Salary negotiation doesn’t have to feel like a confrontation—it’s a business conversation about value, scope, and trade-offs. Here’s a practical framework you can use to ask confidently, stay collaborative, and improve your outcome.

1) Start with the right prep: your “numbers + narrative”

Before you talk money, get clear on two things:

• Market range: Pull 3–5 data points (levels.fyi, Glassdoor, recruiter screens, peers). Track location, seniority, and company type.
• Your value story: Prepare 2–3 impact bullets you can say out loud.
  • Example: “I reduced cycle time by 18% by redesigning our deployment pipeline.”

Tip: Don’t anchor on a single salary number. Anchor on a range backed by data.

2) Use a simple negotiation script that works

When you get the offer (or when you’re discussing comp mid-process), try:

“Thanks—I'm excited about the role. Based on the scope we discussed and market data for similar positions, I was targeting $X–$Y. Is there flexibility to get closer to that range?”

Then pause. Let them respond.

If they ask for your current salary

You can redirect politely:

• “I’d prefer to focus on the value of this role and a fair market rate. For this position, I’m targeting $X–$Y.”

3) Negotiate total compensation (not just base)

Base salary matters, but many offers have levers. Ask for a full compensation breakdown:

• Base salary
• Bonus (target %, payout history, and what “on target” actually means)
• Equity (grant size, vesting schedule, refreshers, and how they value it)
• Benefits (health premiums, retirement match, learning budget)
• Signing bonus (especially if base is tight)

Quick win: If they can’t move base, ask for a signing bonus or a compensation review in 6 months tied to clear goals.

4) Handle “This is our best and final” gracefully

Sometimes it really is final—sometimes it’s just a test. Respond with curiosity:

• “Understood. If base can’t change, what flexibility do we have on signing bonus, equity, or bonus target?”
• “What would I need to accomplish in the first 6 months to justify a salary adjustment to $X?”

5) Avoid common pitfalls

• Don’t negotiate over email alone—schedule a call if possible.
• Don’t accept vague promises (“we’ll revisit later”) without timeline + criteria.
• Don’t apologize for asking. You’re aligning expectations.

If you’ve negotiated before (or avoided it), what’s the hardest part for you—naming a number, handling pushback, or deciding when to walk away?