Salary negotiation is uncomfortable for almost everyone. That's exactly why most people don't do it — and why the people who do earn significantly more over their careers. One study put the lifetime cost of not negotiating a single starting salary at over $500,000.
The discomfort is the point. Push through it once, and the next time is easier. Here's how.
Do your research first
You can't negotiate without a number. Before any conversation, know what the role actually pays in your market.
- Check Levels.fyi, Glassdoor, and Payscale for salary ranges
- Ask people in your network what they've seen for similar roles
- Look at the company's location and funding stage — a Series A startup won't pay FAANG salaries
- Understand the full comp package: base, bonus, equity, benefits, sign-on
Come in with a range, not a single number. The bottom of your range should be the lowest you'd accept without resentment; the top should be aspirational but defensible.
Never give the first number (if you can avoid it)
The first number anchors the conversation. If you say $90K first and they were budgeted for $110K, you've cost yourself $20K. If they say $90K first and you were hoping for $100K, you've got room to push up.
When a recruiter asks for your expectations early, deflect gently:
“I'd love to learn more about the role and the full compensation package before sharing a specific number. What's the range you have budgeted for this position?”
Some recruiters will push. Hold firm — politely. If they absolutely insist, give a range with your target at the bottom.
The anchoring tactic
When it's time to give a number, anchor high. Research consistently shows that the first number on the table pulls the final offer toward it. If your target is $110K, ask for $120-125K.
This isn't greed — it leaves room for them to negotiate down while you still land above your floor.
Negotiate the whole package
Salary is one piece. If they can't move on base, look at:
- Sign-on bonus (often the most flexible)
- Equity / stock options
- Annual bonus target
- Vacation days
- Remote work flexibility
- Professional development budget
- Title (more important than people think for future roles)
The exact scripts
When you receive the initial offer, don't accept on the spot. Always ask for time.
“Thank you so much — I'm really excited about this offer. Can I take a day or two to review the full package and get back to you?”
When you're ready to counter:
“Based on my research and the scope of the role, I was hoping to be closer to [number]. Is there flexibility on the base, or could we look at the overall package to get closer to that?”
If they say no:
“I understand. Could we revisit this in 6 months based on performance? And is there any flexibility on sign-on or equity to bridge the gap?”
What to never say
- 'I need more because of my rent / loans / expenses.' (Personal finances aren't their problem.)
- 'Other companies are offering more.' (Only if true, and only if you'd actually take the other offer.)
- 'This is my final offer / take it or leave it.' (Unless it really is.)
- 'Sorry to ask.' (Don't apologize for negotiating.)
- 'Whatever you think is fair.' (This hands them all the leverage.)
The pre-offer setup
The best salary negotiations start before the offer. During the interview process, plant the seeds:
- Mention your impact in quantified terms — numbers justify higher offers
- Reference (subtly) that you're evaluating multiple opportunities
- Ask about the role's scope and responsibilities — bigger scope = bigger offer
For more on the interview side of this, our job interview preparation checklist covers the questions and research that set you up for a strong offer.
Negotiating a raise at your current job
The same tactics apply when you're asking for a raise, not just a new offer. The difference: you have to make the case internally, against a budget your manager may not control.
Three things make raise conversations land: timing, evidence, and market data. Time the ask right after a big win or during a performance review. Bring a one-page doc of your quantified wins from the last 6-12 months. And anchor to market data — 'Based on what similar roles pay at [comparable companies], I'm hoping to be at [number]' — so the conversation is about the market, not your personal need.
What if they say no?
Sometimes the offer really is the offer. That's okay. You haven't lost anything by asking — and you've set the expectation that you'll advocate for yourself, which helps in future reviews.
If you accept, do it graciously and start the role ready to over-deliver. The next negotiation is your first performance review.
The mindset shift
Most people feel awkward negotiating because they think they're asking for a favor. They're not. They're participating in a normal business transaction. Companies expect it. Recruiters expect it. The only people who lose are the ones who don't try.
Ten minutes of discomfort. Potentially tens of thousands of dollars a year, compounding for the rest of your career. Do the math. 🚀