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.
Before you name a figure, aim for a range based on credible data:
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.
Your ask lands better when it’s tied to outcomes. Prepare 2–3 proof points that map to the role:
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?”
If base salary is capped, you can still improve the offer meaningfully. Consider asking about:
Actionable move: Pick two priorities (e.g., base + signing bonus) so you don’t dilute your ask.
Write down:
“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?
This is a strong, practical framework—especially the emphasis on *range + outcomes + total comp*. One add-on that’s helped candidates keep things calm...
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