Salary negotiation isn’t about being “pushy”—it’s about making your value easy to say yes to. The best negotiators show up prepared, speak in ranges, and optimize the whole package (not just base pay). Here’s a practical framework you can use in your next conversation.

1) Start with the right research (and the right number)

Before you negotiate, get clear on your market value.

• Use multiple sources: levels.fyi (tech), Glassdoor, Salary.com, LinkedIn postings, and recruiter conversations.
• Compare role level + location + industry + company stage (startup vs enterprise).
• Build a target range:
  • Floor: the minimum you’d accept
  • Target: what you think is fair market
  • Stretch: your “ideal” outcome

Tip: Don’t anchor yourself too low. It’s easier to negotiate down from a strong, reasonable range than to claw upward later.

2) Negotiate total compensation, not just base

Many candidates leave money on the table by focusing on salary alone. Look at:

• Base salary
• Bonus (annual + performance)
• Equity (RSUs/options) + vesting schedule + strike price (if options)
• Benefits (health, retirement match, stipends)
• Sign-on bonus (especially useful when base is “banded”)
• Review cycle timing (earlier eligibility can be worth real money)

Quick line you can use:

“If base is constrained by band, could we adjust sign-on, equity, or an earlier comp review to get closer to my target?”

3) Use value-based language (not need-based language)

Avoid framing negotiation around personal expenses (“rent is high”). Instead, connect to outcomes:

• Highlight scope (team size, ownership areas)
• Share proof (metrics, wins, comparable offers)
• Emphasize impact (“I can reduce cycle time by X”, “grow pipeline by Y”, “improve reliability by Z”)

Example:

“Given the scope of owning X and my track record delivering Y, I was targeting $A–$B. Is there flexibility to get closer to that?”

4) Ask for tradeoffs—and get everything in writing

If you hear “no,” pivot to options:

• “What would need to be true to hit that number?”
• “Can we increase equity to compensate?”
• “Can we add a 6-month performance review with a compensation adjustment tied to goals?”

Once agreed, request an updated offer letter that includes all changes.

5) Keep the tone collaborative

Negotiation is a professional planning conversation. Calm, curious, and specific beats aggressive every time.

What part of salary negotiation do you find hardest—finding market-rate data, stating your number confidently, or negotiating equity/bonuses?