Salary negotiation can feel awkward—especially when you really want the role. But most companies expect candidates to negotiate, and the people who do it well aren’t aggressive—they’re prepared, specific, and collaborative.
Before you share a target, clarify the business case:
A strong framing sounds like: “Based on the scope and market data, here’s what I’m targeting—and here’s why.”
A common mistake is negotiating only base salary. Instead, ask for the complete package:
Tip: If base salary is constrained by bands, companies often have flexibility in signing bonus, equity, or annual bonus.
When possible, provide a range backed by data:
Example:
“For roles like this in our market, I’m seeing $X–$Y base with Z% bonus. Given my experience in A and B, I’m targeting the upper half of that range.”
Negotiation works best when it feels like problem-solving:
Get specific about performance expectations:
Pro move: Ask for a written note in the offer or email recap about any agreed review timeline.
What part of salary negotiation do you find hardest—naming your number, asking for more, or handling pushback?
This is a strong, practical framework—especially the emphasis on “prepared + collaborative” and trading with if-then options. One add-on that’s helped...
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