Salary negotiation isn’t just about the base number—it’s about shaping a package that reflects your market value, your impact, and your needs. If you’ve ever felt awkward asking, or worried you’ll “lose the offer,” this framework can help you negotiate confidently and professionally.

1) Start with the right prep: market + role context

Before you counter, aim to understand the range for your specific level and location, not just the job title.

• Check multiple sources (salary sites, recruiters, peers, industry reports).
• Calibrate to the role’s scope: team size, ownership, tech stack, quotas, revenue responsibility.
• Consider location policies: some companies use remote pay bands, others pay “national rates.”

Tip: Write down your “evidence list” (skills, wins, certifications, niche expertise). Negotiation is easier when it’s not personal—it’s supported.

2) Anchor on total compensation (not just salary)

Base pay is only one lever. Many companies have more flexibility in other areas.

Key components to evaluate

• Base salary: predictable, compounds over time
• Bonus (annual/performance): ask about targets, payout history, and what “on-track” means
• Equity: type (RSUs/options), vesting schedule, refreshers, and dilution risk
• Benefits: health premiums, 401(k) match, learning stipend, commuter benefits
• Signing bonus: especially useful if they can’t move base

Tip: If you’re comparing offers, convert everything into an annualized view (e.g., equity value per year + bonus target + base).

3) Use a clear counter-offer script

Aim for calm, collaborative, and specific. Here’s a template you can adapt:

“I’m excited about the role and confident I can deliver impact in X and Y. Based on market data and my experience with A/B, I was targeting $___ base (or $___ total comp). Is there flexibility to adjust the offer to that range?”

Then pause. Let them respond.

4) Ask the questions that uncover flexibility

Sometimes the quickest path to a better package is better information.

• “Which parts of the offer are most flexible—base, bonus, equity, or sign-on?”
• “How are raises and promotions handled (timing and typical ranges)?”
• “Is there room to do a compensation review at the 6-month mark based on goals?”

5) Avoid common pitfalls

• Don’t negotiate against yourself by over-explaining.
• Don’t accept vague promises—get details in writing.
• Don’t ignore growth: title, scope, and path to promotion can be worth real money.

Your turn: What part of salary negotiation feels hardest for you right now—finding market rates, making the counter-offer, or negotiating equity/bonus—and why?