Most people don’t negotiate their salary. They get the offer, feel relieved they got the job, and accept. Understandable. Also expensive. A $5,000 higher starting salary, compounded over a 40-year career with raises built on top of it, is worth over $600,000 in total earnings. One conversation, 10 minutes, potentially six figures over your lifetime.
When to negotiate
After you have a written offer. Never negotiate before you have a number in hand. If they ask your salary expectations early in the process, defer: “I’d like to learn more about the role before discussing compensation. I’m sure we can find a number that works for both of us if it’s the right fit.”
If they push for a number, give a range based on your research, with the bottom of the range at your actual target. “Based on my research and experience, I’d expect something in the $75,000 to $85,000 range, but I’m flexible depending on the total compensation package.”
Research the market rate first
Before you counter, you need to know what the role pays. Check Glassdoor, Levels.fyi (for tech), Payscale, and LinkedIn Salary Insights. Look at the specific role, company size, and location. Talk to people in similar roles if you can.
The goal is to have a number you can reference. “Based on my research, the market rate for this role in this area is $78,000 to $88,000” is more convincing than “I’d like more.”
The counter-offer script
They offer $72,000. You want $80,000. Here’s what to say:
“Thank you for the offer. I’m excited about the role and I’d love to join the team. Based on my experience with [specific relevant skill/achievement] and the market rate for this position in [city], I was hoping we could get closer to $80,000. Is there flexibility in the base salary?”
That’s it. Polite, specific, and it ends with a question that keeps the conversation going. Don’t apologize. Don’t over-explain. State what you want and why, then wait.
If they say no to base salary
“I understand the salary is firm. Would it be possible to look at other parts of the package? Additional PTO, a signing bonus, remote work flexibility, or an earlier performance review with the possibility of a raise?”
Many companies have strict salary bands but flexibility elsewhere. A $5,000 signing bonus or an extra week of PTO has real value and is often easier for the hiring manager to approve than a base salary increase.
If they ask you to justify the number
“In my current role, I [specific accomplishment with numbers if possible]. I bring [specific skill that’s relevant to this role]. The market data I’ve seen for this position and location ranges from $X to $Y, and I believe my experience puts me toward the higher end of that range.”
Keep it about value, not need. “I need more because my rent is high” is not a negotiation argument. “I bring X value and the market supports Y salary” is.
The raise conversation at your current job
Different from negotiating a new offer. You’re asking someone who already knows your work to pay you more for it.
“I’d like to discuss my compensation. Over the past [time period], I’ve [specific achievements: led project X, increased metric by Y%, took on responsibility Z]. Based on my contributions and the market rate for my role, I’d like to discuss an adjustment to $X.”
Timing matters. Ask during or right after a performance review cycle. Ask after completing something visible. Don’t ask during layoffs or budget freezes.
If they say it’s not in the budget: “I understand. Can we set a timeline for revisiting this? I’d like to know what specific goals or milestones would support an increase at the next review.”
Get it documented. An email follow-up summarizing the conversation and any commitments creates accountability.
What not to do
Don’t give an ultimatum unless you’re prepared to walk away. “Match this or I’m leaving” only works if you actually have another offer and are willing to leave.
Don’t negotiate via email if you can do it by phone or in person. Tone is harder to read in email and the conversation is slower. A 10-minute phone call resolves things that take five emails.
Don’t accept immediately. Even if the offer is great, say “Thank you, I’d like to take a day to review the full package. Can I get back to you by [specific date]?” This gives you time to think and signals that you take the decision seriously.
The numbers
According to salary.com, 73% of employers expect candidates to negotiate. 85% of people who negotiate get some improvement in the offer. The average raise from negotiation is 5% to 10% of the initial offer. On a $70,000 salary, that’s $3,500 to $7,000 per year.
The worst that happens is they say no and you accept the original offer. Nobody rescinds an offer because you asked for more money professionally. The 10 minutes it takes to have the conversation has one of the highest returns on time of anything you’ll do in your career.