Claire Wasserman

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537 appearances 5 recordings 1 series first heard Jan 2025 last heard Jan 2025

Claire Wasserman’s voice in public audio — every appearance, attributed to the second.

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Money Rehab with Nicole Lapin · How to Get the Raise You Deserve with Claire Wasserman · 27 Jan 2025 podcast

or what they've demonstrated that they're willing to offer. Had so many women be the first person at their company to suggest, for example, bereavement leave, you know, not just paid leave. And now that's become institutionalized at their company. So you could be the first person to do this.

Second, in the conversation, in the negotiation, don't be the first one to ask for it because chances are they were going to give it to you anyway. So if you come out and say, all right, I'm asking for this amount of money. plus this benefit, they might think to themselves. Oh, that's a chip. Yeah, they just showed their hand, right? To go off of the game analogy, right?

Okay, they showed their hand. Sorry, we can't do that amount, but we could give you that perk you asked for.

So just say the number you want with no benefits, decide on the number, then go to the next part of the conversation. What are you offering for the comp? Make them show their hand first and then have in your back pocket all the other things you wanted.

That was kind of an extreme example. Yeah. Yeah. Actually, the bereavement person, the first thing she did was got extended paid family leave because she knew she wanted to have children soon and they didn't have a very good policy and made sure to bring that up.

Chances are they're going to actually just tell you all the things right off the bat that they're going to give you or you'll have done your research and you'll already know. But point being, don't. Say what you want first. Really have them tell you what's available.

I love this question. I love anything that feels really uncomfortable because I'm like, how do we not only move through this, but actually turn it into an opportunity to look good? I would love anybody out there to say, I know that you're a company that values whatever, you know, pay equity or you, you know, your talent, you know, that like humans, family.

And if there's a competitor company that does it, okay. and I know competitor company also offers it, you know, offers this.

So I'd be really excited to talk to you about the possibility of making something like this happen, almost as if you are not necessarily volunteering yourself to like create a whole new program, because I don't want anyone to put extra work on themselves unless they want to and they're getting paid for it. But like, not like, are you giving this to me or not? But like, let's work together.

Let's figure out Because maybe for them, they go, we can't fully do that right off the bat, but we could start in a small way. There could be a, all right, we don't normally let people work from home. Now, most companies do, but we don't normally let people work from home, but let's try one week out of the month, right? So you're effectively saying to them,

Here's a small version to test what I'm asking for and understanding this is a collaboration together. That you don't necessarily need a yes or a no immediately, but that you have a willingness to work with them to figure out some way to get there. Because chances are they're not able to do it right away, but they're willing to try a smaller version of your ask. So signal that.

from the beginning. And by the way, a great benefit that every single person should ask for, and not just women, subsidize childcare. Right? There are organizations out there that work with companies to get them tax breaks, if they offer childcare.

So you could even come with your own research, hey, I know about this company, you know, make it easy for them to say yes, versus putting all this work on them that they might not be prepared to receive.

Yeah, I think being proactive with what their concerns might be and addressing them off the bat. So if the concern you have is X, Y and Z, here are some suggestions that I can imagine might work. Just making sure that communication is there, you know, that you never feel like I'm not showing up or, you know, that to me is the foundation of every great relationship is communication.

Maybe that's all you need to say, to be honest. It's not that you have to have specific solutions, but that you're empathetic to the reality for them, that you're not just thinking about yourself. And use it as an opportunity to be closer to them, I think. I mean, every single person has a thing that they're worried about at work. So if you can turn this into a real human connection moment,

I have found in the most difficult times, that's when, you know, you really can create a strong bond with somebody. Yeah. But again, TMI. I mean, it's always contextual, right? So like, who is this person? And that's why I really encourage everybody to try to get to know people, even if you don't like them.

It's just, you know, kind of understanding how they operate, what their dynamic is, what their goals are, so that you can speak to that. I mean, that to me is the greatest negotiation. I mean, it's common ground, right? So you have to know what ground they're standing on too. To make it common.

Yeah, I've had that happen with a few clients of mine. I think for anybody listening or watching who's thinking, if I want more money and they're telling me no, then how could I get a signing bonus or X, Y, and Z other things that cost money, different budgets from different departments. Okay. And you'll never know if you don't ask. And also this is you being creative.

So also if you think you're a bad negotiator, but you think you're a good problem solver and you're creative, then you can be a good negotiator. So signing bonus, that's a wonderful example of exactly how do you get to what you want in a way that works for the company.

Yes, I think you should be thinking about who can I build a relationship with at this company that can give me that information. So HR, good. Recruiter, good. Honestly, executive assistants. The person, you know, they know everything. Somebody who has worked there for a long time, institutional knowledge. It's not that this one person's going to be able to give you everything.

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