... For José Caetano da Silva, Managing Partner at Talent Search, a company specialising in executive search, first of all, it is necessary to compare the value of the function of professionals with the same level of responsibility and only then start negotiating. “It is important to be sure of what is being given to the company as an asset.”

.... Research is important to have a notion of how much should be asked for and if necessary to prove by A+B that they are really worth that value showing the other party results: “It is necessary to compare the value of the function and responsibility in the company compared with competitors”, explains José Caetano da Silva. Therefore be prepared to battle.

...José Caetano da Silva raises an important issue. “It is essential to know the value of these benefits that the company offers. Trying to negotiate these benefits to receive them in fees is a possibility. “These privileges are very important. They can make the package acceptable, even if the value of the salary is low. There is yet another important point – the bonus. “fight for a good variable bonus. If you have a mission that implies the optimisation of the company – negotiate”, he insists.

Make a move ... – After facing these items are you prepared to fight for your value? Well then, carry on and ask for a rise. But it's not always easy to face up to your boss with this question. However, if you don't do it, you run the risk of your boss thinking that you are satisfied with what you receive. For this reason, it is better not to be inhibited about asking: “It is essential to approach the question of a rise directly. You should ask your boss how he or she assesses your performance, where it can improve and what you can earn from that.” But before negotiating your salary it is important to be sure that you will give your all to the company: “It is not enough to be Jardel. You have to score goals to dare to negotiate your salary”, according to the Managing Partner of Talent Search.