How to Write a Mnookin Two-Pager

Before you apply to a single job, answer this: what do you actually want? The Mnookin Two-Pager is the exercise that forces clarity — and makes everything else easier.

What Is the Mnookin Two-Pager?

The Mnookin Two-Pager is a signature exercise from the Never Search Alone methodology, named after Harvard negotiation professor Robert Mnookin. It's exactly what it sounds like: a two-page document.

• Page 1: Must-Nots — The things you absolutely will not accept in your next role. Dealbreakers, not preferences.
• Page 2: Must-Haves — The non-negotiable requirements your next role must include.

The power of the Two-Pager is its constraint. Two pages forces you to prioritize. If everything is a Must-Have, nothing is. If you have 20 Must-Nots, you haven't done the hard work of distinguishing dealbreakers from preferences.

Why This Exercise Matters

Most job seekers skip this step. They start searching based on a vague sense of what they want — "something in product," "a senior role at a good company," "remote with good comp." This vagueness leads to:

• Applying too broadly — wasting time on roles that don't actually fit
• Poor negotiation — accepting offers without knowing what matters most to you
• Regret — taking a role that sounds good on paper but violates an unstated need
• Burnout — the scatter of an unfocused search drains energy faster

The Two-Pager eliminates vagueness. Once you've written it, every job description can be quickly evaluated against your criteria. Every networking conversation has a clear frame. Every offer has a rubric.

Page 1: Your Must-Nots

Must-Nots are dealbreakers. These are conditions under which you would decline an offer, regardless of how appealing the rest of the package is. The key question: "Would I actually walk away over this?"

If the answer is "well, it depends..." — it's a preference, not a Must-Not.

Examples of real Must-Nots:

• "No roles requiring more than 20% travel" (because of family obligations)
• "No companies with fewer than 50 employees" (because I need structure to do my best work)
• "No roles reporting to someone who doesn't have direct authority over my budget"
• "No industries I don't believe in ethically" (with specific examples)
• "No base salary below $X" (based on actual financial requirements, not aspiration)

Notice these aren't generic. They're specific, personal, and grounded in self-knowledge. The best Must-Nots come from experience— things you've learned about yourself through previous roles.

Page 2: Your Must-Haves

Must-Haves are non-negotiable requirements. The role must include these for you to accept it. Again, the bar is: "Would I decline an offer that doesn't include this?"

Examples of real Must-Haves:

• "People management — I need to be growing a team, not just doing IC work"
• "Remote-first or fully remote (not hybrid with in-office expectations)"
• "Direct impact on product decisions, not just executing someone else's roadmap"
• "A manager who has managed managers before"
• "Series B or later — I need the stability of product-market fit"

Aim for 5–8 Must-Haves. Fewer than that and you haven't pushed hard enough. More than that and you may be confusing Must-Haves with Nice-to-Haves.

Common Mistakes

• Too generic: "Good culture" is not a Must-Have. "A culture where decisions are made transparently with written rationale" is.
• Too aspirational: Don't list what you wish you wanted. List what you actually need. If comp is your #1 priority, own it.
• Confusing preferences with dealbreakers: If you'd accept a role without it for the right comp or the right team, it's not a Must-Have.
• Not being honest about Must-Nots: The Two-Pager only works if you tell the truth. "No return-to-office mandates" is a valid Must-Not if that's real for you.
• Writing it alone: The Two-Pager improves dramatically with outside feedback. A council will catch the places where you're not being specific enough or honest enough.

Getting Council Feedback

In the Never Search Alone curriculum, Session 4 is dedicated to the council reviewing your Two-Pager. This is where the document gets sharp:

• Council members challenge vague items: "What does 'good culture' actually mean to you?"
• They test your conviction: "If you got a dream offer that violated Must-Not #3, would you really walk away?"
• They spot blind spots: "You didn't mention comp at all — is that intentional?"
• They share their own Two-Pagers for comparison and calibration

Using Your Two-Pager

Once written and reviewed, the Two-Pager becomes your operational filter:

• Screening roles: Before applying, check the listing against your Must-Nots and Must-Haves. If it violates a Must-Not or misses a Must-Have, skip it — no matter how appealing the title or company.
• Networking conversations: Share your Must-Haves (not Must-Nots) with your network. It helps people connect you to relevant opportunities.
• Interview evaluation: Ask questions in interviews that test your Must-Haves. If the answers don't align, you have your answer.
• Offer negotiation: Your Must-Haves become your negotiation priorities. You know what you're willing to flex on and what you're not.