10 Rules of Salary Negotiation (how to raise your offer from Meta, Google, etc.)

0:02hello there if you are about to

0:03negotiate your salary after receiving a

0:05drop offer this might be the most

0:06important most valuable video that

0:08you've ever watched um grab a pen and

0:10paper and take notes because with me is

0:11an expert in salary negotiation um it's

0:14Annie Annie thanks so much for doing

0:15this with us thank you so much for

0:17having me I'm honored to be here um yeah

0:19a little bit about me I was the first

0:21hire at a small startup that focused on

0:23uh engineers and high level Executives

0:25negotiating their compensation so I

0:27worked with hundreds of individuals

0:29across many Fang compan companies um and

0:30helped folks make uh hundreds of

0:32thousands of additional dollars in their

0:33offers so very excited to share uh the

0:35tips and tricks that I've learned over

0:37the past few years cool all right let's

0:38get stuck into it Annie what's what's

0:40the first commandment of negotiating

0:42your salary yeah so first and foremost

0:45the number one thing that I hear from

0:47customers uh you know especially women

0:49is that they don't buy into their own

0:50value you know they don't believe that

0:52they should negotiate and so first and

0:54foremost buy into your own value you are

0:56being considered for these positions

0:58because you're a talented engineer

1:00because you're bringing something unique

1:01to the table so you know don't be afraid

1:05to really step forward and just don't

1:07let that impostor syndrome hold you back

1:08you know you're here for a reason you

1:10deserve the compensation that you're

1:11asking for would you even say that you

1:14should always negotiate an offer like

1:17just as a given even if you think oh

1:19that's great like you should always do

1:20it like why not right absolutely because

1:23I think it can really be a great

1:24barometer for the company's morals and

1:26values you know the more willing they

1:27are to negotiate with you the more

1:29they're bought into you you as well

1:30that's just a really good sign right so

1:32make an attempt the worst thing they can

1:34do is tell you no yeah yeah definitely

1:36okay that's a that's that's a good

1:39mindset to go into it with then um what

1:41about number two yeah so I think a lot

1:43of other people will say things like

1:45well I don't have any other offers so

1:46how can I really leverage my offer to

1:48get more and I think more so than

1:50anything especially in the engineering

1:52space leveraging your value ad is really

1:54going to be crucial here so one document

1:56that I really encourage folks to spend

1:58some time working on is your 30 60 90day

2:00goals for your time within the role that

2:03you're looking at right so you know talk

2:05to your future manager sit them down and

2:07really highlight your knowledge of the

2:09role of the position and weave in your

2:12prior experience at other companies that

2:14you know justifies like you know based

2:16on my time at meta I implemented a tool

2:18that saved us you know x amount of money

2:20and I'm going to do that here at door

2:21Dash to help gain x amount of Revenue

2:23right it just sort of solidifies that

2:25you're the best person for the job and

2:26I'd say have that conversation after

2:28they've given you the offer right at

2:30this point it's not like you're still

2:31trying to interview it's just that

2:33you're reassuring your manager that they

2:34made the right decision sure and I guess

2:38at some places like um Google I know

2:40people sometimes get matched with teams

2:42after you know they get the offer first

2:43before they've been matched with the

2:44team so I guess that could make it

2:46difficult to be specific about what

2:48you're going to do if you don't actually

2:49know like what you're going to be

2:50working on yet but you could still have

2:52that conversation and kind of double

2:54down and like consolidate what you're

2:57offering for them right so you can still

2:59outline something and that still kind of

3:01ties into our third Point too which is

3:03about asking the right questions and

3:05setting up the right dialogues right

3:06because even in a situation with Google

3:08where you're team matching post getting

3:09your uh final round interviews done I

3:12would recommend set up at least two to

3:14three calls with people on the team as

3:16well as your manager right and you want

3:18to understand key portions like you know

3:21what problems are the team facing what

3:22Solutions have they implemented in the

3:24past and what's worked and what's not

3:25worked because you don't want to put

3:26together this 30 60 90day presentation

3:28with a bunch of stuff that they've

3:29already tried right that's not really

3:30gonna serve much so you know ask these

3:33questions and also you know it's in your

3:35best interest to do this anyway because

3:37you want to understand like is your

3:39manager you know a good person to work

3:41for you know so talk to those team

3:43members ask those tough questions and

3:45then other questions that you want to

3:46ask especially with the state of the

3:47economy is stuff that will protect you

3:49in the event of a layoff so you're going

3:50to want to ask how long this role is

3:52open for right because you know if the

3:54role has been opened for a short period

3:55of time it's more likely that it could

3:57be affected by a layoff versus if you

4:00seen that role has been open for the

4:01last like three to five months right and

4:03then the other question that you want to

4:04ask is how close is the team to the

4:06profit arm now most Engineers are fairly

4:08close but you still just want to get

4:09that Insight you know if you're trying a

4:11new experimental product versus

4:13something that's tried and true and has

4:14been around for a while might have an

4:16impact right okay yeah that's that's

4:18really interesting so uh the fourth

4:20Commandment that I really encourage

4:21people to think about is strengthening

4:23their position right because I think you

4:25know especially if you've been the

4:26victim of a layoff if you've been

4:27unemployed for an extended period of

4:29time that Gap in your resume really

4:30needs to get covered right you know that

4:32the longer that Gap exists the more

4:34question marks start popping up and from

4:36like an urgency standpoint if you don't

4:39have a source of income coming in

4:40obviously that creates a lot more

4:42urgency from your end of like I need to

4:43get a job I'll just accept whatever

4:45right so there's a there's moves that

4:47you can make to be strategic in how to

4:48strengthen your situation like you know

4:50talk to uh colleagues and see if they're

4:52starting small startups that you could

4:53be a part-time adviser for that can help

4:55get some Revenue coming in that can also

4:57just help with your mindset where you're

4:58not just sitting all day agonizing about

5:01oh you know how am I going to make this

5:02work um do passion projects you know

5:05I've had friends who've built um you

5:06know custom bots to help them trade

5:08cryptocurrency you know just for fun and

5:10putting that on your resume uh can show

5:12that you're passionate about what you're

5:13doing because you're doing this in your

5:14own free time right um and you know

5:17don't also be afraid to apply for lower

5:20level positions with strong company

5:21names because you can still use phrases

5:23like oh I'm in consideration with meta

5:25when you're talking to other companies

5:27that you're excited about right okay

5:29yeah nice okay so this I guess this is a

5:31this is an important tactic to use maybe

5:33this is kind of earlier on before you've

5:35got the offer um to kind of set put

5:37yourself in a better position going

5:38forward so yeah so yeah so so yeah get

5:41get a part-time job or get do do a

5:44passion project get it on your resume to

5:46increase your chances and yeah I love

5:48that I love being able to being able to

5:50say that you're in consideration with

5:52another company without having to say

5:53that it's actually a much a much more

5:56Junior role that that that's a nice

5:57little trick yeah yeah and that just

6:00really ties into our next commandment

6:01about information being currency here

6:03right because you know ultimately there

6:05are key pieces of insight that you want

6:07from the recruiter and vice versa and

6:09you have to be very strategic about what

6:11you're sharing and how you're sharing it

6:13right I love that phrase in

6:14consideration it could mean anything it

6:16could mean that you've got an offer in

6:17hand it could mean that you've just

6:18applied on the on the portal right and

6:21so being strategic about how you're

6:22sharing your competing opportunities is

6:24great because I think a lot of times

6:26people just want to you know they get

6:27these other offers and they're so

6:29excited about them that they just want

6:30to share them and use them to their

6:32fullest extent but you don't want to

6:33play your cards all at once right you

6:34know you want to be mindful about that

6:36and um so you know if you give a

6:39recruiter a crumb of information just

6:41let them push for more details more

6:43often than not they won't you know if

6:45you say I'm in consideration with meta

6:47they might say what's your timeline

6:48there and you can say well you know I'm

6:49early stages or I'm about Midway through

6:52but you know be very careful about when

6:54you're saying things like oh I have an

6:55offer or something like that because

6:57that's like blood in the water for

6:58recruiters they're like what's the deal

6:59details when is it expiring you know how

7:01much Equity all that stuff and you might

7:02not be ready to answer that yet right

7:04okay okay and then also I guess the the

7:08one of the number one things that people

7:10recruiters ask um is what are your

7:13salary expectations for this role um and

7:17or they might ask what you earning at

7:18the moment and and I guess you should

7:21try and not give that information right

7:23like it's very difficult to say no to to

7:26someone that you're trying to get a job

7:27from right but right and it can be to

7:29because like for example in the United

7:31States in Most states it's illegal for

7:32them to ask you what you're currently

7:34making right and um you know you can

7:36kind of hide behind things like oh I'm

7:37not comfortable sharing that and even if

7:39you're in a European country or a place

7:41where maybe that's not a law you can

7:43still say I'm not comfortable sharing

7:44because it is very personal um but when

7:46it comes to your salary expectations it

7:47does get challenging right because

7:49sometimes on the application it'll be a

7:50red asterisk field right and you kind of

7:53have to fill something in I usually

7:54would tell folks to type in those uh

7:56scenarios let's talk about it when we're

7:58further along but I've seen them now

7:59where they make you input a like a a

8:01number in there and they get mad if you

8:03enter zero right so I would say um in

8:05some situations you can see the posted

8:08salary range depending on the state you

8:09are in the United States like California

8:11New York Seattle a lot of states or

8:13Seattle Washington um you can uh see the

8:16salary range listed on the job posting

8:19right that's kind of a legally mandated

8:20thing that's not everywhere so do your

8:22best to try to do some research and my

8:25general frame of reference is you know

8:27think about what you're currently making

8:28add a percentage on top of that that you

8:30think would make sense that would be

8:32make you excited to leave and then add a

8:34little bit more for just hedging you

8:36know because you never want to ask for

8:37exactly what you want you want to ask

8:39for above what you want so that way you

8:40know that's kind of the strategy there

8:43okay okay nice great okay um next what's

8:47what's number six yeah so the best

8:49person to talk to here I think a lot of

8:50times there's confusion about you know

8:51who do I talk to in the negotiation

8:53should I just talk to the recruiter and

8:54I would say talk to the decision maker

8:56right don't waste your time um kind of

8:58dallying with HR because they are just a

9:00middle person right their whole job is

9:03to take your salary requests go back to

9:05the compensation committee share those

9:07salary requests get their approval and

9:09then come back and share that with you

9:11right so they don't have any Authority

9:13um and your manager is really the person

9:14who can go behind the scenes who has

9:16Sway With the comp committee who can go

9:18to like VPS svps and say hey this is why

9:20Tom deserves higher compensation right

9:23so that's why I think it's really

9:24important when you have that 30 60 90day

9:26conversation you do it after you've

9:27gotten an offer you do it with your

9:29manager and towards the end of that

9:31dialogue you kind of weave in well based

9:33on the work that I'm doing as well as

9:35you know um whatever your other leverage

9:36opportunity is whether it's a promotion

9:38or other company you know based on this

9:39and my other offers I would be looking

9:41for a compensation of XYZ and you share

9:43that straight up with your manager now

9:45there is a chance that your manager

9:46might just be like well uh you know I

9:48don't do this this is the recruiter's

9:50job you know and that's fine but at

9:52least you've made the ask with them and

9:53they can they have to sign off on it too

9:56right so you know your recruiter is

9:57still going to go to them and be like

9:58hey is this kosher so it just kind of

10:00helps uh Grease the wheels in advance if

10:02that makes sense yeah yeah that makes

10:04sense yeah I guess I guess it can be you

10:07can make you a bit anxious kind of

10:09asking for more time you know from this

10:11from this manager that you know they're

10:13busy they've already you're you're chuff

10:14that they've given you the you know the

10:16the green light for the offer you don't

10:18want to kind of ask for more but but yes

10:20they they won't they're not going to

10:22think that you're pushy for for doing it

10:24right like they they're going to

10:26understand that this is what people do

10:27it won't be the first time that

10:29especially if they're at a big company

10:30you know like met or Google it's not

10:31going to be the first time that somebody

10:32a candidate has done this and so even if

10:35they say no then that's fine that

10:36they're not going to kind of uh change

10:37their mind and and recommend that you're

10:40not given the job anymore yeah exactly

10:42they'll actually respect you more for

10:43being very thoughtful about this yeah

10:45you know because I think a lot of times

10:47um you know you are interviewing them

10:49just as much as they're interviewing you

10:51right and you want to make sure you're

10:52doing your due diligence there um but I

10:54think one of the things that I see folks

10:56get the most anxious about is you know

10:58how do I respond to these um things from

11:02my recruiter from my manager these harsh

11:03pieces of push back right you know what

11:05push back should I even anticipate and I

11:08think it's really important before you

11:10have these dialogues to really sit down

11:11and think okay what's the worst thing

11:12that they could say and then how can I

11:14respond to that you know I'm very much a

11:16prepare for the worst hope for the best

11:17kind of person so think through like you

11:19know if they're saying things like oh um

11:22you know I don't know maybe it just

11:24doesn't seem like you're a great fit if

11:25you're so focused on money and you're

11:26not focusing on the mission of the

11:28company or whatever you know think about

11:29how are you going to respond to things

11:31like that and typically the guidance

11:32that I give is um use the excitement

11:35sandwich so the excitement sandwich is

11:37basically like a similar to the

11:38compliment sandwich in management where

11:40it's like when you give yourself give

11:41someone um a piece of negative feedback

11:43you do positive feedback negative

11:45feedback positive feedback I've eaten

11:47I've eaten a couple of compliment

11:48sandwiches in my time yes sometimes they

11:50don't taste that great uh you know um

11:53but the excitement sandwich is kind of

11:54similar and you know ultimately your

11:57recruiter really cares about are you

11:59going to sign with them that's how they

12:00get benefited in their metrics is if you

12:02sign with the company so they're not

12:04going to do a ton of work for you if

12:05they believe you've got one foot out the

12:06door so if you can really uh frame it as

12:08like I'm so excited about this

12:10opportunity the one thing that I'm

12:11struggling with is the compensation if

12:13we could get the compensation to a place

12:15I'm excited about I'd be happy to sign

12:16today yeah see just makes that pill a

12:19little bit easier to swallow yeah okay

12:21yeah yeah yeah that's good and and yeah

12:23Al obviously you want to that that

12:25you're portraying the right attitude no

12:27one's going to say that yeah that you're

12:28just you're not you're not on board with

12:31the values of the company so yeah just I

12:32guess that positivity that you would

12:33have been showing throughout the whole

12:34interview process anyway just keep keep

12:37going with that right especially when

12:38you're talking to like a small startup

12:40or something about like a severance

12:42package you know you really want to be

12:43careful because a you want to protect

12:44yourself right but B you don't want them

12:47to think you don't believe that the

12:48company's going to be successful so you

12:50know it's like I have every faith that

12:52you know stealth startup is going to be

12:53amazing but I have to be thoughtful

12:55about myself and my family giving this

12:57tough time with that in mind if if we

12:59could add a severance package uh on here

13:01I would be excited to sign right yeah

13:04okay yeah sound um so you know another

13:07thing to think about too is that I often

13:10will have people when I'm doing mock

13:11negotiations with them you know they

13:14they'll throw out their initial number

13:16and then I'll say oh as the recruiter oh

13:18we can't do that you know the top of the

13:19band is a slightly lower number you know

13:22um I can go back and get that approved

13:23are you gon to accept that and a lot of

13:25times folks want to jump to that sort of

13:27haggling perspective where they want to

13:29say oh will you take this and then just

13:31immediately drop their original number

13:34don't do that okay that is going to make

13:36your original number seem like it's not

13:38that important to you right it's going

13:40to make it seem like oh you know does he

13:42even really want that first number you

13:44know um and so you really have to stay

13:47firm on that and focus on verbiage like

13:49let's close the gap here so that really

13:51helps especially if you have like a

13:52promotion or other offer that you can

13:54kind of Leverage in that regard um or

13:57just you know even like close the gap

13:58with what I'd be hoping to make you know

14:00if I come here right um so just don't

14:02feel that need to sort of be like

14:04dropping that number immediately that's

14:06not to say that you know you have to die

14:07on that hill of that number if like two

14:09conversations later they're still like

14:10this is never gonna happen you know you

14:12might want to accept that but um you

14:15know just be strategic again about when

14:16you're calling out that other number is

14:18that like two or three conversations

14:19later if so you know you can definitely

14:21make that work um but just don't do it

14:23on that same call yeah right okay don't

14:26I I get that I guess it's like when

14:27you're in holiday and you you got some

14:30uh you know they're trying to sell you

14:31some tourist bit of tat and uh and they

14:35say yeah it's 8 and you and you're like

14:37uh I've got three and they're like okay

14:38five and immediately it's like well

14:41obviously wasn't worth $8 so yeah you

14:43don't want to kind of give the same

14:44treatment to your own Worth right you w

14:45to you want to at least show that you

14:47believe in that first number right even

14:50if in the end you then drop but you're

14:52not a charki right you're a valuable you

14:55know human that doesn't deserve to drop

14:57immediately and you know know I think

15:00ultimately a lot of times too people

15:01will really get in this mindset of well

15:04I still have to keep proving that I'm

15:06the best person for this job even after

15:08the interviews are over and I think

15:10that's that's very common and you just

15:13have to remember you've already gotten

15:14the offer right you don't have to keep

15:16saying you know if you gave me this

15:18offer I'd do XYZ right you're already at

15:20that point now that's not to say you

15:22can't leverage your value ad right you

15:24definitely should with that 30 60 90day

15:26presentation but you just don't don't

15:28feel the need need to keep you know

15:30justifying your need to be there this

15:32conversation is more going to be about

15:34like you confirming with your manager

15:35that you're on the right track and

15:37demonstrating to your manager you're not

15:38going to have onboarding syndrome you're

15:40going to hit the ground running you're

15:41going to make a big splash when you get

15:43in there so you know if you're really

15:46struggling like I don't know if I have

15:47leverage at all your value ad is

15:50leverage enough okay yeah okay that's I

15:54like that your value ad is leverage

15:56right okay right so one of the most

15:59questions I get asked is what happens if

16:01they pull the offer right and I think

16:04that is a very rational fear you know

16:06because hey I've gotten an offer pulled

16:08when I tried to negotiate and uh it did

16:11not feel good you know I didn't realize

16:12that happened okay that it does happen

16:14then oh yeah it does and from my end it

16:18was indicative that I dodged a bullet

16:21yeah because you know I didn't make a

16:24massive comp request I didn't you know

16:26say anything UNT but I learned some

16:29things about that company after that

16:31experience that I was like you know I'm

16:33glad I didn't end up getting stuck there

16:35um because more often than not when you

16:39are going through the interview process

16:40especially at a big tech company that is

16:42going to be like $330,000 of investment

16:45from the company side paying the

16:47interviewers you know making sure that

16:49you're prepared all that kind of stuff

16:51so once they get you an offer it's

16:54really not financially lucrative for

16:55them to decide to pull it based on you

16:57negotiating now now if you're coming in

17:00there and you're saying offensive things

17:01or you're asking for an inordinate

17:03amount of additional income yeah they're

17:04going to pull the offer because you're

17:05demonstrating yourself to be a financial

17:07liability right but if you are going in

17:09there and you're being respectful in

17:10your ask your ask is not you know

17:12exorbitantly high and you know what do I

17:14mean by that I mean you know 25% is like

17:17the max I would ask on top of if you

17:18feel really confident okay um so you

17:21know if you're asking for 50 75% more I

17:23would say that's a long shot at best um

17:26and you know I would say it's very

17:29unlikely that they'll pull the offer but

17:30it does happen and in those instances

17:32the hiring manager is going to be the

17:33decision maker there it's not the

17:35recruiter so if the recruiter

17:36threatening that just know they have to

17:38get the HR hiring manager approval right

17:41and so they can't just pull that trigger

17:42willy-nilly yeah um I would say given

17:46the state of the economy don't die on

17:48the hill for compensation if you've made

17:50two or three attempts and you've gotten

17:52shot down each time no when to bow out

17:54right you know you want to protect

17:56yourself um and know that again like the

18:00way a company chooses to interact with

18:02you about compensation is a really big

18:04indicator of their barometer in terms of

18:06how they treat their their um employees

18:09right so be thoughtful as an future

18:12employee do you want to work for a

18:14company when you make a reasonable

18:15compensation ask they just immediately

18:17pull that offer no right that is not a

18:19company that's invested in you that's

18:21not a company that wants to see you you

18:23know that that sees your value ad and

18:25the financial correlation with that

18:27right so you you know most of the time

18:30the worst thing they'll say is no but

18:31just really be sure that you're

18:33protecting yourself so I think you know

18:35kind of circling back to what we were

18:36talking about before write down a few

18:38pieces of push back that you might

18:39anticipate them saying write down your

18:41compensation ask in advance it's okay if

18:43it sounds kind of scripted you know

18:45people kind of expect that and just

18:47don't be afraid to practice more often

18:49than not when I would work with clients

18:51we would practice the you know worst

18:53case scenario they would jump on a call

18:54and it would be way easier than they

18:56thought it would be more often than not

18:57they would have zero pie is a push back

19:00the recruiter would agree to go back to

19:01the team and you know I think as long as

19:03you go with it go into it prepared for

19:06that and you'll find that it'll be a lot

19:08easier and a lot more successful okay

19:10great and and one thing uh do these

19:12conversations usually happen on the

19:13phone then like rather than rather than

19:15email is is there a

19:18preference from your perspective you

19:20know there's pros and cons to both so I

19:22would say that the pros to email are

19:25that you can really you know be very

19:27specific with what you want to say you

19:29don't have that oh you know what if my

19:31mind goes blank in that moment kind of

19:33uh mentality but you got to be careful

19:36because recruiters and hiring managers

19:38get hundreds of emails every day you do

19:41not want your email to go to the bottom

19:42of their inbox and then just be able to

19:44ignore it right and then um also you

19:47can't control how they're going to read

19:48your tone of voice you know when you say

19:50over a call you know what I'm struggling

19:52with is how could I accept the offer

19:54given the Gap in compensation with meta

19:56you know if you say it like that it

19:57sounds like like you're asking them a

19:59genuine question versus if they read

20:01that in an email they might read it as

20:02well how could I accept this offer you

20:05know and you don't want them to to risk

20:07being offended right um and I'd say if

20:09you're on a time crunch maybe do via

20:11email but if you can do it over a call

20:14it it comes off as as more genuine more

20:16personable you can really control your

20:18tone of voice but look I'm a millennial

20:20I don't like phone calls right you know

20:22you just have to practice and prepare

20:24and um know it's going to be awkward I

20:27would always guide clients to treat

20:28yourself after making an ass even if it

20:30goes badly because that's literally

20:32putting your body and mind through a lot

20:33of stress so afterwards you know go get

20:36a slice of Ki go get a nice bottle of

20:37wine you know celebrate that you did the

20:39scary thing um because I think that the

20:41more that you do that the less intense

20:43those conversations seem yeah it is

20:45scary but I guess and and a call is more

20:47scary but I guess the good thing in a a

20:49call is it's more likely to you've got

20:52out the way and you know that you know

20:53that it's in process whereas I mean I I

20:56for this job I I negotiated um with our

20:58founder Max and I sent an email and I

21:00think he replied the next day but that

21:02was the longest 24 hours of my life

21:05thinking oh my you know what's happened

21:06has he he's changed his mind he's not

21:08he's not going to want me anymore and so

21:10at least with a phone call like yeah you

21:12can you can actually get a sent straight

21:14away of the reaction and uh right you'll

21:16still have to wait probably but maybe it

21:18will make that waiting a little bit more

21:20bearable yeah and then you won't feel

21:22tempted to kind of follow up like are we

21:23all good here I don't need the money

21:25anymore you know like you don't you

21:26don't have to do that when you're on the

21:28call and you know it is it is just like

21:30ripping off a Band-Aid right you make

21:31that ask you get it over with you move

21:33on to the next thing and again more

21:35often than not the recruiter will say

21:36well I'm GNA take it back to the team

21:38can't make any promises but we'll see

21:39what happens right and the hiring

21:41manager if you're doing the ass with

21:42them they'll probably say that but more

21:43like you know I might have to talk to

21:45some higher level folks but we can see

21:46what we can do right um and as long as

21:48you're going into that conversation with

21:50that being your goal of them just going

21:52back to the team you don't expect them

21:53to match it you don't expect them to say

21:54on the call yes we can do this right you

21:57know if they say yes we can do this you

21:58didn't ask for enough right to ask a

22:01little bit more um yeah but uh I would

22:04definitely say there's pros and cons to

22:06both phone and email so just be

22:07thoughtful about the situation and be

22:09really mindful if you do an email what

22:11you're write right okay yeah cool an

22:15that's been uh been really really fun

22:17and uh I think hopefully really useful

22:19for for people um I'll certainly be

22:21watching it uh next time I'm negotiating

22:24an offer hopefully won't won't be

22:26anytime soon um cool

22:29uh yeah thanks thanks for doing this

22:30with us um thank you so much for having

22:32me I really appreciate it and uh any

22:34negotiation questions that you have drop

22:36them in the comments below uh I will try

22:37to come by and and see if I can give

22:39some feedback oh that would be amazing

22:41thanks so much all right

22:43[Music]

22:48cheers