Negotiating salary can feel awkward—especially if you’re worried about sounding “difficult.” But here’s the reality: most employers expect negotiation, and your first offer often has room to move. The goal isn’t to “win” at their expense—it’s to land a fair, market-aligned package that matches your value.

1) Start with market data (not vibes)

Before you negotiate, make sure you can clearly explain why your ask is reasonable.

Do this prep:

• Pull 2–3 data points (salary sites, job postings with ranges, recruiter insights).
• Calibrate for location, seniority, and company size.
• Identify your target range and your walk-away number.

Tip: If the role is remote, ask whether pay is based on your location, HQ location, or a national band.

2) Negotiate total compensation, not just base

Base salary matters, but it’s only one lever. Many candidates miss easy wins by focusing on base alone.

Common negotiable items:

• Signing bonus (great when base is tight)
• Equity / RSUs (especially in startups and high-growth companies)
• Annual bonus target and how it’s measured
• Benefits (health premiums, 401k match, PTO, learning budget)
• Review timeline (e.g., 6-month salary review if leveling is uncertain)

Quick script:

• “I’m excited about the role. Based on market data and the scope, I was targeting $X–$Y. Is there flexibility to get closer to that range, or to balance with a signing bonus/equity?”

3) Anchor with confidence—and keep it collaborative

Strong negotiation is calm, specific, and solutions-oriented.

What to say:

• “Given my experience in [impact area], I’m aiming for $X.”
• “If we can’t move base, could we explore $Z sign-on or a 6-month comp review?”

What to avoid:

• Long personal explanations (“My rent is high”). Keep it value + market.
• Threats or ultimatums early (“I’ll walk if…”). Save your boundary for later.

4) Make your value easy to justify

Hiring managers fight for candidates using evidence. Help them help you.

Bring 2–3 proof points:

• Revenue saved/earned, cost reduced, time saved
• Scope: team size, budget, systems owned
• Outcomes: performance metrics, reliability, leadership examples

5) Timing matters: negotiate after they want you

The best leverage is when they’ve decided you’re the one.

If asked for numbers early, try:

• “I’d love to learn more about the role’s scope before sharing a number. Could you share the range budgeted for this position?”

Your turn: What part of salary negotiation is hardest for you right now—getting the range, countering the offer, or negotiating total compensation beyond base?