Salary negotiation often feels intimidating—but the best outcomes usually come from simple prep + clear communication, not aggressive tactics. If you’ve got an offer (or you’re heading into a comp conversation), here’s a quick checklist you can run in about 15 minutes to walk in confident and ask for what you’re worth.

1) Know your “why” (not just your number)

Hiring managers respond better to a business case than a demand. Before you share a target, write down 2–3 value points:

• Impact you’ve delivered (revenue, cost savings, efficiency, customer outcomes)
• Scope you handle (ownership, cross-functional leadership, complexity)
• Scarcity factors (specialized skills, certifications, hard-to-fill experience)

Tip: Use one sentence that ties value to role outcomes: “Based on my experience doing X and the impact I’ve delivered in Y, I’m targeting…”

2) Anchor with market data (but keep it realistic)

Market rate is your credibility booster—when you cite it correctly.

• Look for 3 sources (salary sites, recruiter ranges, peers)
• Filter for location/remote pay, level, industry, and company size
• Use a range, not a single number (e.g., $120k–$135k)

Pro move: Say “Based on market ranges for this level and location…” rather than “I saw on a website…”

3) Negotiate total compensation, not just base

Base salary matters, but it’s only one lever. Consider asking about:

• Signing bonus (especially if base is tight)
• Equity (and details: vesting schedule, refreshers)
• Annual bonus targets and how often they’re paid
• Benefits that affect real take-home value (health premiums, 401(k) match, PTO)

Mini-script: “If base can’t move, is there flexibility on a signing bonus or equity to close the gap?”

4) Ask for the range—early and politely

If you’re still interviewing, it’s fair to ask:

• “What range has been budgeted for this role?”
• “How do you determine leveling and compensation?”

This prevents surprises and helps you avoid negotiating blind.

5) Practice the pause (it’s a negotiation superpower)

After you ask, stop talking. Let them respond. If they counter quickly, you can say:

• “Thanks—can I take a day to review the full package?”
• “That’s helpful. How did you land on that number?”

Quick 15-minute checklist

• ✅ Your target range + walk-away number
• ✅ 2–3 impact bullets
• ✅ 2–3 market references
• ✅ 1–2 alternative asks (bonus, equity, benefits)
• ✅ One calm, rehearsed sentence to open the conversation

Negotiation isn’t about “winning”—it’s about aligning pay with the value you bring and the market reality.

What’s the hardest part of salary negotiation for you right now—sharing your number first, pushing back on a low offer, or knowing what to ask for beyond base salary?