Why most people under-negotiate (and how to fix it)

Salary negotiation isn’t about being “pushy.” It’s about communicating your market value and aligning expectations before you sign. The biggest mistake candidates make is walking into a conversation with vibes instead of facts—then feeling awkward when the recruiter asks, “What range are you targeting?”

Below are practical steps you can use before, during, and after the offer to maximize compensation—without burning goodwill.

1) Do your homework: build a defensible range

A strong ask starts with a range that’s credible.

• Use 2–3 market sources (levels.fyi, Glassdoor, salary bands from job postings, industry reports).
• Calibrate for location and remote pay (some companies index by region; others don’t).
• Compare roles by scope, not title: team size, ownership, revenue impact, complexity.

Actionable tip: Create a “compensation brief” (1 page): market range, your relevant wins, and what you’re optimizing for (cash vs equity vs flexibility).

2) Negotiate total compensation, not just base

Base salary is only one lever. Many companies have limited base flexibility but more room elsewhere.

Consider asking about:

• Bonus (annual target %, performance criteria)
• Signing bonus (especially if you’re leaving a bonus behind)
• Equity (number of shares/RSUs, vesting schedule, refresh grants)
• Benefits (health, 401k match, learning budget, PTO, parental leave)
• Remote stipend / WFH setup

Quick check: Ask for the full comp breakdown in writing. It’s hard to negotiate what you can’t see.

3) Use a confident, collaborative script

Keep it simple and professional:

“I’m excited about the role. Based on market data and the impact I expect to deliver, I was targeting $X–$Y in base, with total comp around $Z. Is there flexibility to get closer to that?”

If they push back, stay calm and explore tradeoffs:

• “If base is fixed, can we increase the signing bonus or equity?”
• “Can we do a 6-month compensation review tied to specific milestones?”

4) Anchor with evidence (wins, not feelings)

Bring 2–3 results that map to their needs:

• Revenue generated or costs reduced
• Projects shipped and measurable outcomes
• Leadership (mentoring, cross-functional ownership)

Pro move: Mirror the job description language to connect your past impact to their future goals.

5) Don’t rush—timing is leverage

• Avoid giving a number before you understand the role and level.
• When you get an offer, ask: “Can I review this and follow up tomorrow?”
• Always negotiate after the offer—your leverage is highest when they’ve chosen you.

Let’s talk strategy

What part of salary negotiation feels hardest for you right now—sharing your target range, asking for more than base, or handling pushback without getting uncomfortable?