Salary negotiation can feel awkward—especially if you’re worried about “rocking the boat.” The good news: most companies expect some negotiation, and you can do it professionally without sounding demanding.

Start with the right mindset

Negotiation isn’t a confrontation; it’s a collaboration to align on value and constraints. Your goal is to make it easy for the recruiter/hiring manager to say “yes” by being clear, evidence-based, and flexible.

Do this prep before you respond to the offer

Before you counter, get specific on what you need and what you’re worth:

• Define your target range (not one number): a floor (minimum you’ll accept), a target, and a stretch.
• Benchmark the market rate using 2–3 sources (levels.fyi, salary surveys, LinkedIn, industry peers).
• List your value proof: 2–4 bullet points of results (revenue impact, cost savings, speed, quality, leadership).
• Map the full package: base, bonus, equity, benefits, and any one-time payments.

Use a clear, confident counter-offer structure

Here’s a simple framework that works in most situations:

1. Express enthusiasm: confirm you want the role.
2. Anchor with data: show why your ask is reasonable.
3. Make a specific ask: a range and preferred outcome.
4. Offer options: if base can’t move, adjust other levers.

Example script (customize it)

I’m excited about the opportunity and I’m ready to move forward. Based on my experience with X and my track record delivering Y, and after reviewing market data for similar roles, I was expecting a base salary in the $A–$B range.

Is there flexibility to bring the base to $B? If base is constrained, I’d love to explore a combination like a signing bonus or additional equity to reach the same total value.

High-impact levers beyond base salary

If you hit a “no” on base, don’t stop—shift to total compensation:

• Signing bonus (often easiest to approve)
• Equity refresh or higher grant
• Bonus target / guaranteed first-year bonus
• Remote pay adjustments (if you’re in a higher-cost market)
• Benefits upgrades: extra PTO, professional development budget, better health coverage

Avoid these common pitfalls

• Negotiating too early (wait until there’s an offer or strong intent)
• Using ultimatums (“take it or leave it”) unless you truly mean it
• Over-explaining personal reasons—keep it about value and market
• Only asking for more without giving context

Your turn: What part of salary negotiation do you find hardest—sharing a number first, countering without fear, or negotiating beyond base salary?