The scenario
In new-offer mode, the AI presents an offer with a modest base salary, a payout grid that increases as your book grows past certain thresholds, and a transition package meant to bridge the first year while you rebuild a client base. You have to decide what's actually worth pushing on, the base, the payout thresholds, or the length of the transition period, and hold that position through pushback.
Internal-raise mode instead has you asking a managing partner to move you up a payout tier after a strong year of asset growth.
What gets covered
New-offer mode covers negotiating a base-plus-payout structure and a transition package, including pushing back on a payout threshold that seems set too high.
Internal-raise mode covers asking for a payout tier increase or a book reassignment based on demonstrated growth, a different conversation than asking for a flat raise since it usually ties directly to production numbers rather than a general cost-of-living case.
Both modes also cover how you'd respond if the other side counters with a longer transition period instead of a better rate, since stretching out the timeline is a common way firms soften an offer without actually moving the numbers you care about.
Scoring
How scoring applies here
The abrupt-ending penalty is the one to watch in this session for this role, since a payout-grid negotiation often has more than one moving part, base, threshold, transition length, and a candidate who stops pushing once the first number lands leaves the rest of the structure unaddressed.
A session that closes deliberately, restating what was agreed or setting a follow-up on the parts still open, scores better than one that trails off once the base salary question gets answered. Communication is scored alongside that closing behavior, checking whether you stated your actual ask clearly early in the conversation rather than hinting at it and hoping the other side guessed right.
Frequently asked questions
Does the practice offer include a payout grid, not just a flat salary?
Yes. New-offer mode is framed around a base-plus-payout structure with a transition package, closer to how advisory compensation actually works than a single salary figure.
Can I practice asking for a payout tier increase instead of a flat raise?
Yes, through internal-raise mode, which is built for exactly this kind of production-tied compensation conversation.
Does the AI actually push back on the terms?
Yes. The AI on the other side responds and pushes back the way a real managing partner or hiring manager would, rather than agreeing to the first number stated.
What happens if I stop negotiating once the base salary is settled?
The session may end abruptly with parts of the structure, like the payout threshold or transition length, unaddressed, and that costs points under the scoring system.
Can I practice a transition-period counter, not just a number?
Yes. The session covers countering a longer transition timeline the same way it covers countering a base or payout figure, since firms often soften an offer that way instead.
Related pages
Practice negotiating an advisor offer
Work through a base-plus-payout structure or a payout tier increase out loud, before that conversation happens with a real managing partner.