By Aanand Varanasi
The hiring process is often compared to matchmaking, strategy, or even a dance. But let’s be honest – when it comes to job offers and negotiations, it’s a lot more like a night at the casino.
Some players show their hand right away. They lay out their salary expectations, benefits requirements, and deal-breakers on the table in the first round. It’s like sitting across from someone who bets big on the flop – they’re here to play, they want to win, and they’re not afraid for you to see their cards.
Others? They keep those cards close to the vest. No tells, no hints, no clear read on where the chips should land. You’re left making bets on incomplete information, hoping the river card turns in your favor. It’s the corporate equivalent of a crapshoot – you might win big, or you might walk away from the table wondering what just happened.
The irony is that while some treat offer negotiation as a sport, others see it as a deeply personal matter. For a candidate, the wrong tone or an overly adversarial approach can suck the excitement right out of a new role before Day One. For an employer, what should be the celebration of a great hire can instead feel like you’ve been bluffed, outmaneuvered, or pressured into going all-in when you weren’t ready.
There’s also the question of house rules. Some companies genuinely put all their chips forward at the start – their “best offer” is already on the table. No hidden stacks, no extra draws. Others expect you to ante up and push for more, seeing negotiation as a natural part of the game. On the candidate side, some walk in ready to play the odds; others expect a straight deal with no gamesmanship.
In truth, the healthiest hiring tables are the ones where both sides treat the negotiation as a path to alignment rather than a contest to win. Transparency, even if not full disclosure, makes for a better game. Bluffing might work in Vegas, but in the workplace it often leaves someone feeling burned.
So whether you’re the dealer (employer) or the player (candidate), remember: the real jackpot is walking away from the table with both sides smiling – chips in hand, ready to start the next round not as opponents, but as partners on the same team.
After all, in hiring, the goal isn’t to beat the other player. It’s to build something worth betting on together.
How Candidates can play their hand (without losing the game):
If you’re a candidate, knowing when and how to show your hand can make the difference between a strong offer and a missed opportunity. Think of your experience, priorities, and goals as your poker chips – each one has value, and how you play them matters.
1. Know Your Hand Before You Sit Down
Before the first conversation, get clear on your non-negotiables: salary expectations, benefits, work-life balance, and cultural fit. If you don’t know what you’re playing for, you’ll fold too soon or push too hard on the wrong bet. Tip: Write down your top 3 priorities and 2 deal-breakers before your first interview.
2. Don’t Show All Your Cards Too Soon – But Don’t Bluff, Either
You don’t have to lead with your salary ask right away, but waiting until the final round can backfire. Share enough to build trust and keep the conversation real. Transparency shows confidence. Think of it like this: It’s okay to place a few chips on the table early. It signals you’re serious without revealing your whole stack.
3. Use Your “Chips” to Signal Value
Your experience, network, and potential are currency. Position them with clarity: “Here’s what I bring to the table, and here’s why it matters to your business.” This shifts the conversation from cost to value. Example: Instead of just stating your current comp, highlight how you earned it through measurable impact.
4. Know When to Walk, and When to Raise
If the offer misses the mark, you have a choice: fold politely, or raise the stakes. Express appreciation, then ask for what you need. Language to use: “I’m really excited about the opportunity. Based on what we’ve discussed, I was hoping we could revisit the base salary and see if there’s room for alignment.”
5. Aim for Alignment, Not Victory
The best negotiations feel like collaboration, not competition. If it starts to feel adversarial, step back and realign around the shared goal: a great match. Reminder: The goal isn’t “winning” – it’s mutual excitement and shared respect.