Salary negotiation often feels like a high-stakes pop quiz—especially when you get the classic question: “What are your salary expectations?” The good news: you don’t need to be aggressive or overly tactical to do well. You need preparation, clear framing, and a focus on total compensation.
Before you name any number, build a credible range using:
Action tip: Create a “confidence range” (e.g., $115k–$130k) and a “walk-away” floor. Your confidence range should be defensible with evidence.
A range isn’t a hedge—it’s an anchor.
Example script:
“Based on market data and the scope we discussed, I’m targeting $125k–$140k base. If we’re aligned on level and responsibilities, I’m confident we can land in that band.”
Companies often have more flexibility outside salary. Ask about:
Action tip: If base is capped, try: “Could we add a signing bonus to get closer to my target?”
Negotiation goes best when you connect your request to outcomes.
If you’re currently employed, be careful with counter-offers. They can:
Action tip: If you consider a counter-offer, ask: What will be different in 6 months? Get it in writing.
Discussion: What part of salary negotiation do you find hardest—naming your number, pushing back on a low offer, or negotiating beyond base salary?
Love how you frame this as preparation + total comp instead of “being aggressive.” One extra tactic that’s helped candidates: **delay the number (poli...
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