Here's a statistic that should motivate you: candidates who negotiate salary earn an average of $5,000 more per year than those who don't. Over a career, that compounds to hundreds of thousands of dollars.
Yet 55% of employees accept the first offer without negotiating. Don't be one of them.
The Psychology of Negotiation
Before we get tactical, understand this: negotiation is expected. Hiring managers budget for it. When you don't negotiate, you're leaving money they allocated for you on the table.
In fact, 84% of employers expect candidates to negotiate. Many hiring managers respect candidates more when they advocate for themselves—it signals confidence.
Step 1: Do Your Research First
Never negotiate without data. Use these resources to understand market rates:
- Glassdoor Salary: Company-specific salary ranges
- Levels.fyi: Excellent for tech roles
- Payscale: Industry and role benchmarks
- LinkedIn Salary: Location-adjusted estimates
Know your worth before the conversation. Aim for the 60th-75th percentile of market rate.
Step 2: Let Them Make the First Move
When asked "What are your salary expectations?" early in the process, deflect:
"I'm flexible on compensation and more focused on finding the right fit. I'd love to learn more about the role first. What's the budgeted range for this position?"
Whoever names a number first is at a disadvantage. Get them to reveal their range.
Step 3: The Offer Arrives - Now What?
When you receive an offer, follow this playbook:
- Express enthusiasm: "I'm really excited about this opportunity. Thank you for the offer."
- Don't accept immediately: "I'd like to review the full package. Can I get back to you by [date]?"
- Always ask for time: 48-72 hours is standard and expected.
Step 4: The Counter-Offer Conversation
Use this framework when countering:
"I'm very excited about joining [Company]. Based on my research into market rates and the value I'll bring—particularly my experience with [specific skill/achievement]—I was hoping we could discuss a base salary of [X]."
Key elements:
- Reaffirm enthusiasm (they need to know you want the job)
- Cite market data (not personal needs)
- Reference your unique value
- Give a specific number (not a range)
Step 5: Negotiate Beyond Base Salary
If they can't move on base salary, negotiate these:
- Signing bonus: Often easier to approve (one-time cost)
- Extra PTO: Low cost to company, high value to you
- Remote work flexibility: Saves you commute costs
- Earlier review date: "Can we do a 6-month review with potential salary adjustment?"
- Professional development budget: Conferences, courses, certifications
- Stock options/RSUs: In startups and public companies
What NOT to Do
- ❌ Don't give ultimatums unless you're willing to walk away
- ❌ Don't make it personal ("I need more because of my mortgage")
- ❌ Don't negotiate via email if you can do it by phone
- ❌ Don't accept on the spot, even if the offer is great
- ❌ Don't burn bridges if they can't meet your ask
The Recruiter Advantage
One underrated negotiation hack: agency recruiters want you to earn more. Their commission is based on your salary. They'll often coach you on negotiation and advocate for higher offers.
If you're working with an agency recruiter, leverage them. Ask: "What's the maximum they've paid for similar roles?" and "Can you push back on my behalf?"
You've earned this job. Now earn the salary that comes with it.