Handling Offers, Rejections, and Negotiations

Question: "What emotions do you expect to feel when you get your first job offer? Your first rejection?"

• Offer emotions: Excitement, relief, anxiety, imposter syndrome ("Do I really deserve this?")
• Rejection emotions: Disappointment, self-doubt, frustration, sometimes motivation to try harder
• Both are normal and expected—everyone in the room will experience them
• Your response to both (staying professional, learning, and moving forward) determines your long-term success more than any single outcome

Reality Check: How you handle these moments can be more important than the moments themselves. A graceful rejection response can lead to a future opportunity; a thoughtful offer evaluation can set you up for years of growth.

The Psychology of Job Search Outcomes:

• Offers aren't always victories: Accepting the wrong fit for money or prestige can slow your growth or burn you out
• Rejections aren't always failures: Often about fit, timing, or internal candidates—not your ability
• Timing matters: Right opportunity at the wrong time (e.g., too early in your prep) vs. wrong opportunity at the right time—both happen
• Long-term perspective: Your first job is a step, not the destination. Most people change roles or companies within a few years

Reframing for Resilience:

• Treat every interview as practice for the next one
• Treat every offer as information—you now know your market value
• Treat every rejection as feedback, when you can get it
• Keep a running list of what you're learning so setbacks feel like progress

Beyond the Salary Number

The Complete Compensation Package:

• Base Salary: Your guaranteed annual income
• Signing Bonus: One-time payment (often with clawback clauses)
• Annual Bonus: Performance-based additional compensation
• Equity/Stock Options: Ownership stake in the company
• Benefits: Health insurance, 401k matching, PTO
• Perks: Free meals, gym memberships, learning budgets

Career Development Factors:

• Learning Opportunities: Will you grow technically and professionally?
• Mentorship: Access to senior developers and guidance
• Project Variety: Exposure to different technologies and challenges
• Career Progression: Clear path for advancement
• Skill Building: Technologies and skills you'll develop

Work-Life Balance Considerations:

• Work Hours: Expected hours per week and on-call responsibilities
• Flexibility: Remote work options, flexible schedules
• Vacation Policy: PTO days, sabbatical options
• Company Culture: Values, team dynamics, work environment
• Location: Commute, cost of living, lifestyle factors

The Offer Evaluation Framework:

1. Financial Analysis: Total compensation vs. cost of living
2. Career Impact: How does this advance your long-term goals?
3. Learning Potential: What will you learn in the first 2 years?
4. Cultural Fit: Do you align with company values and team?
5. Risk Assessment: Company stability, industry trends

Questions to Ask the Hiring Manager or Recruiter (Before You Decide):

• What does a typical day or week look like for someone in this role?
• What are the expectations for the first 90 days? First year?
• How is performance evaluated, and how often?
• What does career progression look like for someone in this role?
• What does the team structure look like, and who would I work with most?
• Is there a formal mentorship or onboarding program?
• What does the benefits package include? (Health, 401k match, PTO, professional development budget)
• What is the policy on remote work, flexible hours, or relocation?

Asking these questions shows you're serious and helps you compare offers fairly. Write down the answers so you can revisit them when making your decision.

Red Flags to Watch For:

• Pressure to accept immediately without time to consider ("We need an answer by tomorrow")
• Vague job descriptions or shifting responsibilities
• No clear career progression path or "we'll figure it out" answers
• High turnover rates or consistently negative employee reviews on Glassdoor/Blind
• Compensation significantly below market rate with no clear justification
• Reluctance to put the offer or key terms in writing
• Negative or defensive reactions when you ask thoughtful questions

Yes, You Can (and Should) Negotiate

Negotiation Myths Debunked:

• Myth: "New grads can't negotiate"
• Reality: Most companies expect some negotiation
• Myth: "They'll rescind the offer if I negotiate"
• Reality: Professional negotiation rarely leads to rescinded offers
• Myth: "I should be grateful for any offer"
• Reality: You should advocate for fair compensation

Research and Preparation:

• Market Research: Use Glassdoor, levels.fyi, PayScale for salary data
• Geographic Adjustment: Account for cost of living differences
• Company Size Factor: Startups vs. big tech vs. traditional companies
• Your Value Proposition: Unique skills, projects, experiences
• Alternative Offers: Leverage competing offers (carefully)

What to Negotiate (In Order of Likelihood):

1. Start Date: Often the easiest to negotiate
2. Signing Bonus: One-time payment to offset relocation or other costs
3. Base Salary: Annual compensation (harder but possible)
4. Vacation Time: Additional PTO days
5. Professional Development: Conference budget, training allowance
6. Equipment: Better laptop, monitor, home office setup
7. Equity: More stock options (mainly for startups)

Negotiation Scripts and Approaches:

Opening the Negotiation:

"Thank you for the offer! I'm very excited about the opportunity to join [Company] and contribute to [specific project/team]. I've done some research on market rates for similar positions, and I was hoping we could discuss the compensation package."

Making Your Case:

"Based on my research and the unique value I bring through [specific skills/projects], I was hoping we could consider a base salary of $X, which would be more in line with market rates for someone with my background."

Asking for More Time (When You Have Other Interviews or Offers):

"I'm very interested in this opportunity and want to give it the consideration it deserves. I'm also in the final stages of a couple other processes. Would it be possible to extend the decision deadline by [one week / until X date] so I can make a fully informed decision? I'll stay in close touch and let you know as soon as I can."

If They Say No to Your Salary Ask:

"I understand the salary may be fixed for this level. Are there other aspects of the package we could discuss, such as the signing bonus, start date, or professional development budget? I want to make this work and am flexible on how we get there."

If They Say "We Can't Do More at All":

"I appreciate you looking into it. The opportunity and team are still very important to me. I'll need a few days to think it over and will get back to you by [date] with my decision."

Then actually take the time. Don't agree on the spot unless you're genuinely ready. It's okay to say you need to think.

Negotiation Best Practices:

• Be Professional: Maintain a collaborative, not adversarial tone
• Be Specific: Use concrete numbers and data
• Be Reasonable: Don't ask for 50% more than the offer
• Be Grateful: Express appreciation for the opportunity
• Be Patient: Give them time to consider and respond

Turning Setbacks into Comebacks

The Immediate Response Strategy:

• Take Time to Process: Allow yourself to feel disappointed
• Respond Professionally: Thank them for their time and consideration
• Ask for Feedback: Request specific areas for improvement
• Keep the Door Open: Express interest in future opportunities
• Maintain Relationships: Connect with interviewers on LinkedIn

Professional Rejection Response (Email Template):

You can send this (or adapt it) when you receive a rejection. Keep it short, gracious, and forward-looking.

Many candidates skip this step. Sending a brief, professional reply can keep the relationship positive and sometimes leads to referrals or future consideration.

Learning from Rejection:

• Analyze the Process: What went well? What could improve?
• Identify Patterns: Are you getting rejected at the same stage?
• Skill Gaps: What technical or soft skills need development?
• Interview Performance: Communication, preparation, confidence
• Application Strategy: Are you targeting the right roles?

Common Rejection Reasons and Solutions:

• "Not enough experience": Focus on projects, internships, contributions
• "Technical skills gap": Identify and learn specific technologies
• "Cultural fit concerns": Research company culture better
• "Communication issues": Practice explaining technical concepts
• "Went with internal candidate": Nothing you could control

Bouncing Back Strategies:

• Reframe the Experience: Practice for the next opportunity
• Expand Your Search: Apply to more companies and roles
• Skill Development: Address identified weaknesses
• Network Activation: Leverage connections for referrals
• Stay Positive: Maintain confidence and momentum

When to Follow Up After Rejection:

• 3-6 months later: Check in about new opportunities
• After skill development: Share relevant new projects or certifications
• Company growth: When they're hiring heavily in your area
• Referral opportunity: When you have a strong internal advocate

Managing Competing Offers Strategically

Timeline Management:

• Understand Deadlines: When do you need to respond to each offer?
• Request Extensions: Most companies will give you a few extra days
• Accelerate Other Processes: Ask pending companies to expedite
• Be Transparent: Let companies know you have other offers
• Don't Overextend: Don't ask for unreasonable amounts of time

Leveraging Offers Ethically:

• Share Competing Offers: "I have another offer with X compensation"
• Ask for Matching: "Would you be able to match this package?"
• Highlight Preferences: "Your company is my top choice, but..."
• Be Honest: Don't fabricate offers or numbers
• Stay Professional: Don't create bidding wars

Decision-Making Framework:

1. Create a Comparison Matrix: List all factors and score each offer
2. Weight Your Priorities: What matters most to you right now?
3. Consider Long-term Impact: Where do you want to be in 3-5 years?
4. Trust Your Gut: Which opportunity excites you most?
5. Seek Advice: Talk to mentors, family, trusted friends

Declining Offers Gracefully:

Template:

"Thank you so much for the generous offer and for the time you invested in getting to know me. After careful consideration, I've decided to accept another opportunity that aligns more closely with my current career goals. I was impressed by [specific positive aspects] and hope we can stay connected for future opportunities."

Common Multiple Offer Scenarios:

• High pay vs. better learning: Consider long-term career impact
• Startup vs. big company: Risk tolerance and career stage
• Dream company vs. practical choice: Sometimes practical wins
• Local vs. relocation: Lifestyle and personal factors

Choosing Your First Professional Adventure

The Decision Matrix Approach:

Factor	Weight (1-5)	Company A	Company B
Total Compensation	4	8	6
Learning Opportunities	5	7	9
Company Culture	4	6	8
Work-Life Balance	3	9	7

Questions to Ask Yourself:

• Career Goals: Which opportunity best advances my 5-year plan?
• Learning Priority: Where will I grow the most professionally?
• Risk Tolerance: Am I comfortable with startup uncertainty?
• Personal Life: How will this affect my relationships and lifestyle?
• Financial Needs: Do I need to prioritize immediate compensation?

The 10-10-10 Rule:

• 10 minutes: How will I feel about this decision in 10 minutes?
• 10 months: How will I feel about this decision in 10 months?
• 10 years: How will I feel about this decision in 10 years?

Final Decision Factors:

• Gut Feeling: Which opportunity genuinely excites you?
• Growth Potential: Where can you make the biggest impact?
• Alignment: Which matches your values and goals?
• Opportunity Cost: What are you giving up with each choice?
• Reversibility: How easy would it be to change course later?

Remember: There's No Perfect Choice

• Every opportunity has trade-offs
• Your first job isn't your last job
• You can course-correct as you learn and grow
• The "wrong" choice can still lead to great outcomes
• Your attitude and effort matter more than the perfect opportunity

Making It Official and Protecting Yourself

Accept in Writing:

• Reply to the offer email (or use their portal) with a clear acceptance
• Restate the key terms you're accepting: title, salary, start date, any negotiated items
• Thank them and confirm next steps (e.g., paperwork, background check, onboarding)

Sample Acceptance Email (Short Version):

After You Accept:

• Withdraw from other processes: Notify other companies promptly and professionally that you're no longer in the running
• Get everything in writing: Offer letter, any side agreements, and keep copies for your records
• Complete required steps: Background check, I-9, benefits enrollment, etc., by their deadlines
• Prepare for Day One: Ask about onboarding, equipment, and anything you need to do before your start date

Feeling Like You Don't Deserve It Is Common—Here's How to Handle It

Many people feel doubt or anxiety after receiving an offer: "Did they make a mistake?" "Am I going to be found out?" This is imposter syndrome, and it's especially common at big career milestones like your first job.

Why It Happens:

• You're comparing your behind-the-scenes (your doubts, mistakes, learning curve) to everyone else's highlight reel
• New environments feel unfamiliar, and it's easy to assume everyone else "belongs" more than you
• You might be the first in your family or circle to land a role like this—there's no script

What Helps:

• They chose you. The team saw your skills, potential, and fit. Trust their process.
• Everyone starts somewhere. Senior people once had a first day too.
• Focus on learning, not proving. Your job is to grow and contribute, not to be perfect from day one.
• Talk about it. Mentors, friends, or MTS peers—many have felt the same way.

If the offer is fair and the role excites you, accept that you earned it and get ready to learn on the job.

Where to Research and How to Prepare

• Levels.fyi: Compensation data (salary, bonus, equity) by company and level—especially strong for tech
• Glassdoor: Salary ranges, benefits, and company reviews
• PayScale / Salary.com: General salary data by role and location
• Blind: Anonymous employee discussions and compensation sharing (use with a grain of salt)
• Company career pages and LinkedIn: Benefits, culture, and role descriptions
• Your network: Recent grads or people in similar roles can share real numbers and advice (respect confidentiality)

Use multiple sources and adjust for location, company size, and your specific situation. Having data makes negotiation conversations more confident and professional.

• Evaluate offers holistically: Salary matters, but so do growth, culture, and fit. Ask good questions and watch for red flags.
• Negotiate professionally: Do your research, use clear scripts, and be willing to discuss non-salary terms if base pay is fixed.
• Handle rejections with grace: Thank them, ask for feedback when possible, and keep the door open. One rejection can lead to a future opportunity.
• Manage multiple offers carefully: Be transparent about timelines, request extensions when needed, and decline other offers politely and in writing.
• Decide with a framework: Use a weighted matrix and the 10-10-10 rule. There's no perfect choice—your effort and attitude matter more.
• Accept in writing and follow through: Confirm key terms, withdraw from other processes, and complete onboarding steps on time.
• Imposter syndrome is normal: You were chosen for a reason. Focus on learning and contributing, not on being perfect from day one.

Your Complete Offer Evaluation and Negotiation Bootcamp

Week 1: Research and Preparation

Days 1-3: Market Research and Compensation Analysis

• Research salary ranges for entry-level positions in your target roles across 5 different markets
• Create comprehensive compensation comparison spreadsheets including base salary, benefits, and total package
• Analyze cost of living differences between target cities and calculate real purchasing power
• Research equity compensation at different company stages (startup vs. public company)
• Interview 3 recent graduates about their offer evaluation and negotiation experiences

Days 4-5: Offer Evaluation Framework Development

• Create a comprehensive offer evaluation matrix with weighted criteria
• Develop decision-making frameworks for different scenarios (single offer, multiple offers, etc.)
• Research and document red flags to watch for in job offers
• Create templates for professional communication during offer processes

Days 6-7: Negotiation Strategy and Practice

• Develop negotiation strategies for different types of companies and roles
• Practice negotiation conversations with friends, family, or mentors
• Create scripts for various negotiation scenarios and responses
• Research company-specific negotiation norms and practices

Week 2: Simulation and Application

Days 8-10: Offer Simulation Exercise

• Create 3 realistic job offer scenarios based on your research
• Apply your evaluation framework to each simulated offer
• Practice negotiation conversations for each scenario
• Document your decision-making process and rationale
• Get feedback from mentors or career counselors on your approach

Days 11-12: Rejection Response and Recovery Planning

• Develop professional templates for responding to rejections
• Create a systematic approach for learning from rejection feedback
• Build a rejection recovery plan including skill development and application strategy
• Practice turning rejection conversations into future opportunities

Days 13-14: Long-term Career Strategy Integration

• Connect offer evaluation criteria to your long-term career goals
• Develop a framework for evaluating future career moves
• Create a professional network maintenance plan for ongoing relationships
• Build a system for tracking and following up on professional opportunities

Required Deliverables:

1. Market Research Report: Comprehensive salary and compensation analysis
2. Offer Evaluation Matrix: Weighted framework for comparing opportunities
3. Negotiation Strategy Guide: Scripts and approaches for different scenarios
4. Simulated Offer Analysis: Detailed evaluation of 3 realistic job offers
5. Professional Communication Templates: Scripts for offers, negotiations, and rejections
6. Rejection Response Plan: Strategy for handling and learning from rejections
7. Career Decision Framework: Long-term approach to career choices
8. Network Maintenance System: Plan for ongoing professional relationships

Success Metrics:

• Research Depth: Comprehensive understanding of market compensation
• Framework Quality: Practical, weighted evaluation criteria
• Negotiation Readiness: Confident, professional negotiation approach
• Decision Clarity: Clear process for making career decisions
• Professional Communication: Polished templates and scripts

Advanced Challenges:

• Negotiate a real offer (if you have one) using your developed strategies
• Help a peer evaluate and negotiate their job offer
• Create a comprehensive guide for other students on offer evaluation
• Build relationships with recruiters and hiring managers for future opportunities
• Develop expertise in a specific aspect of compensation (equity, benefits, etc.)

Your Complete Offer Management Mastery Roadmap

Submit Your Offer Management Mastery Portfolio!

After completing your 2-week offer management simulation, submit your comprehensive homework through the Homework tab. This assignment will prepare you for the most critical moments of your job search!

Submission Deadline: Two weeks from today's meeting

This assignment could literally be worth thousands of dollars in your first job - invest the time!