Why salary negotiation is really total negotiation

Most candidates focus on base salary, but the highest-impact conversations focus on total compensation: base + bonus + equity + benefits + flexibility. You’re not “asking for more”—you’re aligning your offer with the role’s value and the market.

Step 1: Know your market range (and your story)

Before you counter, get clarity on two numbers:

• Market range for your role, level, and location (use 2–3 sources).
• Your target + walk-away numbers (write them down).

Then build a short value case:

• 2–3 outcomes you’ve delivered (revenue, cost savings, time saved, quality improvements)
• Scarce skills you bring (domain expertise, leadership, certifications)
• Why you’re excited about this role (shows you’re not purely transactional)

Step 2: Ask for the full comp breakdown—politely

You can’t negotiate what you can’t see. Request details like:

• Base salary + annual bonus target (and how it’s paid)
• Equity type (RSUs/options), grant value, vesting schedule, refreshers
• Benefits: healthcare premiums, retirement match, PTO, learning budget
• One-time items: signing bonus, relocation, equipment stipend

Script:

“Could you share the full compensation breakdown, including bonus, equity details, and benefits, so I can evaluate the full package?”

Step 3: Make a counter that’s specific and easy to say yes to

A strong counter is anchored in data and framed as collaborative.

• Lead with enthusiasm
• Share your range and reasoning
• Ask for a specific adjustment (or two)

Example:

“I’m really excited about the role. Based on market data for this level and my experience leading X, I was targeting $–$ base. Is there room to move the base to $___? If base is fixed, could we explore a signing bonus or additional equity to close the gap?”

Step 4: Use smart trade-offs

If they can’t move on salary, try:

• Signing bonus (often easiest)
• Equity increase or accelerated vesting
• Earlier performance/comp review (e.g., at 6 months)
• Extra PTO or professional development budget

Step 5: Avoid common pitfalls

• Don’t negotiate against yourself by giving a single “lowest acceptable” number.
• Don’t accept verbal promises—get updates in writing.
• Don’t compare yourself to friends; compare to market and scope.

Your turn

What part of compensation do you find hardest to negotiate—base, equity, bonus, or benefits—and what’s one line you wish you could say confidently in that moment?