I think this is great advice. You're not always in a position to use this advice, this is the most extreme approach, but I think it's good to be aware of the mo

I think this is great advice. You're not always in a position to use this advice, this is the most extreme approach, but I think it's good to be aware of the most extreme approach. Very often a lot of this doesn't apply. 2 Years ago the company I work for really struggled to fill the roles in my team. We would've been very flexible with compensation to bring people in. Today we simply don't have that problem, if you push too hard we have about 3 other good people for the role. 1 year ago we would've dismissed you out of hand for working from home, today that would absolutely be part of our negotiating armory. It's very important to probe and find out where the company is flexible. Also, it is actually true that if you've really managed to sell yourself to HR and got a big old salary and you end up on my team underperforming it's going to be a much bigger problem for you. At my current company you want to be underpaid and overperform - because our compensation structure is highhly bonus orientated so you don't need to worry about it working out. At previous companies I've worked at your compensation for the entire tenure at the company is set the day you sign - bonuses and salary budget are both determined as a % of base pay and your ability to increase your compensation is basically a fight between you and the rest of the team who are all part of one budget (horribly dysfunctional system, accidentally hire 1 person at a grade level lower than where they should be and it's going to completely screw your whole team's compensation for the next couple of years).