We propose taking a two‐level‐game perspective on gender in job negotiations. At Level One, candidates negotiate with employers. At Level Two, candidates negotiate with household members. In order to illuminate the interplay between these two levels, we review research from two separate bodies of literature. Research in psychology and organizational behavior on candidate–employer negotiations sheds light on the effects of gender on Level One negotiations. Research from economics and sociology on intrahousehold bargaining elucidates how negotiations over the allocation of domestic labor at Level Two influence labor force participation at Level One. In conclusion, we integrate practical implications from these two bodies of literature to propose a set of prescriptive suggestions for candidates to approach job negotiations as a two‐level game and to minimize the disadvantageous effects of gender on job negotiation outcomes.

Within a negotiation, when an act by one party is out-of-keeping with the previous moves and underlying logic of the interaction, the act and those that follow hold the potential for creating a transition to a new logic of interaction. In this paper, we investigate the presence and role of seven distinct types of transitions resulting from out-of-keeping acts across ten complex legal negotiations. The data reveal that a critical feature differentiating across the types is the abruptness/gradualness of the transition. We explore the combination of relational, informational, and procedural acts comprising the transitions and find that all three components are present across transitions, but in different proportions and orders. Understanding the role of out-of-keeping acts in negotiations facilitates a more complete picture of the microprocesses involved in the creation of critical moments in negotiations.