Salary negotiation doesn’t have to feel confrontational—or like you need a perfect script. With 20 focused minutes, you can walk into the conversation with clarity, confidence, and leverage.

1) Start with a target (and a walk-away)

Before you say a word, decide on three numbers:

• Ideal ask: your top-end target (what you’ll request)
• Strong yes: a number you’d happily accept
• Walk-away: the minimum that makes sense for you (including benefits)

Tip: Don’t anchor with your minimum. Anchor closer to your ideal ask, supported by market data and your impact.

2) Validate the market—then translate it to your situation

Market rate is your “reality check,” but your compensation should reflect the role and your value.

• Use multiple sources (levels.fyi, Glassdoor, recruiter conversations, peers)
• Adjust for location, remote pay policies, seniority, and niche skills
• Compare to total compensation, not just base salary

Quick line you can use: “Based on market data for this role and my experience level, I was targeting a base range of X–Y.”

3) Build a mini “impact case” (3 bullets)

Write three proof points that justify your ask. Keep them measurable and relevant.

• Delivered [result] by doing [action] (e.g., reduced costs 12%)
• Improved [metric] (e.g., sped up cycle time by 20%)
• Took on [scope] (e.g., led cross-functional project, mentored juniors)

If you don’t have metrics, use proxies: time saved, risk reduced, customer experience improved, revenue protected.

4) Negotiate the whole package (not just base)

When budget is tight, employers often have flexibility elsewhere. Consider:

• Signing bonus (great for closing gaps)
• Equity (ask for the number of shares and the vesting schedule)
• Benefits (health, 401k match, learning stipend)
• Review timeline (e.g., compensation review at 6 months)

Phrase to try: “If we can’t move base, can we explore a signing bonus or additional equity to reach the same total compensation?”

5) Avoid common pitfalls

• Don’t negotiate against yourself by over-explaining
• Don’t disclose your current pay unless required (redirect to your target)
• Don’t accept immediately if you need time—ask for 24–48 hours

Bonus: A simple negotiation script

“I’m excited about the role. Based on market data and my experience delivering [impact], I’m targeting $X base (or $X total). Is there flexibility to get closer to that?”

What’s the hardest part of salary negotiation for you right now—figuring out your number, making the ask, or negotiating total compensation beyond base?