My question is at the end, but first I will explain the situation so that you can effectively analyze my question.
Here is my situation, I have known an Executive VP who has wanted me to work for his company for over 3 years now. I recently was able to interview for a role however the position tops out at 130k and I make 150k base. I told the recruiter we could interview and deal with the salary gap after the interview but that I would not be dropping below my base and that my salary expectations would be based on what the role entails.
Upon having the interview I learned the role contains much more responsibility then the job description and I would also be absorbing the responsibilities of a team member who recently left the organization. Finally, I would be required to travel 75% of time where I currently have 0% travel and work from home. (I've traveled before for work, not a big deal, but it does effect comp)
Based on this, I asked the hiring manager to have a salary conversation with me prior to the offer. I am going to position that.
1) The offer should be reclassified as a Director role due to the large amount of responsibility and the significant impact this would have on: -Growth of Service Revenue -Product Launch -Partner Management -Full development of multiple channels
2) I am expecting 180 - 200k for this role. I justify this based on current market for similar roles being from 180-220 across multiple industries, I've validated this against my companies salary chart (we're in the same industry) as well as salary research for similar roles on the Internet. This is also justified b/c I would be assuming the duties of a 100-120k/yr + bonus + benefits FTE. The gap between 120 to 180-200 is 60-80k. They would make money with this deal as they would avoid the costs of recruitment, the lost opportunity cost while the position remains unfilled, and they would get a FTE role without the headcount and would avoid 60k in salary by giving me half of the previous role's salary.
3) By making this move I would be taking on 2 FTE roles, would be leading 4+ people, would be increasing my travel, and I would be losing 20k in stock options. Additionally the 401k is 1% less and the tuition reimbursement is half what I currently get.
My plan would be to explain what the market bears for this kind of role, and how while they have this titled for a position with a cap of 120-130 if we work together we can consolidate the two roles (which they've asked me to do) and can re-title the role as a Director role and position at a market competitive salary rate.
So, with the background of the position, my question is, do you see any gaps in my logic and my plan to explain the gap? How would you suggest I close those gaps?