Salary negotiation isn’t just about asking for “more.” It’s about anchoring with evidence, protecting your downside, and improving your total compensation—often without creating tension.
1) Start with your market value (not your feelings)
Before you talk numbers, build a simple market snapshot:
- Role + level (e.g., “Senior Data Analyst” vs. “Analyst II”)
- Location/remote pay policy (local band? national band?)
- Company type (startup vs. enterprise; funded vs. bootstrapped)
- Your differentiators (domain expertise, certifications, niche tools)
Tip: Bring a range and a rationale: “Based on market data and my experience leading X, I’m targeting $A–$B.” A justified range reads as professional, not aggressive.
2) Negotiate total compensation, not just base
Many candidates leave money on the table by focusing only on salary. Consider asking about:
- Bonus (target %, performance criteria, payout timing)
- Equity (grant size, vesting schedule, refreshers, strike price for options)
- Benefits (health premiums, 401k match, learning budget)
- Signing bonus (especially helpful if they can’t move base)
Actionable move: If base is capped, try: “If we can’t adjust base to $X, could we add a $Y signing bonus and revisit base at 6 months based on agreed milestones?”
3) Use a calm, collaborative script
A simple structure that works in most situations:
- Appreciation: “I’m excited about the offer and the team.”
- Anchor: “Based on market and my background, I was expecting…”
- Ask + pause: “Is there flexibility to bring the base to $X?”
Pro tip: After your ask, stop talking. Silence is a negotiation tool.
4) Timing matters: negotiate after value is clear
The best leverage comes when they’ve decided you’re the one.
- Early calls: discuss expectations/range, not demands
- After the offer: negotiate specifics with confidence
- If you’re currently employed: know your walk-away number
5) Watch for common traps
- Anchoring too low (“I’d take anything around…”)
- Skipping details (bonus formula, equity terms, review cycle)
- Negotiating without tradeoffs (ask for one or two priorities first)
Quick checklist before you respond to an offer
- What’s my target range and my walk-away number?
- Which 1–2 levers matter most (base, bonus, equity, benefits)?
- What data/examples support my ask?
- What’s my fallback request if they say no?
Discussion: What part of salary negotiation feels hardest for you right now—naming a number, asking for more, or evaluating equity/bonus—and why?