Negotiating isn’t about being “pushy”—it’s about aligning your value with the full package. Too many candidates focus on base salary alone and leave meaningful money (and quality-of-life perks) on the table.

1) Start with market reality, not gut feel

Before you counter, build a quick market-rate snapshot:

• Compare role + level + location/remote policy + industry (these change pay a lot).
• Use multiple sources (job posts with ranges, recruiter intel, peers, salary sites).
• Convert everything to an annual number so it’s apples-to-apples.

Tip: Go into the call with a range you can defend, not a single number. Example: “Based on similar roles, I’m targeting $X–$Y base, depending on the overall package.”

2) Negotiate the whole package (total comp)

Base is important, but total compensation is where wins stack up. Make sure you understand:

• Bonus: target %, payout history, and whether it’s prorated
• Equity: type (RSUs/options), vesting schedule, refreshers, and strike price (if options)
• Benefits: healthcare cost, 401(k) match, PTO, learning budget
• Signing bonus: helpful if base is tight or you’re leaving a bonus behind

Actionable move: Ask for the offer in writing and request a breakdown: base, bonus target, equity details, benefits highlights.

3) Use a clear, collaborative counter script

A strong counter is confident, specific, and easy to say yes to.

Example:

• “I’m excited about the role and ready to move forward.”
• “Based on market data and my experience in ____ (impact), I’m looking for $X base.”
• “If base is fixed, could we adjust signing bonus or equity to reach the same total value?”

4) Create trade options (and protect relationships)

Give them paths:

• Option A: higher base
• Option B: base + signing bonus
• Option C: base + more equity / earlier review

This keeps things constructive and avoids ultimatums.

5) Know the top negotiation “gotchas”

• Equity isn’t the same as cash: Ask about dilution, refresh grants, and exit scenarios.
• “We can’t move on base” often means “we can’t move on base today.” Ask about a 6-month comp review tied to milestones.
• Don’t forget remote-pay policies if you’re not local—some companies adjust pay by region.

If you could negotiate one part of your next offer—base, equity, signing bonus, or benefits—which would you prioritize, and why?