You didn’t even try to negotiate? Most candidates aren’t trying to maximize every euro. They’re trying to feel respected.

Last week, I closed a search for a CFO role. €280K base. Strong STI variable. Solid LTI package. Marc—let’s call him that—had every credential: top‑tier experience, rare expertise, perfect timing, and a cultural fit. When the client extended the offer, Marc paused, then simply replied, “That works for me.” No counter. No pushback. Just… acceptance.

Later, over coffee, I asked him: “You didn’t even try to negotiate?” He smiled. “Pierre, the package felt fair. It’s 20% more than what I’m making now. I checked the market—it’s in line. Why would I risk it?” Most candidates aren’t trying to maximize every euro. They’re trying to feel respected.

Why senior candidates often skip the back‑and‑forth

At €150K+, I see this pattern constantly:

• If the offer reflects their expertise, their rarity, their contribution… If it’s 15-20% above their current package… If it feels aligned with market reality…
• They have a hard time negotiating.
• Not because they’re passive. Because they’ve already won what matters most: recognition.

It’s a psychological truth we often miss. People don’t just want more money. They want to know they’re valued fairly compared to their peers.

When the total package reflects expertise, rarity, and market reality, many leaders choose to walk away from the negotiation table.

When negotiation happens, here’s where it plays out:

• Base salary? — Rarely moves much, maybe a little bit for the sake of offering a bit more. Companies have brackets. They won’t blow them up.
• Variables (STI)? — Always in play. “Can we shift more weight to performance bonuses?” The usual brackets we see is between 30% and 60% for C-1 to C level (C level being for me Executive Leadership Team member).
• Long-term incentives (LTI)? — The real game. Equity. Options. Retention schemes. Can vary from 40 to 70% of annual gross salary.

Smart candidates look at “total compensation package”—not just the payslip, but the 3-year equation.

My advice?

Negotiate. But smartly. Know your market value first (ask us 😉).

Focus on the total package, not just base. Don’t negotiate for ego. Negotiate for fairness.

• If the offer feels fair? Say yes.
• If it doesn’t? Speak up with respect and without apology.
• And negotiate once, then make your choice. To me, it is not a good idea to start trench warfare with someone who wants to hire you.

Be careful here. Because the best negotiations are conversations between people who value each other.