Salary negotiation isn’t about being “pushy”—it’s about aligning your value with the company’s constraints. The best negotiators come prepared, stay collaborative, and know which levers to pull.

1) Start with a market-backed anchor

Before you negotiate, build a simple range based on:

• Market rate for your role, level, and location (use multiple sources, not just one)
• Your years of relevant experience and niche skills
• Company stage/industry (startups vs. enterprise can pay differently)

Tip: Share a range, not a single number. Example: “Based on market data and my experience, I’m targeting $X–$Y.” This gives you flexibility while setting a clear floor.

2) Negotiate total compensation, not just base

If base salary is constrained, there are often other wins available. Consider:

• Signing bonus (great for bridging gaps quickly)
• Equity (clarify type, vesting schedule, and strike price if applicable)
• Annual bonus or performance incentives
• Benefits (healthcare, retirement match, PTO, learning budget)
• Title/level changes that can impact future compensation bands

Practical move: Ask for the full comp breakdown in writing: base, bonus target, equity details, benefits, and any one-time payments.

3) Use “if-then” tradeoffs to stay collaborative

Negotiation goes smoother when you propose options instead of demands.

Try:

• “If we can’t reach $X on base, then can we add a $Y signing bonus?”
• “If the budget is capped, then could we revisit comp at the 6-month mark with clear metrics?”
• “If equity is flexible, then can we increase the grant to offset base?”

This signals you’re solution-oriented—and helps the recruiter advocate for you internally.

4) Timing matters: negotiate after the “yes”

The strongest leverage is when they’ve decided you’re the candidate. Ideally, negotiate after the offer, when they’re invested.

Reminder: It’s normal to ask for time to review. A simple “Can I take 24–48 hours to review the details?” is professional and expected.

5) Avoid these common pitfalls

• Negotiating before understanding the full package
• Comparing yourself to coworkers (“I heard X makes…”) instead of market/value
• Accepting vague promises (“We’ll revisit later”) without dates and criteria
• Over-explaining your personal finances instead of focusing on impact and market

Quick negotiation script (customize it)

“I’m excited about the role. Based on market data and my background in __, I was aiming for $X–$Y in base (or total comp). Is there flexibility to get closer to that? If base is fixed, I’d love to explore a signing bonus/equity/earlier comp review to bridge the gap.”

What part of negotiation feels hardest for you right now—setting the number, handling pushback, or knowing which comp lever to prioritize?