Salary negotiation isn’t about being “pushy”—it’s about communicating your value and making sure the offer matches the role, the market, and your full compensation package. If you’ve ever frozen when asked, “What are your salary expectations?” this post is for you.

1) Reframe the goal: negotiate total compensation

Base salary matters, but it’s only one piece. Before you respond to an offer, map out the full package:

• Base pay (yearly + pay frequency)
• Bonus (target, payout history, performance criteria)
• Equity (type, vesting schedule, refreshers, strike price)
• Benefits (health premiums, 401k match, PTO, parental leave)
• One-time items (signing bonus, relocation, equipment stipend)

Tip: When you ask for improvements, start with the items that are easiest for the company to adjust (often signing bonus, equity, start date, title/level).

2) Anchor with data—then ask for a range

Going in with “a number you found online” isn’t enough. Use multiple sources and calibrate for your location, seniority, and company size.

Practical approach:

• Research a market range (not a single number).
• Decide your target, walk-away, and happy-with numbers.
• Ask: “Can you share the budgeted range for this role?”

If they push for your expectation first, try:

“Based on the scope we discussed and market data, I’m targeting $X–$Y for base, depending on the total package. What range are you working with?”

3) Use a value-based counter, not a vibe-based counter

A strong counteroffer connects your request to outcomes:

• Impact: “I’ve led projects that reduced costs / increased revenue by…”
• Scope: “This role includes ownership of…”
• Scarcity: “Given the timeline and required experience…”

Counter script:

“I’m excited about the role. Based on the responsibilities and the value I’ll bring in the first 6 months, I’m looking for $X base (or equivalent via bonus/equity). Is there flexibility to get closer to that?”

4) Trade, don’t just ask

If the company can’t move on base salary, negotiate alternatives:

• Signing bonus to close the gap
• Additional equity or accelerated vesting
• 6-month salary review in writing (with clear criteria)
• Extra PTO, remote stipend, or better title/level

5) Keep it collaborative (and get it in writing)

Negotiation should feel like problem-solving. Once you agree, ask for an updated offer letter with the details.

Your turn: What part of salary negotiation feels hardest for you right now—asking for the range, making the counteroffer, or negotiating beyond base pay?