The Severance Negotiation Framework
Whether you're being pushed out or negotiating an exit, here's how to approach severance strategically.
Know Your Leverage
Your negotiating power depends on:- What you know (sensitive information, key relationships)
- What you can do (walk away gracefully vs. make noise)
- What they need (clean transition, no legal risk)
- What's standard (precedent matters)
The Standard Components
A severance package typically includes:- Cash: Weeks of pay per year of service (2-4 weeks is common, executives may get more)
- Benefits: COBRA coverage or continuation
- Equity: Accelerated vesting or extended exercise windows
- Outplacement: Job search support (often negotiable upward)
- References: Agreed-upon language and contacts
What to Negotiate
Everything is negotiable, but focus on:- Cash amount (the most flexible component)
- Equity treatment (often overlooked, can be significant)
- Release timing (don't sign immediately—you have 21 days by law if over 40)
The Signature Question
Before signing anything, ask: "Is this the best I can do, or am I leaving something on the table because I'm tired of fighting?" Get help if you're unsure.
What This Looks Like in Practice
The Scenario: Sarah, a VP of Product at a Series D fintech company, had been struggling for months. The CEO kept changing priorities, her engineering counterpart was difficult to work with, and she hadn't shipped a major feature in two quarters. She wasn't sure if the problem was her, the company, or something else entirely.
What She Did: Instead of resigning in frustration or suffering in silence, Sarah got clarity on what was actually happening:
- She documented the pattern of changing priorities—not to assign blame, but to understand if it was solvable
- She had a direct conversation with her CEO about decision-making processes
- She updated her network and had exploratory conversations, not to job hunt, but to calibrate her perspective
The Outcome: The conversations revealed that the CEO's behavior wasn't going to change—it was how he operated. Armed with this clarity, Sarah negotiated a transition timeline that worked for both parties. She landed at a company with a more structured leadership team within four months. Looking back, she wishes she'd started the clarity process six months earlier.
The Lesson: Clarity first, action second. Most people skip the diagnosis and jump straight to reactive moves.
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What You'll Walk Away With
Our structured session produces concrete artifacts, not just conversation.
Decision Snapshot A clear-eyed assessment of your current situation—what's true, what's not, and what actually matters for your decision.
Fork Recommendation A specific direction (stay, go, or pivot) with the reasoning behind it, so you understand not just what to do but why.
Risk Map Everything that could go wrong with your chosen path, and how to mitigate each risk before it materializes.
Conversation Scripts Exact language for the hard conversations you need to have—with your boss, your partner, recruiters, or anyone else.
14-Day Action Plan The specific steps to take immediately after our session, so momentum doesn't stall.
30-Day Roadmap The longer-term plan for executing your decision, with milestones and check-in points.
These aren't templates—they're customized to your specific situation, role, and constraints.
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Ready for Personalized Guidance?
Every situation is different. If you want help thinking through yours—with someone who's seen hundreds of similar cases—consider working with a coach.
What you get:- A structured conversation to clarify your situation
- Frameworks tailored to your specific circumstances
- Scripts you can actually use
- A clear action plan