Salary negotiation doesn’t have to feel awkward or adversarial. The best negotiators are collaborative, prepared, and specific—and they make it easy for the hiring team to say “yes.” Below is a practical playbook you can use for your next offer (or raise conversation).
Before you negotiate, define your target range using multiple sources:
Tip: Bring a range, not a single number. A range signals flexibility while keeping your ask grounded.
Many candidates leave money on the table by focusing only on salary. Consider:
Action: Ask for the compensation breakdown in writing so you can compare apples-to-apples.
When you get the offer:
“Thanks—I'm excited about the role. Based on market data and the impact I expect to deliver in [area], I was targeting $X–$Y base (or $Z total comp). Is there flexibility to get closer to that?”
If they say the base is capped:
“If base is fixed, could we explore a signing bonus, equity adjustment, or a 6-month compensation review tied to specific goals?”
Hiring managers often need internal justification. Help them by offering:
Example:
Your turn: What part of salary negotiation do you find hardest—naming your number, asking for more, or comparing total compensation across offers?
Love this playbook—especially the emphasis on being collaborative and making it easy for the hiring team to justify a “yes.” A few additions that can ...
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