Salary negotiation isn’t about being “pushy”—it’s about aligning your pay with your impact and the market. If you’ve ever wondered what to say (or when to say it), here’s a practical, repeatable approach you can use for your next offer.

1) Do the right prep: market + your value

Before you counter, get clarity on two things:

• Market rate: Use 2–3 sources (levels.fyi, Glassdoor, salary surveys, recruiter insights). Filter by location, seniority, and company stage.
• Your value drivers: Write 3–5 bullets that prove impact. Think outcomes: revenue influenced, cost saved, time reduced, risk prevented.

Tip: Bring numbers. “Improved conversion by 12%” beats “helped optimize funnels.”

2) Anchor with a range (and make it defensible)

A strong counter usually sounds like: “Based on market data and the scope of this role, I’m targeting X–Y.”

• Make the bottom of your range a number you’d accept.
• Keep the range tight enough to feel real (often 5–10% spread).
• Tie it to evidence: market data + your track record.

3) Negotiate total compensation, not just base

Many candidates leave money on the table because they focus only on salary. Consider:

• Base salary (recurring)
• Signing bonus (one-time, often flexible)
• Equity (value, vesting schedule, refreshers)
• Benefits (healthcare, 401k match, PTO, learning budget)
• Performance bonus (targets, payout history)

Quick move: If base is constrained, ask: “Is there flexibility via a signing bonus or equity to bridge the gap?”

4) Use a collaborative script (copy/paste friendly)

Here’s a template you can adapt:

• Gratitude + excitement: “I’m excited about the role and the team’s goals.”
• Evidence: “Based on market data for similar roles and my experience delivering [impact], I’m targeting…”
• Ask: “Could we adjust the offer to $X base (or $X–$Y)?”
• Options: “If base is fixed, could we explore a signing bonus or additional equity?”

5) Avoid common pitfalls

• Don’t negotiate before you understand the full package.
• Don’t reveal your “walk-away” number too early.
• Don’t accept verbal promises—get key items in writing.

Your turn

What part of salary negotiation feels hardest for you right now: finding market rate, choosing your range, negotiating equity, or asking for more without risking the offer?