Bonuses, stock options, remote work – what’s real and what’s just fluff? Know your true worth before signing that job offer
Most new hires tune out when HR starts explaining benefits packages. It’s not that they aren’t paying attention—it’s just that the explanation is buried in “HR-speak,” a language few outside the profession understand.
But just because a job offer is loaded with corporate jargon doesn’t mean you can’t ask for a plain English translation. Job offers have become more complex, with stock options, bonuses and non-traditional perks. Understanding exactly what’s on the table ensures there are no surprises later. It also benefits employers by setting clear expectations from the start.
Many job seekers don’t realize how expensive it is to replace an employee—up to 150 per cent of their base salary. The higher the salary, the greater the cost, since high earners often contribute more to the company’s bottom line.
While surveys suggest salary isn’t the only factor in accepting a job, Maryanne Wegerbauer, author of Job Offer! A How-to Negotiation Guide, says it remains a top priority for most candidates. Workplace culture and job quality matter, but these are things most people consider before they even get to the offer stage.
 Have you reviewed every detail of your job offer to ensure you’re getting the best deal? |
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Watch out for short-term thinking
Wegerbauer warns job seekers not to fall into the ‘short-term thinking trap’—focusing too much on immediate pay instead of long-term career growth. This is especially common in high-demand fields, where professionals may overlook opportunities for advancement in favour of a higher starting salary.
Before signing, ask yourself:
- Does this job have room for advancement, or will I be stuck doing the same work for years?
- Does the company invest in training and career development?
- What’s the turnover rate? If people don’t stay long, why?
If a job lacks a clear growth path, it may not be the best long-term move.
Look beyond salary – total compensation matters
Many job seekers zero in on salary but forget to look at the full compensation package. Stock options, bonuses, benefits and even severance policies can all affect overall earnings.
Consider two job offers:
- Job A pays $5,000 less but includes stock options in a financially stable company.
- Job B offers a higher salary but stock options in a struggling company.
If stock options are on the table, ask:
- What’s the vesting schedule?
- How are stock awards determined?
- Can I cash out stock options, or are they restricted?
- What performance metrics affect payouts?
The same applies to bonuses—some are guaranteed, while others are tied to performance or company profits. If a bonus is part of your package, make sure you understand how realistic it is.
Negotiation tip: If salary is non-negotiable, ask for a signing bonus or extra stock options instead.
Don’t assume perks are guaranteed
Beyond salary and bonuses, don’t assume anything about work flexibility, equipment or professional development. Some companies provide state-of-the-art tools, while others expect employees to use their own. If remote work is part of the deal, ask if they cover home office expenses, internet or software subscriptions.
Workplace flexibility is another factor to clarify. Some companies that previously allowed remote work are now pushing for employees to return to the office. Others may allow hybrid schedules but expect employees to be available during set hours.
Even in-office roles can have some flexibility. Does the company offer compressed workweeks, flexible hours or seasonal schedules? If work-life balance is important to you, don’t leave these details to chance.
Professional development should be spelled out
Most companies say they support employee growth, but what does that actually mean? Some invest in tuition reimbursement and leadership programs, while others offer little beyond occasional webinars.
If career progression is important to you, ask:
- Is there a mentorship program or leadership training?
- What’s the budget for professional development?
- Does the company promote from within, or are senior roles usually filled externally?
For example, a company that frequently hires outside talent for leadership positions may not provide much opportunity for advancement. If moving up is your goal, find out if internal promotions are common.
Job security and severance policies matter more than you think
Few people think about layoffs when accepting a job, but in an unpredictable economy, severance policies can make a big difference. Unlike unionized jobs, most private-sector, non-unionized roles in Canada don’t guarantee severance beyond provincial employment standards.
Key questions to ask:
- What are the company’s severance policies?
- Are there layoff protections during downturns?
- Does the company offer outplacement services if layoffs happen?
Consider two job offers:
- Job A pays a bit less but guarantees six months’ severance in case of layoffs.
- Job B offers a higher salary but only the legal minimum of one or two weeks’ severance.
For workers in industries prone to restructuring, severance protection can be as valuable as salary.
How to negotiate a better offer
Once you’ve assessed the offer, the next step is getting the best possible deal. Knowing what to ask is important, but how you ask matters just as much.
- Time it right – The best time to negotiate is after you’ve received an offer but before you accept. At this stage, the employer has already chosen you and is more willing to negotiate.
- Use data, not emotions – Instead of saying, “I need more money because my rent is high,” say, “Industry benchmarks show professionals in this role typically earn 10 to 15 per cent more.”
- Prioritize what matters – If salary is firm, negotiate other perks like vacation time, professional development funding or a signing bonus.
- Be willing to walk away – If an offer doesn’t meet your needs, don’t be afraid to decline. The right fit is out there.
Get it in writing
Many companies avoid formal employment contracts, opting instead for offer letters. But verbal promises, no matter how reassuring, don’t count unless they’re in writing.
Before signing, make sure you have written documentation for:
- Salary, bonus structure and stock options
- Job title, responsibilities and reporting structure
- Remote work or hybrid arrangements
- Severance policies and layoff protections
If an employer hesitates to put key terms in writing, consider it a red flag.
A well-negotiated job offer sets the stage for a successful working relationship. By asking the right questions and looking beyond just salary, you can ensure the job is the right move—not just for now, but for your long-term career growth.
| Work and Careers Desk
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