months production experience, including 3 months in fine jewellery, plus internships in wholesale and PR.

• The previous person in the role earned $80k (you know this informally).

• You live in NYC (high cost base).

• You do not need medical benefits (dental only).

3) Your Objective

Your preferred salary range: $75,000–$80,000.

Your secondary outcomes (if salary doesn’t move enough):

• A written salary review at a fixed date (e.g., 3 or 6 months) with clear criteria 

• A signing bonus / one-off adjustment

• Title clarity (if title affects future salary bands)

• Confirmed scope: responsibilities, reporting line, budget authority

4) Your Walk-Away (Keep This Private)

You will accept $72,000 if you secure a written review at 3 months with measurable criteria.

Below $70,000 without a review path feels unacceptable.

(Do not reveal these numbers. They are for your internal decision-making.)

5) Constraints (Rules You Must Follow)

During the negotiation you must not:

• threaten to resign or imply you will leave

• reference “fairness”, “it’s not right”, or emotions

• list every reason you deserve more (pick one strong frame)

• mention the previous salary as a “gotcha” (you can reference market/benchmarking, but carefully)

6) Your Core Negotiation Strategy (Pick ONE Primary Frame)

Choose one frame for your entire conversation:

Frame A: Reduced risk / immediate productivity 

“Because I’m already operating in the role and trained on systems and vendors, I can contribute immediately without onboarding time.”

Frame B: Role value / scope 

“The responsibilities match assistant-level production scope. I’d like the salary to reflect the role’s contribution and accountability.”

Frame C: Market alignment / retention 

“I want the offer to align with market expectations for NYC 'fashion jewellery' production roles to ensure it’s sustainable long term.”

Pick one.... Commit to it.... Don’t blend them.

7) “Cost of Living” and “No Medical” — How to Use Them

Cost of living: only use it as market/retention sustainability, not personal hardship.

• Bad: “NYC rent is expensive.”
• Better: “For NYC market sustainability and long-term retention…”

No medical, dental only: do not lead with this. Use it later as a trade:

“If base is tight, we could explore a one-off adjustment or review path; I’m also opting out of medical which reduces overall cost.”

8) Micro-Moments to Practise (These are the skill reps)

1. The pause after the number lands (don’t counter instantly)

2. Clarifying questions before proposals 

3. Stating your frame in one sentence 

4. Asking for movement without begging 

5. If blocked: shifting to review path / conditionality 

6. Closing with a calm summary and next step

9) Your Opening Response (When They Offer $68,000)

You must respond without countering immediately. Use something like:

“Thank you, I’m really pleased about the promotion.

Before I respond to the number, can I confirm the scope and expectations for the role so we’re aligned?

I’d like the package to reflect the assistant-level responsibilities I’m already delivering.”

Then ask 1–2 clarifying questions.

10) Your Counter (Only After Clarification)

When ready: 

“Based on the scope and the fact I’m already fully trained internally, I’d like to be at $78,000. Is there flexibility to bring the base closer to that?”

If they push back, don’t argue. Move to options:

“If base flexibility is limited, could we agree a written salary review at 3 months with defined criteria and an adjustment mechanism?”

11) What Success Looks Like

You leave with one of:

• Base moved meaningfully (ideally into the 70s), or 

• A clear, written, time-bound review path that makes the lower number temporary.

12) End-of-Negotiation Summary (Your Close)

Practise finishing with a summary:

“So we’re aligned on the responsibilities, and you’re saying base is constrained right now.

The remaining question is whether we solve that via base movement today or a written review mechanism at 3 months.

What’s the best next step?”