Salary negotiations can feel awkward—especially when the other side stays vague. The good news: you don’t need to be aggressive to be effective. You just need a clear strategy, solid data, and the confidence to ask.

1) Start with market reality, not a personal number

Before you share any expectations, anchor yourself in data:

• Look up ranges for your role + level + location (and adjust for remote pay policies if applicable).
• Ask peers (carefully), recruiters, and communities for recent offers, not just “average salary.”
• Build a range with a top-end “stretch” and a mid-point “target.”

Pro tip: If the company asked for your number first, respond with a range tied to market data and your impact.

2) Negotiate total compensation, not just base salary

Many candidates fixate on base pay and miss easier wins elsewhere. Map the full package:

• Base salary
• Annual bonus (target %, payout history)
• Equity (grant size, vesting schedule, refreshers, strike price for options)
• Signing bonus (often the easiest lever for hiring teams)
• Benefits (health plan cost, 401(k) match, PTO, learning budget)

Quick script: “I’m excited about the role. Could we review the full compensation package—base, bonus, equity, and any signing bonus—to make sure we’re aligned?”

3) Use your value story: specific outcomes, not general confidence

Strong negotiators connect compensation to measurable impact:

• “I increased conversion by 18% in two quarters.”
• “I led a migration that reduced cloud spend by $240K/year.”
• “I’ve managed teams of 6–10 and launched 3 cross-functional initiatives.”

Then connect it directly: “Given this scope and my track record, I’m targeting X–Y.”

4) Ask the right questions to uncover flexibility

Try these during the offer stage:

• “What’s the range budgeted for this level?”
• “Which parts of the offer are most flexible—base, equity, or signing bonus?”
• “What does top performance look like in the first 6 months, and how is compensation reviewed?”

5) Plan your “yes” conditions—and your walk-away line

Write down:

• Your must-haves (minimum base, remote stipend, title/level)
• Your nice-to-haves (signing bonus, extra equity)
• Your walk-away point (so you don’t decide under pressure)

Negotiation is a collaboration, not a confrontation. Stay positive, be specific, and ask for time to review.

Discussion: What’s the hardest part of negotiating for you—sharing a number first, asking for more, or understanding equity/bonus details?