How To Negotiate Salary
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1. Do the homework before you pick up the phone
This guide covers the mechanics: research, timing, scripts, and what to do when the recruiter pushes back. It assumes you’re negotiating an offer — the moves for a raise from inside a job are related but different, and we’ll flag those.
2. Don’t name your number first
You need three numbers: the market range for the role, the company’s pay bands (often on Levels.fyi or Glassdoor), and your minimum acceptable (the walk-away). Going in without these makes you either under-ask or overshoot and lose the offer. One hour of research anchors every other move.
4. Ask for time to review — always
The single most common mistake. When asked “what are you looking for?” early, deflect: “I’d like to understand the full package first — what’s the range budgeted for this role?” The first number anchors everything; make it theirs.
5. Negotiate the full package, not just base
Once they’ve decided they want you, you have leverage. Before that, you’re one of many candidates. Be pleasant and professional through interviews. When the offer lands, that’s when negotiation starts.
6. Use specific, defensible numbers
“Thank you — I’m excited. I’d like to take 24–48 hours to review the full package and come back with any questions.” This buys space, signals you’re not desperate, and avoids emotional acceptance. Do not negotiate in the same call as the offer.
7. Have a competing offer — or a principled alternative
Base, signing bonus, equity (grants and vesting), bonus target, vacation, remote/hybrid, title, start date. Equity and signing bonuses are often easier for the company to move than base. Title matters more than it seems — it affects your next job search.
8. Silence is a tool
Don’t say “I was hoping for more.” Say “Based on similar roles at Meta and Google and the scope of this team, I’d be targeting a base of $X.” Specific asks anchored in market data get real responses; vague asks get vague answers.
9. Never say yes in the same email
Competing offers are the strongest lever, but “I have other conversations at similar levels” is also legitimate. If you truly have nothing else, lean on market data: “The compression between this offer and my current total comp is smaller than I’d need to make this move.”
10. Get it in writing before giving notice
After you ask, stop talking. Recruiters are used to candidates filling the silence by softening. Don’t. Let them respond. A 20-second pause is your friend; don’t break it.
11. For internal raises: build the case monthly, ask quarterly
Even if the counter is great — thank them, sit on it for a few hours, and reply. Impulse acceptance often leaves 5–10% on the table.
12. Know when to walk
Everything negotiated must be in the formal written offer before you resign from your current job. Verbal agreements from recruiters don’t stick when a different manager processes the paperwork.
Your next offer playbook
Inside an existing job, the mechanics are different. Keep a running file of wins, new responsibilities, and market data. Schedule a dedicated conversation with your manager (not tacked onto a 1:1): “I want to discuss compensation.” Come with the case, the number, and the market data. Don’t threaten to leave unless you’re prepared to.