An offer with more moving parts than a base number
New-offer mode can run a scenario where a candidate currently on a postdoc stipend has an industry offer in hand with a base salary, an equity grant, and a relocation package, but the start date the company wants would cut off a paper submission the candidate is mid-authoring.
The candidate has to hold a position on pushing the start date back, and separately make a case for a stronger equity grant given the academic baseline they're leaving behind, while the AI on the other end responds the way a real hiring manager would.
Internal-raise mode covers a different, equally real conversation: the scientist just published a result that changed how their team thinks about a project, and wants that recognized with a title change, from research scientist toward a senior title, alongside a comp adjustment, before the recognition fades into the next project cycle.
What gets covered
New-offer mode covers stating a target start date and defending it against a paper-submission timeline, making a specific case for equity or relocation terms rather than treating base salary as the only lever, and holding a position through a counter.
Internal-raise mode covers naming the specific result or project that justifies a title change, connecting that contribution to what a senior title actually implies about scope, and holding that position when a manager responds by pointing to budget cycles or asking the scientist to wait for the next formal review instead.
Scoring
How scoring applies here
The abrupt-ending penalty is worth watching in both modes, since a negotiation that trails off without a restated start date, equity figure, or a clear next step on a title change scores worse than one that closes deliberately, a pattern that matters as much here as it does in any other Intervieux interview type.
A new-offer conversation that ends with 'I'll get back to you' and nothing else loses more than one that ends with an agreed follow-up date. Communication carries real weight throughout both modes too, since holding a position on equity or a title under a manager's pushback depends on staying specific about the contribution behind the ask, not repeating a number louder.
Frequently asked questions
Can I practice negotiating equity and relocation, not just base salary?
Yes. New-offer mode is built around the full offer a research scientist actually receives, including equity, relocation support, and start date, since base salary alone rarely captures what's negotiable.
Can I practice asking for a title change after a strong published result?
Yes. Internal-raise mode is built for exactly this conversation, naming the specific result that justifies the ask and holding that position when a manager pushes back on timing.
Does the AI actually push back, or does it just accept the terms I ask for?
It pushes back. The AI on the other side of the conversation responds the way a real hiring manager or manager would, with questions, hesitation, or a counter, rather than agreeing right away.
Does letting the conversation trail off without landing on a number hurt the score?
Yes, noticeably. The same abrupt-ending penalty that applies everywhere on Intervieux applies here, so a session that never lands on a restated figure or a concrete next step scores lower than one that closes with intent.
Related pages
Rehearse the offer conversation before you have it for real
Practice negotiating equity, relocation, and start date on an industry offer, or asking for a title change after a strong result, then review a scored report.