Negotiating salary can feel awkward—especially if you’re excited about the role. But the best negotiations aren’t aggressive; they’re prepared, specific, and collaborative. Here’s a practical plan you can use the moment you get to the offer stage.

1) Start with the right mindset (and timing)

• Don’t negotiate before there’s an offer. Early conversations should focus on fit and scope.
• When asked about expectations, anchor to value: “I’m flexible, but I’d like to understand the role level and total compensation.”
• Once the offer arrives, ask for time: “Thanks—can I review this and get back to you tomorrow?”

2) Define your target, ask, and walk-away

Before replying, write down three numbers:

• Target: what you’d be happy with
• Ask: slightly above target (room to negotiate)
• Walk-away: the minimum you’d accept given your alternatives

Tip: If you only set one number, you’ll negotiate emotionally. Three numbers keep you grounded.

3) Negotiate total compensation, not just base

Many candidates focus on salary and miss the bigger levers. Review:

• Base salary (cash, predictable)
• Bonus (annual or performance-based)
• Equity (value depends on company stage, dilution, vesting)
• Benefits (healthcare, 401k match, PTO, education budget)
• Signing bonus (great when base is capped)

Quick script you can adapt

“I’m excited about the role. Based on the scope and market data I’ve researched, I was targeting $X–$Y in total comp. Is there flexibility to bring the offer closer to that range—either on base or with a signing bonus/equity adjustment?”

4) Bring evidence, not feelings

Strong negotiation is a business conversation. Come with:

• 2–3 market data points (similar roles, similar locations/remote pay bands)
• A short list of your high-impact skills tied to the job: revenue, cost savings, speed, risk reduction
• Anything that increases your leverage: competing processes, rare expertise, certifications

Keep it tight: one or two sentences per point. You’re making it easy for the recruiter to advocate for you.

5) Handle “This is our best offer” without burning trust

If they say there’s no room on base, try:

• Signing bonus to bridge the gap
• 6-month salary review in writing with clear success metrics
• Extra equity (or faster vesting/refresh schedule depending on company policy)
• More PTO or professional development budget

6) Get it in writing

Once you agree, ask for an updated offer letter reflecting the final terms—especially bonus conditions, equity details, and any review commitments.

Your turn: What part of salary negotiation feels hardest for you right now—asking for more, finding market data, or evaluating equity/total comp?