Salary negotiation doesn’t have to feel awkward—or adversarial. The goal isn’t to “win,” it’s to align your value with the company’s budget and land a package you’ll be happy with long after the excitement of the offer wears off.

1) Start with data (not vibes)

Before you respond to an offer, collect 3 data points:

• Market rate for your role, level, and location (use multiple sources)
• Comparable offers (if you have them) and your current comp baseline
• Range context: seniority, scope, niche skills, and urgency of hire

Tip: If the company already shared a range, anchor inside their range using your evidence (projects, outcomes, years at level).

2) Negotiate total compensation, not just base

Many candidates leave money on the table because they only counter the salary line. A strong negotiation covers:

• Base salary (your steady monthly comfort)
• Bonus (annual/target + how it’s calculated)
• Equity (grant size, vesting schedule, refreshers, and what “equity” actually means)
• Benefits (health premiums, retirement match, learning budget)
• One-time items like a signing bonus or start-date flexibility

Pro move: If base is capped, ask: “What flexibility do we have on signing bonus or equity to bridge the gap?”

3) Use a clear, collaborative counter

A counter offer is most effective when it’s specific and easy to action.

Try this structure:

• Appreciation + excitement
• Your researched target
• Your justification (2–3 measurable wins)
• A question that invites options

Example phrasing:

“I’m excited about the role and the team. Based on market data and the scope (leading X, owning Y), I was targeting $___ base. Is there room to move the base to $___, or alternatively increase the signing bonus/equity to reach a total of $___?”

4) Avoid the two common traps

• Talking too early: Don’t negotiate before you understand the full package.
• Over-explaining: Keep your rationale outcome-focused (impact, revenue, efficiency, leadership), not personal expenses.

5) Know what “yes” looks like—before you ask

Write down your:

• Ideal number
• Acceptable number
• Walk-away point

This prevents on-the-spot decisions and makes you calmer (and more credible) in the conversation.

If you’ve negotiated recently (or you’re about to), what part is hardest for you—asking for more, justifying your number, or navigating equity/bonus tradeoffs?