The scenario: the scale is published, the lane placement isn't automatic
In new-offer mode, a candidate is holding an offer where the district's step and lane schedule sets the base, and the actual negotiation is about getting prior years of experience or graduate credits properly credited toward a higher step or lane rather than defaulting to the bottom.
In internal-raise mode, a teacher who's taken on a coaching position, a department head role, or a club advisor duty without a stipend is asking their administrator to formalize that pay, and the conversation tests whether the specific role and time commitment get named clearly rather than described as extra effort during a busy year.
What gets covered
New-offer mode has the AI on the other end respond the way a district HR representative working within a fixed schedule actually would, asking what specific prior experience or credits should count toward lane placement rather than granting a higher step by default.
Internal-raise mode has the administrator ask for the specific duty and time commitment behind the stipend request, since most districts need a named role to attach pay to. Either mode also tests whether a candidate holds a specific ask once the other side pushes back once, rather than accepting the first answer given.
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 lane placement confirmed, a stipend amount discussed, scores worse than one that closes deliberately, which matters in a conversation that usually needs to be formalized through HR paperwork afterward.
Frequently asked questions
Can I practice negotiating lane placement instead of an open salary number?
Yes. New-offer mode is built for the real conversation, and the AI on the other side responds the way a district representative working within a fixed schedule actually would when a candidate makes the case for crediting prior experience.
What if my coaching or advisor role doesn't have a clearly defined stipend amount yet?
It still helps to state whatever specifics you have, the time commitment and the role, since a vague claim scores worse than a concrete one even under generous calibration.
Is internal-raise mode useful for a department head role, not just coaching?
Yes. Any named role or added duty works the same way, as long as the specific responsibility and time commitment behind it get stated clearly.
Is it really worth worrying about how the negotiation wraps up?
Yes. The penalty system deducts for an abruptly ended interview, and a negotiation that trails off without a clear next step or a specific number discussed scores worse than one that closes on purpose.
Does this work if my district doesn't publish a formal step and lane schedule?
Yes. Both modes still work without one, though citing whatever specific prior experience, credits, or duties you have makes the case stronger than a general statement about deserving more.
Related pages
Rehearse the comp conversation before it's real
Practice negotiating lane placement on a teaching offer, or asking for a stipend after taking on extra duties, with an AI that pushes back.