Most people accept the first salary offer they get. Studies consistently show this costs them hundreds of thousands of dollars over a career. Negotiating works, and it is less uncomfortable than you think once you know what to say.
Why Most People Do Not Negotiate
Fear is the main reason. Fear of seeming greedy. Fear of having the offer rescinded. Fear of not knowing what to say when pushed back on.
Here is the reality: employers almost never rescind offers over salary negotiations. Hiring a candidate costs the company 30% to 50% of that role’s annual salary in recruiting, training, and ramp-up time. They are not walking away over a few thousand dollars unless you have been wildly unreasonable.
Know Your Number Before Any Conversation
Research your market rate using at least three sources: LinkedIn Salary, Glassdoor, Levels.fyi (for tech), the Bureau of Labor Statistics Occupational Outlook Handbook, and conversations with people in similar roles.
Come up with a specific number, not a range. A range signals to the employer where the floor is. If you say $70,000 to $80,000, they hear $70,000.
Target the 75th percentile for your market. You are not going to ask for the absolute top of the range, but you are also not anchoring at the median when you could get more.
When to Bring Up Salary
Do not volunteer a number until you have to. When asked for your salary expectations early in the process, it is fine to say: “I would love to learn more about the full scope of the role before discussing compensation. Can you share the budgeted range for this position?”
In many states, employers are not allowed to ask about your salary history. Even where it is legal, you do not have to answer. Redirect to market rate instead.
What to Say When You Get the Offer
When the offer comes, do not respond on the spot. Say: “Thank you so much. I am really excited about this opportunity. Can I have until [date, 2 to 3 business days away] to review?”
Take the time to think clearly, do additional research if needed, and prepare your counteroffer.
The Counteroffer Script
When you call back to negotiate, lead with enthusiasm and then make your case:
“I am really excited about this role and the team. After researching market rates for [job title] with my level of experience in [city/remote], I was hoping we could land closer to [your number]. Is there flexibility there?”
Then stop talking. The discomfort of silence is real, but silence works in your favor. Do not start justifying or backpedaling before they respond.
How to Handle Common Pushbacks
“That is above our budget for this role.”
“I understand, and I appreciate you being transparent. Is there flexibility in other parts of the package, like a signing bonus, an earlier performance review, or additional PTO?”
“We cannot go higher, but we can revisit in six months.”
“I would be open to that. Could we formalize that as part of the offer letter, with a specific performance review date and a target range for what reaching X metrics would look like?”
“What makes you think you are worth that?”
“Based on comparable roles on LinkedIn Salary and Glassdoor, [your number] is in line with the 75th percentile for [job title] in [location] with [X years] of experience. I have also [specific achievement that is relevant to this role], which I believe justifies the ask.”
Negotiating Beyond Base Salary
If you hit a hard ceiling on base pay, the total compensation package has more levers than most people use:
- Signing bonus: Often comes from a different budget than base salary. Easier for employers to say yes to.
- Equity: At startups and larger companies, equity can be a significant part of total compensation. Ask about vesting schedule, strike price, and the company’s most recent valuation.
- Extra PTO: One or two extra vacation days can be worth several thousand dollars in implicit value.
- Remote work flexibility: Eliminating a commute has real financial and time value.
- Earlier performance review: A six-month review with a clear raise target gets you to a higher base faster.
- Professional development budget: Training, certifications, and conferences with a set annual budget.
- Relocation assistance: If you are moving, this is often negotiable.
Negotiating a Raise at Your Current Job
The same principles apply when asking your current employer for a raise, with one addition: timing matters. The best time to ask is after a clear win, right after a performance review cycle, or during the annual budget planning period before the new fiscal year when salaries are being set.
Build your case around results, not tenure. “I have been here three years” is weak. “I brought in $400K in new contracts and reduced client churn by 18% this year” is strong.
What to Do If They Say No
Ask what it would take to earn the salary you want. Get specifics: “What performance milestones would position me for [your target number] at my next review?” Then get that in writing or at least in a follow-up email.
If the answer is vague and the situation does not improve after 12 months, the real negotiating tool is a competing offer from another employer. The market is the most honest signal of what your skills are worth.
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