Salary negotiation isn’t just about pushing for a higher number—it’s about understanding your total package and trading thoughtfully. If you’re heading into an offer call (or planning a raise conversation), here are practical ways to increase your compensation without turning it into a standoff.

1) Start with market reality (not gut feel)

Before you counter, sanity-check your ask against market-rate data:

• Compare role + level + location + industry (these change pay dramatically)
• Use multiple sources (company-specific, industry surveys, peer networks)
• Be ready to explain why you’re priced at the top end (scope, impact, rare skills)

Tip: Use a range you can defend, and anchor it with value: “Based on market data and the scope of X, I’m targeting $A–$B.”

2) Negotiate the whole package (total compensation)

Many candidates leave money on the table by focusing only on base. Ask for a breakdown of:

• Base salary
• Bonus (target + how it’s calculated)
• Equity (type, grant size, vesting schedule, refreshers)
• Benefits (health, retirement match, PTO, learning budget)

Tip: If base is capped, shift to other levers (bonus, equity, sign-on).

3) Use “constraints” to your advantage

If the recruiter says, “Base is fixed,” respond with options:

• Signing bonus to bridge a gap this year
• Equity increase to reflect long-term value
• Performance review at 3–6 months with a clear compensation trigger

Keep it collaborative: “If base can’t move, what can we adjust to get closer to the total comp target?”

4) Make your counter easy to approve

Decision-makers love clarity. Structure your counter like this:

• Appreciation + excitement
• Your target range
• 2–3 specific asks (not 10)
• A reason tied to impact/market

Example:

• Base: +$X
• Sign-on: $Y
• Equity: +Z shares/units

5) Don’t skip the “equity math”

Equity can sound big but be worth less than expected.

• Ask for current valuation, strike price (if options), and refresh policy
• Confirm vesting (1-year cliff? monthly/quarterly thereafter?)
• Understand what happens if the company is acquired or you leave

6) Be careful with counter-offers

If your current company counters, consider:

• Are they fixing the pay problem or just delaying your departure?
• Will trust or growth opportunities change?
• Are you staying for the work—or just the money?

7) Practice your delivery (calm beats clever)

Your tone matters as much as your numbers. Aim for confident, concise, and friendly. Rehearse your lines once or twice so you don’t over-explain.

Quick reflection

When you negotiate, which lever feels hardest for you—base, bonus, equity, or benefits—and what’s one sentence you could practice to ask for it confidently?