We don’t sell salary negotiation coaching. Here’s what we do instead.

What the Sprint is, and what it's not

"Salary negotiation coaching" usually means a person: someone who talks it through with you, hears your situation, and helps you decide. The Sprint is not that. It is software that reads your offer documents carefully and writes down what they say, so that the decision you make is made with the whole offer in front of you rather than half of it.

Is this what you were looking for?

People searching for coaching want different things, and the Sprint answers some of them and none of the others. Rather than let you find that out after paying, here is the honest split — including the rows where the answer is "no, go elsewhere."

A worked example, start to finish

Say a candidate’s offer includes an 8,000-RSU grant and a "50% up to 6%" 401(k) match, and they’re unsure what either is actually worth or whether either is worth a question.

1. What is uploaded. A candidate uploads an offer letter with an 8,000-RSU grant vesting 25% after one year then monthly over three more years, plus a 401(k) match described as "50% up to 6%." They aren’t sure what either is actually worth, or whether the vesting schedule is unusual.
2. What the Decision Brief sets out. The vesting schedule as the grant document states it, cited to that document and page. The match read as its own line: "50% up to 6%" is worth 3% of base, but only if the candidate contributes at least 6% themselves — which the offer letter does not say, so the Brief says the offer letter does not say it.
3. What gets flagged. The one-year cliff is named as a term worth a question, because it delays every share. The non-solicit clause is flagged as worth an attorney’s eye, with the referral attached — never a ruling on whether it would hold up.
4. What the candidate does with it. They decide the cliff matters more to them than base, and ask for a signing bonus to offset it — in their own words, to their own recruiter. Nothing in the Brief told them to ask for that; it told them what the cliff does, and they drew the conclusion. No result is promised: the guarantee covers on-time delivery of the Brief, not what the employer decides.

Every mechanic named in your Decision Brief is explained the same way a written review explains it — see the full walkthrough of what a job offer review covers, or run your own vesting schedule and match formula through the job offer comparison tool first, so you arrive at the Sprint already knowing your own numbers.

How mechanics are explained

Explanations are grounded in how these mechanics actually work, and cited, rather than paraphrased from a generic script.

• Retirement match formulas. A match written as "50% up to 6%" means the employer contributes 3% of eligible base salary if the employee contributes at least 6% themselves — read as its own line, not folded into "benefits." IRS, Retirement topics — matching contributionsJan 1, 2026
• At-will employment. Most US offers state employment is "at will" — either side can end it at almost any time, subject to state-specific exceptions. Your Decision Brief names the doctrine when a clause touches it; which exception, if any, applies to your specific offer is never determined. Cornell Law School, Legal Information Institute — Employment-at-will doctrineMar 1, 2025
• Signing bonus timing. A signing bonus is typically withheld at the 22% flat federal supplemental-wage rate, which is why the deposited amount is smaller than the number on the offer letter — worth knowing before deciding whether a bonus ask matters more than a base-salary ask. IRS Publication 15 (2026), Employer's Tax Guide — supplemental wagesJan 1, 2026

Assumptions

This page holds the following fixed. Change any of them and what the Sprint can cover changes with it.

Format

A written Decision Brief delivered to your portal. No call, no session, no coach

Offer type

A written US offer, with at least 24 hours remaining before its deadline

What is never estimated

The odds your employer agrees to any ask, by how much a term might change, or what the role pays elsewhere

Enforceability of any clause

Never determined — state law and your specific facts control; terms are named as attorney-referral candidates only

When this answer changes

• You want to talk it through with a person, or rehearse the conversation out loud — that is coaching, and we do not sell it. Go and find a coach; this page is not trying to talk you out of one.
• You want ongoing help across multiple offers or several weeks — the Sprint is a single fixed-price engagement built around one deadline, not a retainer.
• You have fewer than 24 hours remaining before your deadline — the eligibility screener will tell you whether the Sprint can still deliver in time.
• You want someone to contact your employer on your behalf — nobody does that here. You leave with the questions and you ask them yourself.
• You want to know what the role pays elsewhere — your Decision Brief will not tell you, because it does not produce market figures at all.
• A clause looks unusual for your state or role — that is the point an attorney referral applies, since your Decision Brief explains mechanics rather than rules on enforceability.