Salary negotiation tips can feel overwhelming. Been there. You want more pay, but you also don’t want to tank the offer. This guide walks you through what to prepare, what to say, and what to avoid—so you can negotiate with calm and confidence. I’ll share practical scripts, real-world examples, and simple research tactics to help beginners and intermediates increase their odds of better compensation.
Why salary negotiation matters
Negotiating pay isn’t just about the first number. It’s about lifetime earnings, job satisfaction, and respect. From what I’ve seen, a small win early can compound into tens of thousands over a career. Employers expect negotiation. Not asking often leaves money on the table.
What negotiation actually changes
- Base salary — direct, recurring impact.
- Bonus and equity — variable but high upside.
- Benefits and perks — health, retirement match, PTO.
- Title and growth path — affects future pay.
Prepare: research, benchmarks, and mindset
Preparation separates the anxious from the effective. Spend focused time before the conversation.
Do your salary research
Use trusted data to set realistic targets. For broad context, check the negotiation theory background on Wikipedia’s negotiation entry. For wage data and industry stats, the U.S. Bureau of Labor Statistics provides official figures—search relevant occupation pages like the BLS wage data.
Also read practical, modern guidance from industry commentators such as Forbes for negotiation tactics and sample scripts.
Set your ranges
Establish a target, a realistic mid, and a walk-away point. Example: if market median is $85k, target $92–100k, realistic $88–95k, walk-away $80k. Write this down.
Mindset: be collaborative, not combative
Frame negotiation as problem-solving. You’re aligning pay with value. Keep curiosity. Ask questions. Use silence. It helps.
Timing and signals: when to negotiate
Best moments to negotiate:
- During the offer stage (before accepting).
- At performance reviews for raises.
- After a big win or added responsibility.
Avoid long email chains for major asks—ask for a short call instead.
Talk tactics: language that works
Words matter. Here are tested lines and structures.
Opening the negotiation
- “Thank you — I’m excited about the role. Based on market data and my experience, I’m looking for a salary in the $X–$Y range. Is there flexibility to get there?”
- “I appreciate the offer. Can we discuss the total compensation so I understand room to align it with market rates?”
When they give a number first
Try to avoid anchoring low. If they lead with a number you weren’t expecting, respond with a question: “Is that the full range for this role?” or “How was that number determined?”
Handling pushback
Use evidence: “My research shows similar roles at companies X and Y pay $X–$Y; plus I bring A, B, C. Can we bridge toward $Z?” Keep it factual, not emotional.
Compensation components: compare options
Sometimes base pay can’t move, but other items can. Consider the full package.
| Item | When to prioritize | Pros/Cons |
|---|---|---|
| Base salary | Long-term stability | High recurring impact / harder to change quickly |
| Sign-on bonus | When budget is constrained | Immediate cash / not recurring |
| Equity | Startups or growth firms | High upside / risky |
| Extra PTO | Quality of life focus | Easy to grant / low cost to employer |
Real-world examples
I once coached an engineer who got a written offer for $95k. Market comps showed $105k for similar roles. We asked for $110k (a conservative upward anchor) and a $10k sign-on if base couldn’t move. Employer met at $103k plus flexible start date. Not perfect. But better.
Another case: a marketing manager accepted a slightly lower base but negotiated quarterly performance bonuses and a title review at six months. That boosted later compensation faster than waiting a year.
Scripts: exact lines to use
Short, reusable phrases you can adapt.
- “I’m excited about this opportunity. Based on my research and experience, is there flexibility around the base salary?”
- “If the base is fixed, can we explore a sign-on bonus or additional equity?”
- “Would you consider a mid-year salary review tied to specific goals?”
Handling common scenarios
Lowball offer
Stay calm. Ask how they determined it. Present market data and your case. If they can’t move, negotiate other benefits.
They ask for your salary history
In many places this is illegal to share. Politely pivot: “I’d prefer to focus on market value and the role’s responsibilities—based on that, I’m targeting $X–$Y.”
Counteroffers
When countering, restate your top priorities and stay consistent. Don’t feel pressured to accept immediately—ask for time to review.
If they say no
Not the end. Consider:
- Requesting a written plan for promotion or raise.
- Securing additional non-monetary perks.
- Asking when compensation will be reviewed next and setting measurable goals.
Quick checklist before any negotiation
- Research 3 data sources (BLS, Glassdoor, industry reports).
- Set target, realistic, walk-away numbers.
- Prepare 2-3 scripts and a success example.
- Decide which concessions you’ll accept (sign-on, PTO, title).
- Practice with a friend or coach.
Top mistakes to avoid
- Talking salary without data.
- Accepting the first offer immediately.
- Threatening to leave without leverage.
- Focusing only on base salary when other items matter.
Resources to dig deeper
For negotiation theory see Wikipedia’s negotiation article. For market pay benchmarks consult the BLS wage pages. For modern scripts and HR perspectives, check industry commentary at Forbes.
Final steps: follow-up and documentation
After you agree, get the terms in writing. Confirm start date, salary, bonuses, and any review timelines. A short confirmation email preserves clarity and prevents backtracking.
Small wins add up. Negotiate with data, calm, and clear asks. You don’t need to win every point—pick what matters most and secure that.
Next move
Pick one script above, tailor it to your role, and run a quick role-play. You’ll feel steadier. And that confidence often changes outcomes more than you expect.
Frequently Asked Questions
Start by expressing appreciation for the offer, share your researched salary range, and ask if there’s flexibility. Use evidence from market data and your achievements.
Negotiate other items like a sign-on bonus, extra PTO, equity, or a guaranteed mid-year review tied to performance goals.
During the offer stage before acceptance, at performance reviews, or after a major win or added responsibility.
If possible, avoid disclosing past salary. Focus the conversation on market value and the responsibilities of the new role instead.
Aim for a range with a realistic midpoint above the market median. Use reliable benchmarks and set a walk-away number to stay grounded.