How to Negotiate Salary

Salary negotiation is the highest-ROI hour of your career, repeatedly. A 10% bump at the start of a job compounds through every future raise, 401(k) match, and equity grant at that employer — easily six figures over a decade. And most people, at most companies, can get something closer to 10–20% if they ask properly.

This guide covers the mechanics: research, timing, scripts, and what to do when the recruiter pushes back. It assumes you’re negotiating an offer — the moves for a raise from inside a job are related but different, and we’ll flag those.

1. Do the homework before you pick up the phone

You need three numbers: the market range for the role, the company’s pay bands (often on Levels.fyi or Glassdoor), and your minimum acceptable (the walk-away). Going in without these makes you either under-ask or overshoot and lose the offer. One hour of research anchors every other move.

2. Don’t name your number first

The single most common mistake. When asked “what are you looking for?” early, deflect: “I’d like to understand the full package first — what’s the range budgeted for this role?” The first number anchors everything; make it theirs.

3. Negotiate after the offer, not during

Once they’ve decided they want you, you have leverage. Before that, you’re one of many candidates. Be pleasant and professional through interviews. When the offer lands, that’s when negotiation starts.

4. Ask for time to review — always

“Thank you — I’m excited. I’d like to take 24–48 hours to review the full package and come back with any questions.” This buys space, signals you’re not desperate, and avoids emotional acceptance. Do not negotiate in the same call as the offer.

5. Negotiate the full package, not just base

Base, signing bonus, equity (grants and vesting), bonus target, vacation, remote/hybrid, title, start date. Equity and signing bonuses are often easier for the company to move than base. Title matters more than it seems — it affects your next job search.

6. Use specific, defensible numbers

Don’t say “I was hoping for more.” Say “Based on similar roles at Meta and Google and the scope of this team, I’d be targeting a base of $X.” Specific asks anchored in market data get real responses; vague asks get vague answers.

7. Have a competing offer — or a principled alternative

Competing offers are the strongest lever, but “I have other conversations at similar levels” is also legitimate. If you truly have nothing else, lean on market data: “The compression between this offer and my current total comp is smaller than I’d need to make this move.”

8. Silence is a tool

After you ask, stop talking. Recruiters are used to candidates filling the silence by softening. Don’t. Let them respond. A 20-second pause is your friend; don’t break it.

9. Never say yes in the same email

Even if the counter is great — thank them, sit on it for a few hours, and reply. Impulse acceptance often leaves 5–10% on the table.

10. Get it in writing before giving notice

Everything negotiated must be in the formal written offer before you resign from your current job. Verbal agreements from recruiters don’t stick when a different manager processes the paperwork.

11. For internal raises: build the case monthly, ask quarterly

Inside an existing job, the mechanics are different. Keep a running file of wins, new responsibilities, and market data. Schedule a dedicated conversation with your manager (not tacked onto a 1:1): “I want to discuss compensation.” Come with the case, the number, and the market data. Don’t threaten to leave unless you’re prepared to.

12. Know when to walk

If the offer can’t get close to your minimum acceptable, walk — politely, with the door open. Companies often re-approach three to six months later with a better number, and you’ll get stronger counter-offers elsewhere from having been in the market. Our income growth guide covers the longer-term moves if you’re in this spot repeatedly.

Your next offer playbook

Research the range. Deflect the early number question. Ask for 48 hours on any offer. Negotiate base, signing, equity, and PTO. Get specific. Get silent. Get it in writing. An hour of work, tens of thousands in outcomes. It is, reliably, the best ROI move you’ll ever make.