谈判如何在谈判中_谈判工作的十大规则

谈判如何在谈判中

by Haseeb Qureshi

由Haseeb Qureshi

谈判工作的十大规则 (Ten Rules for Negotiating a Job Offer)

When the story of how I landed a job at Airbnb went viral, I was surprised at how infatuated people were with my negotiations. Media stories portrayed me as some kind of master negotiator — a wily ex-poker-player who was able to con the tech giants into a lucrative job offer.

当我如何在Airbnb找工作的故事广为流传时 ，令我惊讶的是，人们对我的谈判如此痴迷。 媒体报道将我描绘成某种主要的谈判代表—一个狡猾的前扑克玩家，他能够使科技巨头获得丰厚的工作机会。

This is silly. It’s silly for a lot of reasons, but one of the main ones is that in reality, my negotiation skills are nothing special. There are lots of job candidates who are better negotiators than I, to speak nothing of recruiters and other professional negotiators.

真傻 出于很多原因，这是愚蠢的，但是主要的原因之一是，实际上，我的谈判技巧没有什么特别的。 有很多比我更好的谈判者，更不用说招聘人员和其他专业谈判者了。

It just so happens that most people don’t negotiate at all, or if they do, they negotiate just enough to satisfy themselves that they did.

碰巧的是，大多数人根本不进行谈判，或者如果他们进行了谈判，他们进行的谈判足以使自己满意。

Worse yet, most of the advice out there on negotiation is borderline useless. Almost anything you read on the subject will be a vague and long-winded exhortation to “make sure you negotiate” and “never say the first number.” Beyond those two morsels of advice, you’re pretty much on your own.

更糟糕的是，目前有关谈判的大多数建议都是无用的。 您在该主题上读到的几乎所有内容都会含糊其词，并ex之以鼻，以“确保您进行谈判”和“永远不要说第一个数字”。 除了这两个建议之外，您几乎完全是一个人。

I thought to myself: why is there so little actionable advice out there about negotiation? I suspect it’s because deep down, many people believe that negotiation is inexplicable, that it’s something some people can do and others can’t, and that there’s no real way to break it down so anyone can learn it.

我心想：为什么谈判中没有那么多可行的建议？ 我怀疑这是因为深层次的了解，许多人认为谈判是莫名其妙的，有些人可以做而其他人则不能，而且没有真正的方法可以使任何人都可以学习。

I say that’s BS. Negotiation is a skill that can be learned, just like any other. I don’t believe it’s particularly elusive or hard to understand. So I’m going to try to explain how anyone can do it.

我说是BS。 谈判是一种可以学习的技能，就像其他技能一样。 我认为这不是特别难以理解或难以理解。 因此，我将尝试解释任何人都可以做到这一点。

Three caveats.

三个警告。

First: I’m not an expert. There are people who really are experts at this, and when my advice contradicts theirs, you should assume I’m wrong.

第一：我不是专家。 有些人确实是专家，当我的建议与他们的建议相矛盾时，您应该认为我是错误的。

Second: negotiation is tricky to generalize about because it’s deeply intertwined with social dynamics and power. The appropriate advice for an Asian male in Silicon Valley may not be appropriate for a black woman in Birmingham, Alabama. Racial, sexual, and political dynamics accompany you to the negotiating table.

第二：谈判很难一概而论，因为它与社会动力和权力紧密地交织在一起。 对于硅谷亚洲男性的适当建议可能不适用于阿拉巴马州伯明翰的黑人女性。 谈判桌上伴随着种族，性和政治动向。

At the same time, I want to caution against overemphasizing these factors. Being afraid to negotiate out of fear of discrimination can often be just as deleterious as discrimination itself.

同时，我要警告不要过分强调这些因素。 害怕出于歧视而无法进行谈判通常会与歧视本身一样有害。

Ceteris paribus, negotiate aggressively.

Ceteris paribus，积极进行谈判。

Third: I’m the first to admit that negotiation is stupid. It’s a practice that inherently benefits those who are good at it, and is an absurd axis on which to reward people. But it’s a reality of our economic system. And like most collective action problems, we’re probably not going to be able to abolish it any time soon. In which case, you might as well improve at it.

第三：我是第一个承认谈判是愚蠢的人。 这种做法从本质上使那些擅长此事的人受益，并且是奖励人们的荒谬轴。 但这是我们经济体系的现实。 与大多数集体行动问题一样，我们可能很快将无法废除它。 在这种情况下，您不妨改进它。

So here’s my guide to negotiation. It’s going to be split into two parts: this first part will be about conceptualizing the negotiating process, about how to begin the process and set yourself up for maximal success. The second part will be advice on the actual back-and-forth portion of negotiating and how to ask for what you want.

所以这是我的谈判指南。 它分为两个部分：第一部分将概念化谈判过程，关于如何开始过程并为最大的成功做好准备。 第二部分将为实际的来回谈判以及如何问您想要的内容提供建议。

Let’s take it from the top.

让我们从顶部开始。

“找工作”是什么意思 (What it means to “get a job”)

In our culture we call entering the employment market “trying to get a job.” This is an unfortunate turn of phrase. “Getting a job” implies that jobs are a resource out in the world, and you’re attempting to secure one of these resources. But that’s completely backwards. What you are actually doing is selling your labor, and a company is bidding for it.

在我们的文化中，我们称进入就业市场是“试图找到工作”。 这是一个不幸的转折。 “找到工作”意味着工作是世界上的一种资源，而您正在尝试保护其中一种资源。 但这完全是倒退。 您实际上所做的是出售您的劳动力，而一家公司正在竞标它。

Employment is just striking a mutual deal in the labor market.

就业只是在劳动力市场上达成共识。

Like any market, the labor market only functions well if it’s competitive. This is the only way to ensure fair and equitable pricing. Imagine you were a farmer selling watermelons. Would you just sell your watermelons to the first buyer who agreed to purchase them? Or would you survey the marketplace of buyers, see the best price (and business partner) you could get, and then make an informed decision on which buyer to sell to?

像任何市场一样，劳动力市场只有在具有竞争力的情况下才能发挥良好的作用。 这是确保公平合理定价的唯一方法。 想象你是一个卖西瓜的农民。 您是否只将西瓜卖给同意购买的第一个买家？ 还是您会调查买方的市场，查看可获得的最佳价格(和业务伙伴)，然后根据明智的决定将卖方出售给哪个买方？

And yet, when people talk about the labor market, they think “oh, a company wants to give me a job! What a relief!” As though having a job were in itself some special privilege for which a company is the gatekeeper.

然而，当人们谈论劳动力市场时，他们会想：“哦，一家公司想给我一份工作 ！ 终于解脱了！” 好像工作本身就是公司的把关人的特殊特权。

Dispel yourself of this mindset.

消除这种思维定势。

A job is just a deal. It is a deal between you and a company to exchange labor for money (and other things you value).

工作只是一笔交易。 您与公司之间的一项交易是用劳力交换金钱(以及您重视的其他事物)。

This might sound like an abstract point, but you should absolutely approach negotiation from this perspective.

这听起来似乎很抽象，但是您绝对应该从这个角度进行谈判。

谈判的作用 (The role of negotiation)

Negotiating is a natural and expected part of the process of trying to make a deal. It’s also a signal of competence and seriousness. Companies generally respect candidates who negotiate, and most highly attractive candidates negotiate (if for no other reason, because they often have too many options to choose from).

谈判是达成交易过程中自然而预期的一部分。 这也是能力和认真程度的信号。 公司通常会尊重进行谈判的候选人，而最具吸引力的候选人会进行谈判(如果没有其他原因，因为他们经常有太多选择余地)。

At the risk of spouting truisms: always, always negotiate. It doesn’t matter how good or bad you think you are. You never damage a relationship by negotiating.

冒着撒谎的风险：永远，永远谈判。 无论您认为自己好坏，都没关系。 您绝不会通过谈判破坏人际关系。

In all my time as an instructor at App Academy, out of hundreds of offers negotiated, only once or twice were offers ever rescinded in negotiations. It basically never happens. And when it does, usually the candidate was being an unconscionable asshole, or the company was imploding and needed an excuse to rescind the offer.

在我担任App Academy讲师的所有时间里，在谈判的数百个报价中，只有一次或两次被谈判取消。 基本上不会发生。 而且当这样做时，通常候选人是一个不合情理的混蛋，或者该公司正处于崩溃之中，需要借口撤销该提议。

You might think to yourself: “well, I don’t want to set high expectations, and the offer is already generous, so I ought to just take it.”

您可能会想：“ 好吧，我不想设定很高的期望，而且报价已经足够了，所以我应该接受它。 ”

No. Negotiate.

不可以。

Or maybe: “I don’t want to start off on the wrong foot and look greedy with my future employer.”

或者也许是：“ 我不想从错误的脚步开始，对我的未来雇主感到贪婪。 ”

No. Negotiate.

不可以。

“But this company is small and — “

“但是这家公司很小，而且-”

No. Shut up. Negotiate.

不，闭嘴 谈判。

We’ll talk more in the next section about why a lot of these objections are BS, and fundamentally misapprehend the dynamics of hiring. But for now, just trust me that you should always negotiate.

在下一节中，我们将更多地讨论为什么许多反对意见是BS，并且从根本上误解了招聘的动态。 但是现在，请相信我，您应该始终进行谈判。

谈判十大原则 (The ten rules of negotiating)

I’ve tried to boil down negotiation to ten rules. The rules, in order of appearance, are:

我试图将谈判简化为十个规则。 规则按出现顺序为：

1. Get everything in writing
   以书面形式获得一切
2. Always keep the door open
   永远保持开门状态
3. Information is power
   信息就是力量
4. Always be positive
   永远保持乐观
5. Don’t be the decision maker
   不要做决定者
6. Have alternatives
   有其他选择
7. Proclaim reasons for everything
   宣布一切理由
8. Be motivated by more than just money
   不仅受金钱激励
9. Understand what they value
   了解他们的价值
10. Be winnable
    赢得胜利

We’ll only get through some of these in this blog post, and the rest will appear in the second part. But I’ll explain each rule as we get to it.

我们将仅在此博客文章中介绍其中一些内容，其余内容将显示在第二部分中。 但是，我将在解释每个规则时对其进行解释。

So let’s start from the top and try to walk through a negotiation process from the very beginning. For most, that starts when you receive an offer.

因此，让我们从头开始，尝试从头开始逐步进行谈判。 对于大多数情况，这从您收到要约开始。

报价对话 (The offer conversation)

You’ve just received the phone call: your interview went well, and after much deliberation they decided they like you. They want to make you an offer. Congratulations!

您刚刚接到电话：您的采访进行得很顺利，经过深思熟虑，他们认为他们喜欢您。 他们想给您一个报价。 恭喜你！

Don’t get too excited though. The fun is just getting started.

不过不要太兴奋。 乐趣才刚刚开始。

Thank your recruiter. Sound excited — hopefully this won’t be hard. Before jumping into details, try to ask for specific feedback on your interview performance. If they give it to you, this will help you gauge how much they want you, as well as tell you things you can improve on in your next interview(s).

谢谢你的招聘人员。 听起来很激动-希望这不会很难。 在跳入细节之前，请尝试询问有关面试表现的具体反馈。 如果他们给了你，这将帮助您评估他们想要多少，并告诉您在下一次面试中您可以改进的地方。

Now time to explore the offer.

现在是时候探索报价了。

Rule #1 of negotiating: have everything in writing.

谈判的规则＃1：一切都以书面形式进行。

Eventually, they’ll give you information about the offer. Write it all down. Doesn’t matter if they’re going to send you a written version later, write everything down. Even if there are things that are not directly monetary, if they relate to the job, write them down. If they tell you “we’re working on porting the front-end to Angular,” write that down. If they say they have 20 employees, write that down. You want as much information as you can. You’ll forget a lot of this stuff, and it’s going to be important in informing your final decision.

最终，他们会为您提供有关优惠的信息。 全部写下来。 以后是否要给您发送书面版本都没关系，请写下所有内容 。 即使有些不是直接与金钱有关的东西，如果它们与工作有关，也要写下来。 如果他们告诉您“我们正在努力将前端移植到Angular”，请写下来。 如果他们说有20名员工，请写下来。 您需要尽可能多的信息。 您会忘记很多这些东西，这对于通知您的最终决定很重要。

Depending on the company, they’ll also tell you about the equity package. We’ll look more specifically at equity in part II, but be sure to write everything down.

根据公司的不同，他们还会向您介绍股权激励方案。 在第二部分中，我们将更具体地讨论股权问题，但请务必将所有内容记下来。

The rule from here on out is that everything significant you discuss will have some kind of a paper trail. Often, the company won’t even send you an official offer letter until a deal is finalized. So it falls to you to confirm all of the important details in subsequent e-mails.

从现在开始的规则是，您讨论的所有重要内容都会有某种书面记录。 通常，在交易达成之前，公司甚至不会给您发送正式的录取通知书。 因此，您需要确认后续电子邮件中的所有重要细节。

So yadda yadda, lots of details, writing stuff down, oh there’s a joke, time to laugh. Now the recruiter is done talking and you’re done asking all of your questions.

所以yadda yadda，很多细节，写下东西，哦，开个玩笑，该笑了。 现在招聘人员已经完成谈话，您已经完成了所有问题的提问。

Your recruiter will now say something along the lines of “so what do you think?”

现在，您的招聘人员会说“” 。 ”

This seems innocuous, but your reply here is critical, because there’s a lot you can say to weaken your position. This is your first decision point.

这似乎是无害的，但是您在这里的答复很关键，因为您可以说很多削弱您的职位的机会。 这是您的第一个决定点。

A decision point is a moment in the negotiation where your interlocutor wants to compel you to make a decision. If they succeed in tying you to a position, they will close the door on further negotiating. Of course “what do you think?” is a subtle prod. But it is the beginning of many attempts to get you to make a premature commitment.

决策要点是谈判中的一刻，对话者要强迫您做出决定。 如果他们成功地将您绑在某个职位上，他们将在进一步的谈判中关门。 当然“你怎么看？” 是一个微妙的产品。 但这是许多尝试使您过早作出承诺的开始。

This leads to rule #2 of negotiating: always keep the door open. Never give up your negotiating power until you’re absolutely ready to make an informed, deliberate final decision.

这导致了谈判的规则2：始终保持大门敞开。 在绝对准备好做出明智的，深思熟虑的最终决定之前，切勿放弃您的谈判能力。

This means your job is to traverse as many of these decision points as possible without giving up the power to continue negotiating. Very frequently, your interlocutor will try to trick you into making a decision, or tie you to a decision you didn’t commit to. You must keep verbally jiu-jitsu-ing out of these antics until you’re actually ready to make your final decision.

这意味着您的工作是遍历尽可能多的决策点，而又不放弃继续谈判的权力。 通常，您的对话者会试图诱骗您做出决定，或者将您与未承诺的决定联系起来。 在您准备好做出最终决定之前，您必须从口头上保持柔术柔韧性。

保护信息 (Protecting information)

There’s an uncomfortable silence by now, and their “what do you think?” is hanging in the air.

到现在为止，令人不舒服的沉默，他们的“ 您怎么看？ 悬在空中。

If you say “yes, that sounds amazing, when do I start?” you implicitly accept the offer and completely close the door on the negotiation. This is your recruiter’s number one favorite thing to hear. It stands to reason you probably shouldn’t do this.

如果您说“ 是的，那听起来很棒，我什么时候开始？ 您暗含接受报价，并完全关闭了谈判的大门。 这是招聘人员最喜欢的事情。 它是有原因的，您可能不应该这样做。

But their second favorite thing to hear you say is “can you do 90K instead of 85K?” This also closes the door, but for a different and more subtle reason. And it’s the number one reason why most people suck at negotiation.

但是，他们听到您说的第二个最喜欢的事情是“ 您可以做90K而不是85K吗？ 这也关了门，但出于另一个更微妙的原因。 这是大多数人都讨厌谈判的第一原因。

Rule #3 of negotiating: information is power. To protect your power in the negotiation, you must protect information as much as possible.

谈判的规则3：信息就是力量。 为了保护谈判中的权力，您必须尽可能地保护信息。

A company doesn’t give you insight into what it’s thinking. It doesn’t tell you its price range, how much it paid the previous candidate with your experience, or anything like that. It intentionally obfuscates those things. But it wants you not to do the same.

公司不会让您洞悉其想法。 它不会告诉您其价格范围，根据您的经验向前一个候选人支付了多少钱或类似的价格。 它故意混淆了这些东西。 但是它希望您不要这样做。

A company wants to be like a bidder in a secret auction. But unlike the other bidders, it wants to know exactly how high all of the other bids are. It then openly intends to exploit that knowledge, often by bidding one cent more than the second highest bid.

公司希望像秘密拍卖中的投标人一样。 但是与其他竞标者不同，它想确切知道所有其他竞标的价格。 然后，它公开打算利用这一知识，通常出价要比第二高的出价高一美分。

Yeah, no. Screw that. It’s a silent auction, and to keep it that way, you must protect information.

是的不 拧紧。 这是一个无声的拍卖，要保持这种状态，您必须保护信息。

In many situations, the only reason why you have any negotiating power at all is because the employer doesn’t actually know what you’re thinking. They might not know how good your other offers are, or how much you were making in your last job, or how you weigh salary vs equity, or even how rational you are as a decision-maker. Bottom line, you want them to be uncertain on exactly what it would take to sign you.

在许多情况下，您根本没有任何谈判能力的唯一原因是因为雇主实际上并不了解您的想法。 他们可能不知道您的其他提议的水平，或者您上一份工作的收入是多少，或者您如何权衡工资与权益，甚至不知道您作为决策者的理性程度。 最重要的是，您希望他们不确定要签署什么协议。

When you say “can you do 90K instead of 85K,” you’ve told them exactly what it will take to make you sign. The sheet’s pulled back, the secret auction is up, and they’re going to bid 90K (or more likely, 87K). And they know there’s almost no risk in doing so, because you’ll probably accept.

当您说“ 您可以做90K而不是85K ”时，您已告诉他们要进行签名的确切条件。 工作表被撤回，秘密拍卖结束，他们将出价90K(或更可能的是87K)。 他们知道这样做几乎没有风险，因为您可能会接受。

What if you were the kind of person who wouldn’t even consider an offer below 110K? Or the kind of person who wouldn’t consider an offer below 120K? If you were, you wouldn’t ask for 90K, and if they offered it as conciliation, you’d tell them to stop wasting your time.

如果您是那种甚至不考虑低于11万的要约价格的人怎么办？ 还是那种不会考虑报价低于12万的人？ 如果是的话，您不会要求90K，如果他们提供调解是90K，您会告诉他们不要浪费时间。

By staying silent, they don’t actually know which of those kinds of people you are. In their mind, you could be any of the three.

通过保持沉默， 他们实际上并不知道您是哪种类型的人。 在他们看来，您可以是这三个中的任何一个。

A corollary of this rule is that you should not reveal to companies what you’re currently making. There are some exceptions, but as a rule you should assume this. If you must divulge what you’re making, you should be liberal in noting the total value of your package (incorporate bonuses, unvested stock, nearness to promotion etc.), and always mention it in a context like “[XYZ] is what I’m currently making, and I’m definitely looking for a step up in my career for my next role.”

此规则的必然结果是，您不应向公司透露您目前正在做的事情。 有一些例外，但通常应假定是这样。 如果您必须透露自己的所作所为，则应该放心地注意到您的包裹的总价值(包括奖金，未投资的股票，接近晋升等)，并始终在“ [XYZ]是我目前正在工作，我肯定会在我的下一个职位上寻求职业发展。 ”

Companies will ask about your current compensation at different stages in the process — some before they ever interview you, some after they decide to make you an offer. But be mindful of this, and protect information.

公司会在流程的不同阶段询问您当前的报酬-有些是在他们面试您之前，有些是在他们决定要价之后。 但是请注意这一点，并保护信息。

So given this offer, don’t ask for more money or equity or anything of the sort. Don’t comment on any specific details of the offer except to clarify them.

因此，鉴于此报价，请不要索要更多的金钱或股本或任何其他形式的东西。 除了对报价进行澄清外，请勿对报价的任何具体细节发表评论。

Give away nothing. Retain your power.

什么都不给。 保持力量。

Say instead:

改为说：

“Yeah, [COMPANY_NAME] sounds great! I really thought this was a good fit, and I’m glad that you guys agree. Right now I’m talking with a few other companies so I can’t speak to the specific details of the offer until I’m done with the process and get closer to making a decision. But I’m sure we’ll be able to find a package that we’re both happy with, because I really would love to be a part of the team.”

“是的，[COMPANY_NAME]听起来不错！ 我真的以为这很合适，很高兴你们同意。 目前，我正在与其他几家公司进行交流，因此，在我完成流程并逐步做出决定之前，我无法谈论报价的具体细节。 但是我敢肯定，我们将能够找到一个我们都满意的软件包，因为我真的很想成为团队的一员。”

Think like the watermelon farmer. This offer is just the first businessman who’s stopped by your watermelon patch, glanced over your crops, and announced “I’ll take all of these right now for $2 a melon.”

像西瓜农民一样思考。 这项报价只是第一个被您的西瓜停下来，瞥了一眼庄稼的商人，并宣布“我现在将以每片2美元的价格买下所有这些瓜。”

Cool. It’s a big market, and you’re patient — you’re a farmer after all. Just smile and tell them you’ll keep their offer in mind.

凉。 这是一个很大的市场，您要有耐心-毕竟您是农民。 只是微笑着，告诉他们您会牢记他们的报价。

And this is super important: always be unequivocally positive.

这是非常重要的：永远要明确肯定。

积极性的重要性 (The importance of positivity)

Staying positive is rule #4 of negotiation. Even if the offer sucks, it’s extremely important to remain positive and excited about the company. This is because your excitement is one of your most valuable assets in a negotiation.

保持积极态度是谈判的规则4 。 即使要约很糟糕，对公司保持积极和兴奋也非常重要。 这是因为您的兴奋是谈判中最有价值的资产之一。

A company is making you an offer because they think you’ll do hard work for them if they pay you. If you lose your excitement for the company during the interview process, then they’ll lose confidence that you’ll actually want to work hard or stay there for a long time. Each of those makes you less attractive as an investment. Remember, you are the product! If you become less excited, then the product you’re selling actually loses value.

一家公司之所以向您报价是因为他们认为，如果他们付钱给您，他们会为他们努力。 如果您在面试过程中对公司不满意，那么他们将失去对您实际上想努力工作或长期待在公司的信心。 这些都会使您的投资吸引力降低。 记住，您就是产品！ 如果您变得不那么兴奋，那么您所销售的产品实际上就会失去价值。

Imagine you were negotiating with someone over buying your watermelons, but the negotiation took so long that by the time you’d reached an agreement, your watermelons had gone bad.

想象一下，您正在与某人就购买西瓜进行谈判，但是谈判花了很长时间，以至于您达成协议时，西瓜已经变质了。

Companies are terrified of that. They don’t want their candidates to go bad during a negotiation. Hence why they hire professional recruiters to manage the process and make sure they remain amicable. You and the recruiter share the same interest in that regard. If a company feels like you’ve gone bad, suddenly they’re a lot less willing to pay for you.

公司对此感到恐惧。 他们不希望候选人在谈判中变坏。 因此，为什么他们聘请专业的招聘人员来管理流程并确保他们保持友善。 您和招聘者在这方面有着相同的兴趣。 如果一家公司感觉您情况不佳，突然之间他们就不愿为您付款了。

So despite whatever is happening in the negotiation, give the company the impression that 1) you still like the company, and that 2) you’re still excited to work there, even if the numbers or the money or the timing is not working out. Generally the most convincing thing to signal this is to reiterate you love the mission, the team, or the problem they’re working on, and really want to see things work out.

因此，尽管谈判中发生了什么事，但给公司留下的印象是：1)您仍然喜欢公司，并且2)即使数字，金钱或时机不理想，您仍然很高兴在公司工作。 通常，最有说服力的信号是，重申您喜欢任务，团队或他们正在解决的问题，并且真的希望看到事情解决。

不要做决定者 (Don’t be the decision-maker)

You can wrap up the conversation now by saying:

现在，您可以通过以下方式结束对话：

“I’ll look over some of these details and discuss it with my [FAMILY / CLOSE_FRIENDS / SIGNIFICANT_OTHER]. I’ll reach out to you if I have any questions. Thanks so much for sharing the good news with me, and I’ll be in touch!”

“我将仔细研究其中一些细节，并与我的[FAMILY / CLOSE_FRIENDS / SIGNIFICANT_OTHER]进行讨论。 如有任何问题，我会与您联系。 非常感谢您与我分享这个好消息，我们会保持联系！”

So not only are you ending the conversation with the power all in your hands, but note there’s another important move here: you’re roping in other decision-makers.

因此，您不仅要用手中的力量来结束对话，而且要注意这里还有另外一个重要举措：您正在吸引其他决策者。

Rule #5 of negotiation: don’t be the decision-maker. Even if you don’t particularly care what your friends/family/husband/mother thinks, by mentioning them, you’re no longer the only person the recruiter needs to win over. There’s no point in them trying to bully and intimidate you; the “true decision-maker” is beyond their reach.

谈判的规则5：不要做决定者。 即使您并不特别在乎您的朋友/家人/丈夫/母亲的想法，通过提及他们，您也不再是招聘人员赢得胜利的唯一人选。 他们毫无意义地试图欺负和恐吓您。 “真正的决策者”是他们无法企及的。

This is a classic technique in customer support and remediation. It’s never the person on the phone’s fault, they’re just some poor schmuck doing their job. It’s not their decision to make. This helps to defuse tension and give them more control of the situation.

这是客户支持和修复中的经典技术。 这绝不是电话上的错，他们只是做事的糟糕表现。 这不是他们的决定。 这有助于缓解紧张局势，使他们对局势有更多的控制权。

It’s much harder to pressure someone if they’re not the final decision-maker. So take advantage of that.

如果某人不是最终决策者，给他施加压力要困难得多。 因此，利用这一点。

Okay!

好的！

We have our first offer. Send a follow-up e-mail confirming all of the details you discussed with your recruiter so you have a paper trail. Just say “just wanted to confirm I had all the details right.”

我们有我们的第一个报价。 发送一封后续电子邮件，以确认您与招聘人员讨论的所有详细信息，以便您进行书面跟踪。 只需说“ 只是想确认我所有的信息都正确。 ”

Groovy. Next step is to leverage this to land other offers and find the best deal we can find in the job market.

时髦。 下一步是利用它来获得其他职位，并找到我们在就业市场上可以找到的最佳交易。

获得其他优惠 (Getting other offers)

Turns out, it doesn’t matter that much where your first offer is from, or even how much they’re offering you. Just having an offer in hand will get the engine running.

事实证明，您的第一笔报价来自哪里，无论他们为您提供多少价格都无所谓。 只要有报价就可以使发动机运转。

If you’re already in the pipeline with other companies (which you should be if you’re doing it right), you should proactively reach out and let them know that you’ve just received an offer. Try to build a sense of urgency. Regardless of whether you know the expiration date, all offers expire at some point, so take advantage of that.

如果您已经准备好与其他公司合作(如果做得对，就应该这样做)，您应该主动与他们联系，并让他们知道您刚刚收到了要约。 尝试建立紧迫感。 无论您是否知道到期日期，所有报价都会在某个时候到期，因此请充分利用它。

“Hello [PERSON],

“你好[PERSON]，

I just wanted to update you on my own process. I’ve just received an offer from [COMPANY] which is quite strong. That said, I’m really excited about [YOUR AMAZING COMPANY] and really want to see if we can make it work. Since my timeline is now compressed, is there anything you can do to expedite the process?”

我只是想根据自己的流程来更新您。 我刚刚收到了[COMPANY]的报价，报价很高。 就是说，我对[您的惊人公司]感到非常兴奋，并真的想看看我们能否使它成功。 由于我的时间轴现在已经压缩，您可以采取什么措施来加快流程？”

Should you specifically mention the company that gave you an offer? Depends. If it’s a well-known company or a competitor, then definitely mention it. If it’s a no-name or unsexy company, you should just say you received an offer. If it’s expiring soon, you should mention that as well.

您是否应该特别提及为您提供报价的公司？ 要看。 如果是知名公司或竞争对手，那么绝对要提一下。 如果这是一家没有名字的公司或不具吸引力的公司，则应说收到了要约。 如果即将到期，您也应该提及。

Either way, send out a letter like this to every single company you’re talking to. No matter how hopeless or pointless you think your application is, you want to send this signal to everyone who is considering you in the market.

无论哪种方式，都向与您交谈的每个公司发送这样的一封信。 无论您认为自己的应用程序有多大希望，都希望将此信号发送给在市场上考虑您的每个人。

Second, if there are any other companies you are looking to apply to (whether through referral or cold application), or even companies at which you’ve already applied but haven’t heard back, I would also follow up with a similar e-mail.

其次，如果您要申请其他公司(无论是通过转介还是冷销申请)，或者甚至您已经申请但还没有回音的公司，我也会跟进类似的电子申请。邮件。

So why do this? Isn’t this tacky, annoying, or even desperate?

那为什么要这样做呢？ 这不是俗气，烦人甚至是绝望吗？

None of the above. It is the oldest method in history to galvanize a marketplace — show that supplies are limited and build urgency. Demand breeds demand. Not every company will respond to this, but many will.

以上都不是。 振兴市场是有史以来最古老的方法-表明供应有限并具有紧迫性。 需求孕育需求。 并非每家公司都会对此做出回应，但很多人都会做出回应。

Isn’t it stupid that companies respond to this though?

公司对此做出回应不是很愚蠢吗？

为什么公司在乎其他优惠 (Why companies care about other offers)

When I wrote about the story of my own job search, I mentioned how having an offer from Google made companies turn around and expedite me through their funnels. Many commentators lamented at the capriciousness of these companies. If Uber or Twitch only talked to me because of Google and until then weren’t willing to look at me, what did that say about their hiring processes? What legitimately are they evaluating, if anything at all?

当我写自己的求职故事时 ，我提到了Google提供的报价如何使公司转身并通过他们的渠道加快我的工作。 许多评论员对这些公司的反复无常感到遗憾。 如果Uber或Twitch只是因为Google而与我交谈，而在那之前不愿意看我，那这对他们的招聘流程有何看法？ 他们是否合理评估(如果有的话)？

I think this response is totally backwards. The behavior of tech companies here is actually very rational, and you would do well to understand it.

我认为这种回应是完全落后的。 高科技公司的行为实际上是非常理性的，您应该很好地理解它。

First, you must realize what a company’s goal is. A company’s goal is to hire someone who will become an effective employee and produce more value than their cost. How do you figure out who will do that? Well, you can’t know for certain without actually hiring them, but there are a few proxies. Pedigree is the strongest signal; if they did it at other companies, they can probably do it at yours. And if someone trusted within the organization can vouch for them, that’s often a strong signal as well.

首先，您必须了解公司的目标是什么。 公司的目标是雇用一个将成为有效员工并产生比其成本更高的价值的人。 您如何确定谁会这样做？ 好吧，如果不实际雇用他们就无法确定，但是有一些代理。 家谱是最强烈的信号； 如果他们在其他公司做到这一点，他们可能会在您的公司做到这一点。 而且，如果组织内受信任的人可以为他们提供担保，那么通常这也是一个强烈的信号。

But turns out, almost everything else is a weak signal. Weak in the sense that it’s just not very reliable. Interviews, if you think about it, are long, sweaty, uncomfortable affairs that only glancingly resemble actual employment. They’re weird and can’t tell you that much about whether an individual will be good at their job. There’s no way around this. There are a few stronger signals, like bringing someone in for a week or two on a contract-to-hire position, but strong candidates won’t consider this. So candidates as a whole have effectively forced companies to assume almost all of the risk in hiring.

但是事实证明，几乎所有其他一切都是微弱的信号。 从某种意义上说它不是很可靠，这很弱。 如果考虑一下，面试是一件漫长，汗流，背，不舒服的事情，看上去只是实际工作。 他们很奇怪，无法告诉您有关个人是否会做好工作的太多事情。 这是不可能的。 有一些更强烈的信号，例如以合同聘用的身份聘请某人一周或两周，但强大的候选人不会考虑这一点。 因此，应聘者整体上已经有效地迫使公司承担招聘的几乎所有风险。

The truth is, knowing that someone has passed your interview just doesn’t say that much about whether they’ll be a good employee. It’s as though you knew nothing about a student other than their SAT score. It’s just not a lot of data to go off.

事实是，知道有人已经通过面试只是不说太多关于自己是否会成为一个好员工。 就像您对学生的SAT分数一无所知。 剩下的数据很多。

Nobody has solved this problem. Not Google nor anyone else.

没有人解决这个问题。 没有Google或其他任何人。

And this is precisely why it’s rational for companies to care that you’ve received other offers. They care because each company knows that their own process is noisy, and the processes of most other companies are also noisy. But a candidate having multiple offers means that they have multiple weak signals in their favor. Combined, these converge into a much stronger signal than any single interview. It’s like knowing that a student has a strong SAT score, and GPA, and won various scholarships. Sure, it’s still possible that they’re a dunce, but it’s much harder for that to be true.

这就是为什么公司要关心您收到其他报价的原因。 他们之所以在意，是因为每个公司都知道自己的流程很嘈杂，而其他大多数公司的流程也都很吵。 但是有多个要约的候选人意味着他们有多个有利的弱信号。 综合起来，它们融合成一个比任何一次采访都强大得多的信号。 这就像知道一个学生的SAT分数和GPA强，并获得了各种奖学金一样。 当然，它们仍然是笨蛋，但要做到这一点要困难得多。

This is not to say that companies respond proportionally to these signals, or that they don’t overvalue credentials and brands. They do. But caring about whether you have other offers and valuing you accordingly is completely rational.

这并不是说公司对这些信号做出了相应的响应，或者说它们并没有高估证书和品牌。 他们是这样。 但是，关心您是否还有其他报价并据此对您进行估值完全是合理的。

So this is all to say — tell other companies that you’ve received offers. Give them more signal so that they know you’re a valued and compelling candidate. And understand why this changes their mind about whether to interview you.

因此，这就是说–告诉其他公司您已经收到了报价。 给他们更多的信号，使他们知道您是一个有价值的，令人信服的候选人。 并了解为什么这改变了他们是否要面试您的想法。

As you continue interviewing, remember to keep practicing your interview skills. The single strongest determinant of your final offer will be the number and strength of offers that you receive.

在继续面试时，请记住继续练习面试技巧。 最终报价中最重要的决定因素是您收到的报价的数量和强度。

关于时间的一些建议 (Some advice on timing)

You want to be strategic about the timing of your offers. Generally, you should try to start interviewing at larger companies earlier. Their processes are slower and their offer windows are wider (meaning they allow you more time to decide). Startups are the other way around.

您想对报价的时间有战略意义。 通常，您应该尝试更早开始在大型公司进行面试。 他们的流程较慢，报价窗口更宽(这意味着它们可以让您有更多的时间来决定)。 创业公司则相反。

Your goal should be to have as many offers overlapping at the same time as possible. This will maximize your window for negotiating.

您的目标应该是尽可能多地重叠多个优惠。 这将最大化您的谈判窗口。

When you receive an offer, often the first thing you should ask for is more time to make your decision. Especially in your first offer, more time is by far the most valuable thing you can ask for. It’s time that enables you to activate other companies and end up with the strongest possible offer. So be prepared to fight for time.

当您收到要约时，通常您应该要求的第一件事是更多的时间来做出决定。 尤其是在您的第一个报价中，更多的时间是您所能要求的最有价值的东西。 是时候让您激活其他公司并最终获得最强大的报价。 因此，准备争取时间。

如何处理爆炸性报价 (How to approach exploding offers)

Hoo boy.

哦，男孩。

Exploding offers are offers that expire within 24–72 hours. You won’t see this much at big companies, but they’re becoming increasingly common among startups and mid-sized companies.

爆炸性报价是指在24-72小时内到期的报价。 在大型公司中您不会看到太多，但是在初创公司和中型公司中它们变得越来越普遍。

Exploding offers suck, and I share most people’s disdain for this practice. But I do understand it. Exploding offers are a natural weapon for employers to combat a strong hiring market for tech workers. Companies know exactly what they’re doing with exploding offers — they play on fear and limit your ability to seek out counteroffers.

爆炸式报价很烂，我也与大多数人一样不赞成这种做法。 但我确实了解。 爆炸性报价是雇主与强大的技术工人竞争的自然武器。 公司完全知道他们在处理报价爆炸式增长中所处的状态–他们恐惧经营，限制了您寻求还价的能力。

In a sense, it’s unsurprising that if startups have more difficulty attracting and securing talent, they’d resort to this practice. What I don’t like is the dishonesty about it. Employers often justify this by saying:

从某种意义上说，如果初创企业在吸引和确保人才方面有更多困难，他们会采取这种做法就不足为奇了。 我不喜欢的是它的不诚实。 雇主通常说出这样的理由：

“If you need more time than this, then that’s a sign you’re not the kind of person we’re looking for.”

“如果您需要的时间比这更多，那么这说明您不是我们要找的人。”

Please don’t buy this crap or feel guilty over it. They’re simply doing this to improve their chance of closing candidates. Needing more than three days to make a life decision isn’t a sign of anything other than thoughtfulness.

请不要购买这种胡扯或对它感到内.。 他们只是这样做是为了增加他们关闭候选人的机会。 需要超过三天的时间来做出人生决定，除了周到之外，别无其他迹象。

So what should you do if you receive an exploding offer?

那么，如果收到爆炸性的报价该怎么办？

Exploding offers are anathema to your ability to effectively navigate the labor market. Thus, there is only one thing to do. Treat the offer as a non-offer unless the expiration window is widened.

爆炸性报价使您无法有效地驾驭劳动力市场。 因此，只有一件事要做。 除非扩大有效期，否则将要约视为不提供。

In no uncertain terms, convey that if the offer is exploding, it’s useless to you.

毫无疑问，要传达的是，如果要约激增，对您毫无用处。

Example conversation:

对话示例：

“I have one big concern. You mentioned that this offer explodes in 48 hours. I’m afraid this doesn’t work at all for me. There’s no way that I can make a decision on this offer within a 48 hour window. I’m currently wrapping up my interview process at a few other companies, which is likely to take me another week or so. So I’m going to need more time to make an informed decision.”

“我有一个大问题。 您提到此优惠在48小时内激增。 恐怕这对我根本不起作用。 我无法在48小时内做出关于此优惠的决定。 我目前正在其他几家公司完成面试程序，这可能要再花我一周左右的时间。 因此，我将需要更多时间来做出明智的决定。”

If they push back and say this is the best they can do, then politely reply:

如果他们退后说这是他们所能做的最好的事情，那么请礼貌地回答：

“That’s really unfortunate. I like [YOUR COMPANY] and was really excited about the team, but like I said, there’s no way I can consider this offer. 48 hours is just too unreasonable of a window. The next company I join will be a big life decision for me, and I take my commitments very seriously. I also need to consult with my [EXTERNAL_DECISION_MAKER]. There’s no way that I can make a decision I’m comfortable with in this short an amount of time.”

“那真的很不幸。 我喜欢[您的公司]，并为团队感到非常兴奋，但是就像我说的那样，我无法考虑这个提议。 48小时的窗口实在是太不合理了。 我加入的下一家公司对我而言将是一个重大的人生决定，我非常认真地履行自己的承诺。 我还需要咨询我的[EXTERNAL_DECISION_MAKER]。 在短时间内，我无法做出让我满意的决定。”

Pretty much any company will relent at this point. If they persist, don’t be afraid to walk away over it. (They probably won’t let that happen, and will come grab you as you’re walking out the door. But if they don’t, then honestly, screw ‘em.)

在这一点上，几乎任何公司都会屈服。 如果他们坚持下去，不要害怕走开。 (他们可能不会让这种情况发生，当您走出大门时，它们会抓住您。但是，如果他们不这样做，说实话，那就拧他们。)

I was given several exploding offers during my job search. And every time, I did essentially this. Every single offer immediately widened to become more reasonable, sometimes by several weeks.

在找工作期间，我得到了一些爆炸性的提议。 每次，我基本上都是这样做的。 每个报价立即扩大到变得更合理，有时要几个星期。

I want to emphasize, lest I be misunderstood here — what I’m saying is not to just silently let an exploding offer expire, and assume that everything will be fine and they’ll still hire you. They won’t. For exploding offers to be a credible weapon, a company has to have a reputation of enforcing them. I’m saying explicitly call this out as an issue when they make the offer.

我想强调一下，以免引起我的误解-我的意思是不要默默地让爆炸性的报价到期，并假设一切都会好起来的，他们仍然会雇用您。 他们不会。 为了使报价成为可靠的武器，公司必须在执行报价方面享有声誉。 我是说他们提出要约时明确指出这是一个问题。

Don’t let a company bully you into giving away your negotiating power.

不要让一家公司欺负您放弃谈判能力。

谈判心态 (The Negotiating Mindset)

Before we enter into the actual back-and-forth, I want to examine the mindset you should have as a negotiator. This applies not just to how you approach the conversation, but also to how you think about the company.

在进行实际的来回讨论之前，我想研究一下您作为谈判者应具备的思维方式。 这不仅适用于您如何进行对话，也适用于您对公司的看法。

Do not fall into the trap of valuing companies solely along one dimension. That means don’t just value companies based on salary, equity, or even on prestige. Those are all important dimensions, but so are cultural fit, the challenge of the work, learning potential, later career options, quality of life, growth potential, and just overall happiness. None of these inherently trump any of the other. Anyone who tells you “just choose wherever you think you’ll be happiest” is being just as simplistic as someone who says “just choose the one that offers the most money.” All of these things matter, and your decision should be genuinely multi-dimensional.

不要陷入仅凭一个维度对公司进行估值的陷阱。 这意味着不仅要根据薪水，股权甚至声望来对公司进行估值。 这些都是重要的方面，但文化适应性，工作挑战，学习潜力，以后的职业选择，生活质量，增长潜力以及整体幸福感也是如此。 这些都不是固有地胜过其他任何东西。 告诉您“只要选择您认为自己会最幸福的地方”的人，就跟说“只需选择收入最高的人”的人一样简单。 所有这些事情都很重要，您的决定应该真正是多维的。

Be open to being surprised as you explore different companies.

当您探索不同的公司时，请保持惊讶的态度。

It’s also important to understand that companies don’t all value you along the same dimension either. That is, different companies are genuinely looking for different skills, and there are some companies at which you will be more and less valuable. Even at peer companies this is true, especially so if you have a specialized skill-set.

同样重要的是要了解，公司也不都是在相同的维度上都重视您。 也就是说，不同的公司真正在寻找不同的技能，并且有些公司的价值会越来越低。 即使在同行公司中也是如此，尤其是如果您具有专业技能。

The more companies you talk to, the more likely you are to find a company to which you are significantly more valuable than the rest. Chances are this is where you’ll be able to negotiate your strongest offer. It might surprise you which company this turns out to be; keep an open mind, and remember that a job search is a 2-sided process.

与您交谈的公司越多，您找到一家比其他公司更有价值的公司的可能性就越大。 这是您可以谈判最优惠的报价的机会。 可能会让您感到惊讶的是，这家公司是哪家公司； 保持开放的态度，并记住求职是一个两面的过程。

One of the most valuable things you can do for yourself in this process is to really try to understand how employers think and what motivates them. Understanding your interlocutor is extremely important in negotiation, and we’ll be exploring that a lot in the next blog post.

在此过程中，您可以为自己做的最有价值的事情之一就是真正地尝试了解雇主的想法和动机。 在谈判中，了解您的对话者非常重要，我们将在下一篇博客文章中进行很多探讨。

But most of all I want to emphasize: be curious about the other side. Try to understand why employers think the way they do. Be sympathetic toward them. Care about what they want and help them try to get it. Adopting this mindset will make you a much stronger negotiator, and accordingly, a much better employee and team member.

但最重要的是我要强调：对另一边感到好奇。 试着理解为什么雇主会这样思考。 对他们表示同情。 关心他们想要什么，并帮助他们尝试获得它。 采用这种思维方式将使您成为一个更强大的谈判者，从而使您成为一个更好的员工和团队成员。

Okay. That’s as far as we’re going for today. In the next blog post, I’m going to cover the last four rules of negotiation. I’ll also go over the actual back-and-forth process — how to ask for what you want, how to strengthen offers, and how to dismantle the tricks that companies will try to pull on you. Also a lot more on the theory of negotiation, which I really dig.

好的。 那就是我们今天要去的。 在下一篇博客文章中，我将介绍谈判的最后四个规则。 我还将介绍实际的来回过程-如何问您想要的东西，如何加强报价，以及如何消除公司将试图利用您的技巧。 我还深入探讨了谈判理论。

Do share this post if you found it useful! And follow me on Twitter for updates.

如果发现有用，请分享！ 并在Twitter上关注我以获取更新。

Update: You can read part 2 here!

更新： 您可以在这里阅读第2部分 ！

Until next time,

直到下一次，

Haseeb

哈西卜

(This was originally posted on haseebq.com. You can read more of my stuff there, including my advice on how to break into the tech industry.)

(这最初发布在haseebq.com上 。您可以在此处阅读更多内容，包括有关如何进入科技行业的建议 。)

翻译自: https://www.freecodecamp.org/news/ten-rules-for-negotiating-a-job-offer-ee17cccbdab6/

谈判如何在谈判中