Why “salary” is only half the conversation

Most candidates negotiate base pay and stop there—leaving real money (and quality-of-life perks) on the table. Strong negotiators zoom out to total compensation: base + bonus + equity + benefits + flexibility.

Step 1: Anchor with market reality (not wishful thinking)

Before you counter, build a defensible range:

• Pull 3+ data points (levels.fyi, Glassdoor, LinkedIn insights, recruiter feedback, peers).
• Adjust for location/remote pay bands, seniority, and company stage.
• Decide your:
  • Target (what you want)
  • Reasonable ask (what you’ll confidently request)
  • Walk-away (what you won’t accept)

Tip: Your counter lands best when it sounds like a shared problem to solve: “Based on market and my scope, here’s the range that fits.”

Step 2: Use a “package-first” counter

Instead of negotiating one line item at a time, propose a structured package:

• Base salary: ask for the top of your market range if you have leverage.
• Signing bonus: easiest lever when budgets are tight.
• Equity: request more shares/RSUs or better vesting terms.
• Benefits & flexibility: PTO, learning budget, WFH stipend, commute/parking, healthcare premiums.

Sample script (copy/paste):

“I’m excited about the role. Based on market data and the impact we discussed, I’m targeting $X–$Y base. If base is capped, I’d be comfortable with a package like $X base + $Z signing bonus + an equity refresh to get us to the right total comp.”

Step 3: Trade, don’t demand

Negotiation goes smoother when you exchange value:

• If they need you to start sooner → trade for a signing bonus.
• If scope expands (team lead, bigger territory) → trade for higher base.
• If they can’t move base → trade for bonus, equity, or an early review.

Actionable move: Ask, “Which parts of the offer are most flexible?” Then focus your effort there.

Step 4: Lock in a future raise (in writing)

If they truly can’t meet your number today, propose:

• A 30/60/90-day success plan
• A 6-month compensation review tied to measurable goals

Example:

• “If I deliver A/B/C by month 6, we revisit base to $Y.”

Step 5: Avoid common pitfalls

• Don’t reveal your current salary unless required.
• Don’t counter without enthusiasm—pair your ask with commitment.
• Don’t accept verbal promises—capture key terms in email.

What’s the hardest part of negotiating for you right now—getting the range, making the counter, or handling pushback from the recruiter/hiring manager?