Salary negotiation isn’t just about asking for “more money”—it’s about shaping the entire offer into something that fits your goals and market value. Here’s a practical framework you can use the next time you’re preparing to negotiate.

1) Start with your “anchor” (and back it up)

Before you respond to an offer, define a clear range based on data. Aim to anchor with a number that’s ambitious and defensible.

How to build your range:

• Use 2–3 sources (levels.fyi, Glassdoor, company peer intel, recruiters)
• Filter for level, location, remote policy, and industry
• Adjust for scarcity skills (AI/ML, security, niche domains)

Quick script:

“Based on market data and my experience delivering X outcomes, I’m targeting $A–$B. Is there flexibility to get closer to $B?”

2) Negotiate total compensation, not just base

Many candidates leave money on the table by focusing only on salary. Instead, map the whole package.

Common levers (often easier to move than base):

• Signing bonus (especially if the team needs you fast)
• Equity (more shares, better refreshers, earlier vesting review)
• Annual bonus (target %, guarantee for year 1)
• Benefits (extra PTO, learning budget, commuter, healthcare options)
• Relocation / remote setup (stipend, coworking budget)

Tip: If base is capped, ask: “What can you do on bonus or equity to close the gap?”

3) Use “value language,” not personal needs

Negotiations go best when tied to impact. Instead of “I need,” use “I can deliver.”

Translate your work into business outcomes:

• Revenue influenced (pipeline, conversions, upsells)
• Cost saved (automation, vendor reduction, process improvements)
• Risk reduced (security fixes, incident reduction, compliance)
• Speed increased (time-to-release, cycle time)

4) Handle “We need an answer today” pressure gracefully

Exploding offers happen. You can still ask for time—professionally.

Quick script:

“I’m excited about the role and want to make a thoughtful decision. Could I have until [date] to review everything and ask a couple final questions?”

5) Know your walk-away number (and your must-haves)

Write down:

• Your minimum acceptable total comp
• 1–2 non-negotiables (remote days, level/title, visa support, etc.)
• Your trade-offs (e.g., lower base for higher equity)

When you’re clear, you negotiate with calm confidence.

Your turn

What part of negotiation do you find hardest right now: asking for more, justifying your number, or knowing which levers to push (base vs. equity vs. bonus)?