If you are targeting the C-suite, consider adding this to the negotiating table: Your exit.
Why? The C-suite is a volatile spot. You’ve see this happen. A new CEO brings in a completely new leadership team. A new head of a division over the course of six months turns over the entire division leadership team.
The new top person is planning big changes and wants to build a leadership team that is loyal to him or her. That is why it is common to see a complete turnover of executive teams. Other changes could affect the stability of a C-suite member as well, like a company sale, secured next round of funding, IPO, merger, acquisition, or even a prominent board member change.
The best time to negotiate this is after you have a written offer in hand. Ask if it is possible to discuss your exit that results from business and/or leadership changes—events that occur outside of your control that could jeopardize your employment.
Typically, the company's attorney will draft up a severance package. I recommend you work with your own employment attorney who will work on your behalf. Find an employment attorney that is knowledgeable about the state of which you reside. Finalizing this pre-arranged severance may take a bit of back and forth, however, years from now when you have a new boss, it will be worth the effort.
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