Salary negotiation can feel awkward—but it’s one of the highest-ROI conversations you’ll ever have. The key is to prepare a clear, market-backed story and negotiate the entire package, not just base pay.
1) Start with your “Why” (not just a number)
Before you share any range, get crisp on the value you bring:
- Impact proof: revenue influenced, costs reduced, uptime improved, cycle time shortened
- Scope proof: systems owned, stakeholders managed, complexity handled
- Momentum proof: promotions, strong performance reviews, hard-to-find skills
Then translate that into a simple positioning statement:
“Based on my experience doing X, delivering Y outcomes, and the market for this role, I’m targeting Z.”
2) Use a market range—and anchor thoughtfully
A strong anchor is credible and supported.
- Pull comps from 2–3 sources (levels.fyi, Glassdoor, LinkedIn insights, niche salary reports)
- Adjust for location and remote-pay policies (some companies pay by geo; others don’t)
- Share a range where the bottom is still a win
Pro tip: If you’re early in the process, try to get their budget first:
- “What range has been approved for this role?”
- “How do you handle leveling and compensation bands?”
3) Negotiate total compensation, not just base
Many offers have “hidden levers” you can move:
- Signing bonus (great if they can’t change base)
- Equity refresh or higher grant (especially at growth-stage companies)
- Annual bonus target (and whether it’s guaranteed year one)
- Benefits (health premiums, 401(k) match, PTO, learning budget)
- Start date flexibility or review/raise timeline in writing
A simple framework:
- Ask for base + sign-on first
- Then move to equity/bonus/benefits if they push back
4) Don’t “accept on the call”—buy time and get it in writing
When you receive an offer:
- Thank them, express excitement
- Ask for the full details in writing
- Request 24–72 hours to review
Try:
“I’m excited. I’d like to review the full compensation breakdown and follow up tomorrow with a couple of questions.”
5) Counter with clarity (and make it easy to say yes)
A strong counter is specific and collaborative:
- “If we can get to $X base and $Y sign-on, I’m ready to sign.”
- Or: “If base is fixed, can we do $Y sign-on and increase equity to Z?”
Quick checklist before you negotiate
- Know your walk-away number and your target
- Prepare 2–3 value bullets tied to business outcomes
- Decide which lever matters most: base vs. equity vs. bonus vs. benefits
What’s the hardest part of salary negotiation for you right now—finding market rates, countering confidently, or negotiating beyond base pay?