Salary negotiation doesn’t have to feel like a high-stakes showdown. In many cases, the difference between an “okay” offer and a great offer comes down to preparation, framing, and timing—not aggressiveness. Here’s a simple approach you can do in about 30 minutes before you respond to an offer.

1) Know your market range (not just a single number)

Before you name a figure, aim for a range based on credible data:

• Use 3 sources (e.g., salary tools, recruiter intel, peer network)
• Filter by: location/remote policy, level, industry, company stage
• Build a range: floor / target / stretch

Tip: If you’re remote, clarify whether the company does location-based pay. Two people with the same title can have very different ranges depending on pay bands.

2) Anchor with a “value-based ask”

Your ask lands better when it’s tied to outcomes. Prepare 2–3 proof points that map to the role:

• Revenue impact: “Grew pipeline by X% / closed $Y”
• Efficiency impact: “Cut processing time by X hours/week”
• Risk reduction: “Reduced incidents by X%”

Then pair it with a clean line:

“Based on the scope of this role and market data, I’m targeting $X–$Y. Is there flexibility to get closer to $Y?”

3) Negotiate total compensation, not just base

If base salary is capped, you can still improve the offer meaningfully. Consider asking about:

• Signing bonus (especially if you’re walking away from a bonus or equity vest)
• Equity (more shares, better strike, accelerated review)
• Annual bonus (target %, guaranteed first-year bonus)
• Benefits (401(k) match, healthcare premiums, PTO)

Actionable move: Pick two priorities (e.g., base + signing bonus) so you don’t dilute your ask.

4) Use time and wording to your advantage

• Ask for the offer in writing and request 24–48 hours to review
• Avoid negotiating against yourself (don’t volunteer your minimum)
• Keep it collaborative: “How can we make this work?”

5) Have a “yes” plan and a “no” plan

Write down:

• Your accept number (or accept package)
• Your walk-away point
• One creative alternative if they can’t move (e.g., 6-month comp review tied to goals)

Quick script you can adapt

“I’m excited about the role. Based on market ranges and the impact I expect to deliver, I was aiming for $X–$Y. Is there flexibility in base, and if not, could we explore a signing bonus or equity to close the gap?”

What part of negotiating feels hardest for you right now—naming your number, asking for more, or handling pushback?