Salary Offer Negotiation Board

How it works

Salary Offer Negotiation Board runs your offer letter through a three-phase adversarial review process instead of a single read-through:

Phase 1 — Three reviewer lenses, one at a time. Total-Comp Skeptic, Market-Rate Realist, and Negotiation Leverage Sharpener each evaluate the same offer in turn, finishing one lens's notes before the next starts.

Phase 2 — Cross-examination. Every finding gets challenged or corroborated by the other two lenses — false positives get contested with a concrete reason, and issues that multiple lenses flag get marked as higher priority.

Phase 3 — Board verdict. Every finding is tagged CONFIRMED / CORROBORATED / DISPUTED, followed by one response recommendation you can actually act on before replying to the offer.

Sample output (illustrative sample, not a real run)

Phase 3 — Board verdict

1. [CORROBORATED] Equity given as raw share count with no valuation, offer letter doesn't state current 409A price — Total-Comp Skeptic and Market-Rate Realist both flagged this. Fix: ask HR for the latest valuation before comparing offers.
2. [DISPUTED] No cost-of-living adjustment for remote — Market-Rate Realist flagged it, Negotiation Leverage Sharpener countered this may be a flat-pay policy stated elsewhere in the handbook, not an oversight. Your call.

Response recommendation: Negotiate before accepting — 1 CORROBORATED finding (equity grant with no stated valuation), ask for the 409A price and total comp breakdown first.

Use cases
Get a structured second pass on a job offer before accepting, countering, or declining
Flag the specific pattern of a base salary that looks fine in isolation but is below market once level and location are factored in
Use inside Claude Code, Codex, or OpenClaw sessions directly — paste the offer and go

FAQ

Is this legal or financial advice? No — it's a text-analysis pass on the offer letter's own wording. It flags gaps, vagueness, and negotiation angles; it does not determine what you should legally be paid. Verify market-rate claims against your own research.

What if the offer letter is missing some numbers (vesting schedule, bonus target)? The relevant lens will note the gap plainly instead of guessing — that gap itself is often a useful thing to ask HR to clarify.

Does this work for offers outside tech? Yes — the three lenses (total comp clarity, market competitiveness, unused leverage) should apply to most salaried offer letters, though the sample output above uses a startup/tech offer.