Prepare and execute a salary negotiation with confidence. Covers market research, total compensation evaluation, counteroffer strategy, practice scripts, and knowing your walk-away number.
Last updated:
0 of 21 completed0%
Copied!
Market Research
Gather salary data from at least 3 independent sources
Cross-reference salary databases, industry surveys, and job postings that list ranges. A single source can be skewed by region, company size, or outdated data. Three sources give you a reliable range to anchor your ask.
Adjust for your location, company size, and years of experience
Salaries for the same role vary by 25-40% between major metro areas and smaller cities. A startup with 50 employees pays differently than a corporation with 10,000. Filter your research by these variables to get an accurate comparison.
Talk to 2-3 people in similar roles about compensation ranges
Direct conversations provide context that databases miss — bonus structures, equity vesting schedules, and promotion timelines. Ask: 'What would you expect someone at my level to earn in this market?' Most people share ranges if you ask respectfully.
Document the median, 25th percentile, and 75th percentile for your target role
Knowing the full range lets you set your ask at the 65th-75th percentile (ambitious but defensible) and your minimum at the 50th percentile. Write these numbers down — you will reference them during the conversation.
Evaluate Total Compensation
Calculate the full value of your current compensation package
Add base salary, bonus (average actual payout, not target), equity/stock value, retirement match, health insurance employer contribution, and any other perks. Most people undervalue their current package by $8,000-15,000 because they only think about base salary.
List the non-salary benefits that matter most to you
Rank these: remote work flexibility, PTO days, parental leave, professional development budget, health insurance quality, retirement matching, equity/stock options, signing bonus. Knowing your priorities prevents you from negotiating the wrong thing.
Calculate your minimum acceptable total compensation
Factor in your monthly expenses, savings goals, and any costs of switching (lost unvested equity, relocation, higher commute costs). This is your walk-away number. Never share it — but know it precisely. Write it down and commit to it.
Prepare Your Counteroffer
Set your target number 10-20% above what you would accept
Anchoring high gives you room to negotiate down and still land at your target. If your target is $120,000, ask for $130,000-$135,000. The first number named in a negotiation influences the final outcome by 50% or more.
Prepare 3-4 specific achievements that justify your ask
Each achievement should include a metric: revenue generated, costs reduced, projects delivered, or team results. 'I led a project that reduced processing time by 35%, saving 200 staff hours per month' is a concrete justification. Prepare these as 1-2 sentence talking points.
Identify 2-3 non-salary items you can negotiate if base salary is firm
Signing bonus, additional PTO (each day is worth ~0.4% of your salary), remote work days, professional development budget, title change, and earlier review date are all negotiable. Companies with rigid salary bands often have flexibility on these items.
Write a counteroffer script and practice it out loud 3 times
Start with enthusiasm about the role, then present your ask with supporting evidence. 'I am excited about this opportunity. Based on my research and experience in X, I was hoping for a base salary in the range of Y.' Practice with a friend and time yourself — keep it under 2 minutes.
Timing and Delivery
Wait for them to name a number first whenever possible
The party that names the first number anchors the negotiation. If asked your salary expectations early, deflect: 'I'd like to learn more about the role before discussing compensation. What is the budgeted range?' If forced, give a range with your target at the bottom.
Negotiate after receiving a written offer, not during interviews
You have the most leverage between receiving an offer and accepting it. Negotiating during early interviews signals you are more focused on money than the role. Wait until they are committed to you — that is when your bargaining power peaks.
Ask for 24-48 hours to review any offer before responding
Never accept or counter on the spot. Say: 'Thank you, I am very interested. Can I review the details and get back to you by [specific date]?' This is expected and professional. Rushing a response leads to leaving money on the table.
During the Conversation
Lead with enthusiasm for the role before discussing numbers
Open by reaffirming your excitement about the position and team. 'I am thrilled about this opportunity and the work your team is doing on X' sets a collaborative tone. Jumping straight to money feels transactional and puts the other side on the defensive.
Present your ask as a range, not a single number
A range (e.g., '$125,000 to $135,000') gives the other side flexibility while anchoring at your target bottom. Make sure the bottom of your range is the number you actually want. The employer will almost always offer at the lower end of whatever range you state.
Use silence after stating your number — do not fill the pause
After you state your ask, stop talking. The instinct to justify, backtrack, or lower your number in the silence is strong. Resist it. The other person needs time to process and respond. Silence is your most powerful tool in this moment.
If they say no to salary, pivot to non-salary benefits
Ask: 'Is there flexibility on signing bonus, additional PTO, or an earlier performance review at 6 months?' Companies that cannot move on base salary often have $5,000-$15,000 in flexibility across other benefits. Always have a backup ask ready.
Closing and Documentation
Get the final agreed compensation in writing before accepting
Ask for an updated offer letter reflecting all negotiated terms: base salary, bonus, start date, title, PTO, remote policy, and any other agreements. Verbal promises that are not in the offer letter do not count. Do not give notice at your current job until you have a signed document.
Confirm the start date and any pre-employment requirements
Background checks take 5-10 business days. If you need to relocate, confirm whether the company covers moving costs and when they expect you to start. Build in at least 1 week between your last day and new start date for a mental reset.
Send a thank-you email confirming your acceptance and excitement
A brief email — 3-4 sentences — thanking the hiring manager and expressing enthusiasm sets a positive tone before you start. Reference something specific about the team or role. This is the beginning of your relationship with your new manager.
Frequently Asked Questions
What percentage above the initial offer should I counter with?
Counter 10-20% above the initial offer for most roles — this range is aggressive enough to meaningfully increase compensation but within the typical budget flexibility of 15-25% that most hiring managers have. For executive roles, counters of 20-30% are common. Never counter with a round number; $87,500 signals more research than $90,000.
Can negotiating a salary cause a company to withdraw the offer?
Offer rescissions due to negotiation are extremely rare — fewer than 1% of cases according to hiring manager surveys. Employers expect negotiation, and 73% of hiring managers report leaving room in initial offers specifically for this. The only scenario where negotiation risks the offer is an ultimatum or aggressive tone that signals you would be difficult to work with.
What if the employer says the salary is non-negotiable?
Shift to negotiating non-salary compensation: signing bonuses ($5K-$25K are common), additional PTO days (each day is worth roughly 0.4% of salary), remote work flexibility, professional development budgets ($2K-$10K/year), equity/stock options, title upgrades, and accelerated review timelines (6-month review instead of annual). These elements have different budget lines and are often more flexible than base salary.
Should I negotiate salary over email or phone?
Phone or video calls allow you to read the hiring manager's tone and adjust in real time — 68% of recruiters prefer verbal negotiation for this reason. Send a follow-up email summarizing what was discussed and agreed upon. If you are uncomfortable negotiating verbally, a well-structured email with market data and a clear ask is perfectly acceptable and creates a written record.
How do I research what salary to ask for?
Cross-reference at least three sources: Levels.fyi (best for tech), Glassdoor (broadest coverage), Payscale (good for adjusting by location), and H-1B salary databases at h1bdata.info (actual filed salaries, public record). LinkedIn Premium shows salary ranges for posted roles. Adjust for location using cost-of-living calculators — a $100K salary in Austin has the purchasing power of roughly $155K in San Francisco.