What negotiating a supply chain offer or raise sounds like
New-offer mode fits a candidate who's just been offered a supply chain planner, procurement manager, or logistics operations role and needs to respond to the number before accepting.
The AI on the other side raises the kind of pushback that actually comes up in this field, a base salary offer that doesn't account for an on-call rotation during peak season, or a relocation package that's thinner than the move to a new distribution hub actually requires.
Internal-raise mode fits a different situation, someone already working as a warehouse supervisor or logistics coordinator who took on real additional responsibility, covering a manager's duties during a disruption, or absorbing a second shift's scheduling, and now wants to make that case to their own manager. The AI plays that manager, and it doesn't fold at the first ask.
It raises budget constraints, questions whether the added work was really outside the original role, and expects the candidate to hold their position through more than one round of pushback rather than accept a soft no.
What the session actually covers
The candidate states a position out loud first, a number, a relocation term, a title, and the conversation runs from there. In new-offer mode that usually means responding to an initial number with a counter and a reason behind it. In internal-raise mode it usually means opening the ask directly and then defending it once the manager pushes back on scope, timing, or budget.
Style and interviewer personality still get chosen beforehand, and a tougher personality raises how hard the pushback lands during the call.
Scoring
How the report reads a negotiation, not a hiring decision
Since nobody is deciding whether to hire the candidate here, the score reflects how the negotiation itself went.
Ending the conversation well matters directly, a session that trails off without a restated number or an agreed next step loses points under the same penalty for an abruptly ended interview that applies everywhere else on Intervieux, which mirrors how a real negotiation gets judged as much by its close as by the ask.
Communication carries real weight too, since holding a position clearly through pushback about an on-call rotation or a scope change is the actual skill being tested, and the written reasoning explains specifically where the ask, the pushback, or the close could have gone better.
Frequently asked questions
Does the AI actually push back on a supply chain or logistics offer?
Yes. It raises the kind of pushback common to this field, a base number that doesn't reflect on-call expectations, or a relocation package for a distribution hub move that's thinner than expected, rather than accepting the first number stated.
Can I practice asking for a raise after taking on extra responsibility during a disruption?
Yes, that's what internal-raise mode is built for. The AI plays a manager who questions whether the added scope was really outside the original role, so the candidate has to defend the ask.
Is this scored as a hiring evaluation?
No. Nobody is deciding whether to hire the candidate in this session. It's scored on how the ask, the pushback, and the close of the negotiation were handled.
Should I use new-offer or internal-raise mode for a promotion into a management role?
It depends whether a new offer is on the table or the ask is with a current employer. A promotion negotiated with an existing manager fits internal-raise mode; a new offer from a different employer fits new-offer mode.
Related pages
Rehearse the money conversation before it happens for real
Practice negotiating a supply chain or logistics offer, or asking for a raise, with an AI that pushes back the way a real manager would.