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?