The scenario: the base is fixed, the bonus and the case aren't
In new-offer mode, a candidate is holding an offer where the base salary sits on a fixed scale for their class year, and the actual negotiation is about a signing bonus or a relocation package, sometimes citing a competing offer to justify pushing on either.
In internal-raise mode, a consultant approaching a promotion cycle is making the case to a staffing lead or people manager for advancement, and the conversation tests whether specific project outcomes and staffing feedback get cited clearly, the kind of evidence a promotion committee actually weighs, rather than a general claim about working hard.
What gets covered
New-offer mode has the AI on the other end respond the way a recruiting lead working within a fixed class-year scale actually would, redirecting a base-pay ask toward the bonus or relocation piece that's genuinely flexible.
Internal-raise mode has the manager ask for the specific project results and staffing feedback behind a promotion case, since a real promotion committee needs concrete evidence, not a general impression of effort. Both modes also check whether a candidate sticks with a specific number after the other side pushes back the first time, instead of caving right away.
Scoring
What actually gets scored here
The penalty for an abruptly ended interview applies directly here, since a negotiation that trails off without a clear next step, a bonus number confirmed, a promotion case formally logged for committee review, scores worse than one that closes deliberately, which matters given how much of both conversations depends on a formal process afterward.
Frequently asked questions
Can I practice negotiating a signing bonus instead of the fixed base?
Yes. New-offer mode is built for the real conversation, and the AI on the other side responds the way a recruiting lead working within a fixed scale actually would when a candidate pushes on a bonus or relocation package instead.
What if my project results don't have a clean, quantified outcome?
It still helps to state whatever specifics you have, the scope of the project or the staffing feedback received, since a vague claim scores worse than a concrete one even under generous calibration.
Is internal-raise mode useful for making a promotion case, not just asking for more pay?
Yes. A promotion case works the same way as a raise request, as long as the specific project outcomes and feedback behind it get named clearly.
Does the ending of the negotiation really factor into the score?
Yes. The penalty system deducts for an abruptly ended interview, and a negotiation that trails off without a clear next step or a number confirmed scores worse than one that closes on purpose.
Does citing a competing offer actually help in new-offer mode?
It can be part of a realistic negotiation, and the AI on the other side responds to it the way a real recruiting lead would, weighing it against what the fixed scale and bonus budget actually allow.
Related pages
Rehearse the comp conversation before it's real
Practice negotiating a signing bonus on a consulting offer, or making a promotion case, with an AI that pushes back like a real manager.