Only 39% of workers negotiated their salary for their current job. The rest left an average of $7,500 on the table. Don't be one of them.
Before You Negotiate: Do Your Research
Negotiation starts before you receive an offer. Know your market value:
Research Sources
- Glassdoor / LinkedIn Salary: Company-specific salary data
- Levels.fyi: Detailed tech compensation (including equity)
- Payscale / Salary.com: Role-based salary ranges
- Industry reports: Recruiting firms publish annual salary guides
Know Your Numbers
Have three numbers ready:
- Target: What you ideally want (top 25% of market rate)
- Bottom line: The minimum you'd accept
- Opening ask: 10-15% above your target (gives room to negotiate)
When to Negotiate
The Right Time
Negotiate AFTER receiving a written offer, never before. Once they've decided they want you, you have maximum leverage.
The Wrong Time
- First interview (too early)
- Before understanding full scope of role
- After verbally accepting (too late)
How to Respond to Salary Questions Early
When recruiters ask about salary expectations in early conversations:
"I'm focused on finding the right fit and I'm flexible on compensation. What's the range budgeted for this role?"
Or:
"Based on my research, similar roles in this market range from $X to $Y. I'd be open to discussing within that range depending on total compensation and responsibilities."
The Negotiation Conversation
Step 1: Express Enthusiasm
Start positive: "Thank you for the offer - I'm excited about this opportunity and the team."
Step 2: Ask for Time
"I'd like to review the full offer package. Can I get back to you by [specific date]?"
Step 3: Make Your Counter
Be specific and justified:
"Based on my experience in [specific area] and the market rate for similar roles, I was hoping for closer to $X. Is there flexibility there?"
Step 4: Listen and Respond
They may say yes, no, or meet in the middle. Be prepared for each scenario.
If Salary Is Fixed: Negotiate Other Elements
Many companies have rigid salary bands but flexibility elsewhere:
- Signing bonus: One-time payment to bridge the gap
- Early review: 6-month performance review instead of annual
- Additional PTO: Extra vacation days
- Remote work: Flexible schedule or location
- Professional development: Conference budget, training, courses
- Title: Higher title for same compensation
- Equity: Stock options or RSUs (at startups especially)
What to Say When They Push Back
If they say: "That's above our budget"
Response: "I understand budgets can be tight. Is there flexibility in other areas - perhaps a signing bonus or early review cycle?"
If they say: "We don't negotiate"
Response: "I appreciate that policy. Can you help me understand how raises and promotions work so I know what to expect for growth?"
If they say: "This is our best offer"
Response: "Thank you for being direct. I need a day to consider the full package. Can I confirm by [date]?"
Common Mistakes to Avoid
- Accepting immediately: Always ask for time to consider
- Negotiating via email only: Voice conversations are more effective
- Making it adversarial: Frame it as collaboration, not confrontation
- Bluffing about other offers: Only mention competing offers if they're real
- Negotiating multiple times: One clear ask, then accept or decline
Scripts That Work
Initial Counter
"I'm thrilled about this opportunity. Based on my [X years] of experience and the value I can bring - particularly in [specific area] - I was hoping we could discuss a salary closer to [amount]. Is that possible?"
Handling Rejection
"I understand. The opportunity is still very appealing. Would you be open to a signing bonus to help bridge the gap, or perhaps an earlier performance review?"
The Bottom Line
Salary negotiation is expected. Recruiters budget for it. Hiring managers respect candidates who know their worth. The worst they can say is "no" - and you're no worse off than before you asked.
Know your market value, make a justified ask, and negotiate with confidence. Your future self will thank you.