Negotiating pay feels awkward. I get it — been there, coach others through it, and seen small tactics move big numbers. This article on salary negotiation gives clear, practical steps: how to research market rate, craft offers, handle counteroffers, and negotiate benefits without burning bridges. Read on for scripts, timing advice, and real-world examples that you can use tomorrow.
Start with Research: Know Your Market Value
Before you say a number, do the homework. Look at salary ranges for your role, industry, and city. Use multiple sources so you don’t rely on one noisy datapoint.
- Check government data for baseline figures — the U.S. Bureau of Labor Statistics is useful for occupations and regional pay: BLS Occupational Employment Statistics.
- Read industry articles and negotiation research from authority outlets like Harvard Business Review.
- Get a quick sense of common titles and pay via general references such as the Wikipedia salary overview (good for background context).
Pro tip: Target the 60th–75th percentile if you have strong experience. Aim higher if you have rare skills.
Prepare Your Salary Range and Script
Don’t walk in with a single number. I usually recommend a three-point range: low, target, and aspirational. Practice a short script — two to three lines — so you sound calm and confident.
Example script: “Based on market research and my experience leading X, I’m targeting $Y–$Z total compensation. Is that within the range you have for this role?” Simple. Direct. Effective.
What to include in your pitch
- One-line value statement (what you deliver).
- Relevant proof point (metric or outcome).
- Your researched range.
Timing Matters: When to Bring It Up
Timing changes leverage. If you’re interviewing, wait until you have an offer or the employer asks salary expectations. If you’re employed and asking for a raise, schedule a performance discussion after a win or quarterly review.
Little aside: asking mid-project rarely helps. Aim for natural momentum — after a success, during budget planning, or when market demand is high.
Tactics That Work (and Why)
Different situations need different tactics. Below is a quick comparison table to help decide which approach fits your scenario.
| Situation | Best Tactic | Why it Works |
|---|---|---|
| New job offer | Anchor high, justify with market data | Gives room to negotiate; employer expects back-and-forth |
| Internal raise | Lead with accomplishments and business impact | Shows ROI of your role to the company |
| Counteroffer | Ask for time to consider; evaluate total comp | Prevents reactive decisions and reveals priorities |
Scripts for common moments
- When asked your range early: “I prefer to learn more about the role, but based on market data my range is $X–$Y.”
- When given a low offer: “Thanks — that’s lower than I expected. Based on my research and experience, a fair range is $X–$Y. Can we bridge that gap?”
- When negotiating benefits: “If the salary is fixed, can we explore additional PTO, a signing bonus, or flexible work options?”
Negotiate Total Compensation, Not Just Base Pay
Salary is one piece of total compensation. Consider bonuses, equity, vacation, flexible schedules, professional development, and role title.
Sometimes companies can’t move base pay but will enhance benefits. Decide beforehand which trade-offs you’ll accept.
Handling Counteroffers and Pushback
Expect objections. Employers may cite budgets or internal parity. Respond with empathy, data, and alternatives.
- Empathy: “I understand budget constraints.”
- Data: “Here’s the market data and my recent achievements.”
- Alternatives: “If base pay is fixed, could we do a sign-on bonus and a 6-month performance review for a raise?”
Special Cases: Remote Work and Market Rate Differences
Remote and hybrid roles complicate market-rate calculations. Some companies adjust pay by geography; others pay uniformly. Ask directly how they set pay for remote employees.
Use location filters on salary sites and cite national averages if the employer uses a different yardstick.
Common Mistakes to Avoid
- Accepting the first offer without considering total comp.
- Giving your lowest number first — that anchors low.
- Focusing only on salary and ignoring benefits.
- Reacting emotionally — stay calm and data-driven.
Real-World Examples
Example 1: A product manager I coached turned a $7k gap into a $12k improvement by providing three impact metrics and asking for a 6-month review tied to deliverables.
Example 2: A developer accepted a slightly lower base in exchange for equity and a remote stipend — the total package exceeded her initial target.
Quick Checklist Before You Negotiate
- Have market data from at least two sources (BLS, industry reports, company salary pages).
- Prepare a short value pitch and one or two proof points.
- Set your walk-away number and ideal target.
- Plan alternatives (bonus, PTO, title, review timeline).
- Practice aloud — keep it under 30 seconds.
Where to Find Reliable Salary Data
Good sources include government statistics, industry surveys, and reputable media. For a baseline, the BLS data is solid; for negotiation framing, research and guides from outlets like Harvard Business Review are useful.
Next Steps: Practice and Track Your Progress
Negotiation improves with repetition. Track offers, outcomes, and scripts that worked. Over time you’ll build a personal playbook and greater confidence.
Short Resources and Further Reading
For background on pay structures and history, see the Wikipedia salary page. For hands-on negotiation framing, HBR’s practical articles are helpful and evidence-based.
Final Thought
Negotiation isn’t about winning or losing. It’s about aligning value and pay. Do the research, practice a calm script, and be ready to discuss total compensation. You might be surprised how much room there is — especially when you ask the right way.
Frequently Asked Questions
The best time is after you receive an offer or during a performance review following a clear achievement. For internal raises, align requests with budget cycles or after delivering measurable impact.
Use multiple sources: government data like the BLS, reputable industry reports, and employer salary pages. Cross-check to find a realistic range for your role, experience, and location.
If possible, defer giving a number until you have more information. If pressed, provide a researched range rather than a single figure to avoid anchoring low.
Respond calmly, present market data and your impact, and propose alternatives like a higher sign-on bonus, additional PTO, or a timed salary review tied to performance.
Yes. If base pay is constrained, negotiate for bonuses, equity, flexible work, PTO, or professional development — these can increase total compensation and work-life balance.