How to Negotiate Your Salary

Why You Should Almost Always Negotiate

Studies consistently show that 70% of employers expect candidates to negotiate. The initial offer is rarely the best they can do. Not negotiating typically leaves $5,000–$15,000 on the table, and that loss compounds year after year through raises, bonuses, and future job offers that are based on your current salary.

Over a 30-year career, a single successful negotiation that adds $10,000 to your starting salary can be worth over $500,000 in cumulative earnings when you factor in raises, bonuses, and compound growth.

The only times to consider not negotiating: the offer already exceeds your target and market rate, you're in a standardized pay structure with no flexibility (government, union), or the employer explicitly states the offer is final (rare, and you can still try).

Step 1: Research Your Market Value

You cannot negotiate effectively without data. Before any negotiation, research the market rate for your specific role, location, and experience level using multiple sources:

• Levels.fyi (best for tech compensation, includes equity data)
• Glassdoor Salaries (broadest coverage across industries)
• LinkedIn Salary (good for comparing by region)
• Payscale (detailed by experience and skills)
• Bureau of Labor Statistics (government data, reliable but general)

Cross-reference at least three sources. You want to know the 25th, 50th, and 75th percentile for your role. Your target should be the 50th–75th percentile unless you have exceptional qualifications.

Step 2: Know Your Total Compensation

Base salary is just one piece. Evaluate the complete package:

When you negotiate, you're not just negotiating salary — you're negotiating the total package. If they can't move on base, push on signing bonus, equity, or additional PTO.

Step 3: The Negotiation Conversation

When you receive the offer (usually by phone or email), follow this framework:

1. Express genuine enthusiasm first. "Thank you so much for the offer. I'm really excited about this role and the team."
2. Ask for time to review. "I'd love to take a day or two to review the complete package. Is that okay?" (It always is.)
3. Come back with a specific counter. Don't say "I was hoping for more." Say a number.

The Counter Script

If They Say No to Base Salary

Step 4: Common Scenarios

"What are your salary expectations?"

This question usually comes before an offer. The goal is to avoid anchoring too low while not pricing yourself out. The best response:

"Based on my research, roles like this in [city] typically range from $X to $Y. I'd be comfortable within that range, depending on the complete compensation package. What's the range you have budgeted for this role?"

"What's your current salary?"

In many states (California, New York, Washington, Colorado, and others), employers cannot legally ask this. Regardless of legality, you should redirect:

"I'd prefer to focus on the value I'd bring to this role rather than anchor to my current compensation. The market range I'm seeing for this position is $X to $Y — is that in line with your budget?"

"This is our final offer."

It might be, or it might not be. Respond graciously:

"I appreciate your transparency. I'm very excited about the role and want to make this work. If the base salary is firm, would there be any flexibility on [signing bonus / start date / PTO / equity vesting / title]?"

Step 5: Get It in Writing

Never accept a verbal offer as final. Always ask for the complete offer in writing before accepting. The offer letter should include base salary, bonus structure, equity details, start date, title, and any special terms you negotiated. If something you discussed isn't in the letter, ask to have it added before you sign.