An offer with a productivity bonus structure that changes the real number
Picture a physical therapist with an outpatient clinic offer that includes a base salary below what a comparable hospital role would pay, paired with a productivity bonus tied to patient volume that could close most of the gap, if the caseload holds. New-offer mode runs that exact conversation.
The AI clinic director doesn't raise the base pay right away, it points to the productivity structure as the reason the total compensation is competitive, and the candidate has to decide whether to push on the base number, the bonus structure itself, or the sign-on bonus instead, and explain why.
What the session actually asks
In new-offer mode, expect the conversation to open with naming which specific part of the offer is being countered, base pay, sign-on bonus, or the productivity structure itself, since a vague request for more gets a different response than a specific one.
Pushback follows naturally, a comment that the productivity bonus already closes the gap, or a question about what evidence supports asking for more base pay specifically.
In internal-raise mode, the same session instead runs a working therapist's request for a base pay increase after their patient volume has consistently outpaced the bonus structure's assumptions, testing whether that specific pattern gets used as the actual argument. Either way, the conversation is expected to land on something concrete before it wraps up, not trail off unresolved.
Scoring
How the report reads a negotiation, not a clinical answer
This isn't graded like a clinical interview, since nobody is deciding whether to hire the candidate.
The written reasoning in the report focuses on whether the specific part of the offer being countered was named clearly, how well pushback about the productivity structure got handled without folding immediately, and whether the conversation closed on something concrete, a number restated, a timeline for a decision, rather than trailing off.
Ending things abruptly costs points here too, under the same penalty system used across Intervieux, since a negotiation with no clear next step reads as left unfinished.
Frequently asked questions
Which mode fits negotiating a new offer's base pay and bonus structure?
New-offer mode. It's built for the conversation that happens after an offer lands and before it's accepted, which fits pushing on base pay, sign-on bonus, or productivity structure directly.
Does the AI clinic director actually push back, or just agree to the counter?
It pushes back. Expect a comment pointing to the productivity structure as already competitive, or a question about what's driving the specific ask, the way a real clinic director managing a budget would respond.
Is this scored the same way as a clinical physical therapist interview?
It ends with a scored report and written reasoning, the same format used across Intervieux's interview types, but the content is a negotiation rather than a clinical or behavioral evaluation.
Does an actual offer need to exist before this can be practiced?
No. It works just as well before an offer arrives, which makes it a reasonable way to plan an opening ask in advance.
Related pages
Rehearse the compensation conversation before you have it for real
Practice negotiating base pay, a sign-on bonus, or a raise with an AI that pushes back, then review a scored report on how the conversation actually went.