How to negotiate your salary. Expert strategies and tips to help you negotiate better job offers and maximize your compensation.
The salary negotiation guide covers when to negotiate, how much you can realistically negotiate, and what to do when the company says the offer is final. The single most important rule: negotiate after you have a written offer in hand, never before. Negotiating before the offer signals price-shopping. Once the offer is on the table, you have leverage — companies have invested time in you and want a yes. For most non-executive roles, 5–15% on base salary is realistic, plus signing bonus and equity. Smaller for entry-level, larger for senior or specialized roles.
Use cases
Negotiating a base salary increase. Counter with a specific number, not a range, on the first counter. "Based on the market data I have for this role and level, I am targeting $X" — back the ask with data, not feelings.
Negotiating non-base levers when base is capped. Signing bonus, additional equity, extra PTO, remote-work allowance, professional-development budget. Often more flexible than base. Pick one lever, not three; multiple asks cut response rate.
Walking back gracefully when the recruiter declines. "I hear you — let me think about it overnight and get back to you tomorrow." Never accept or decline in the same call as the counter. Time creates leverage; impulsivity destroys it.
How it works
Wait until you have a written offer. Negotiating before the offer signals price-shopping. Once the offer is in writing, you have real leverage.
Research the band before responding. Use /salary/calculator + 1–2 outside sources. Know the realistic range for the role + level + location. Bring data.
Counter once with specifics. Specific number 5–15% above the offer with a specific reason. Single counter — going back-and-forth weakens position.
Negotiate non-base levers if base is capped. Signing bonus, additional equity, PTO, remote allowance. Often more flexible. One lever, not three.
Close cleanly. When you accept, do it in writing within 1–2 days. Confirm all negotiated terms. A clean close starts the relationship on the right foot.
Examples
A candidate negotiating a $5K base increase. Counter phrasing exactly as practiced. Recruiter says base is capped. Candidate uses non-base lever — asks for $10K signing bonus instead. Recruiter approves. Net Year 1 gain greater than the original ask.
Frequently asked questions
When in the process should I negotiate salary?
After you have a written offer in hand, never before. Negotiating before the offer signals you are price-shopping. Once the offer is on the table, you have leverage — companies have invested time in you and want a yes.
How much can I realistically negotiate?
For most non-executive roles, 5–15% on base salary is realistic, plus signing bonus and equity. Smaller for entry-level, larger for senior / specialized roles. The actual ceiling depends on the company's band for the level.
What should I do if the company says the offer is final?
Ask what other levers exist: signing bonus, additional equity, extra PTO, relocation, professional-development budget, start date. "Final" usually applies to base salary; the rest is often negotiable.
Tips
Negotiate AFTER you have a written offer, never before.
5–15% on base is realistic for most non-executive roles.
Counter with a specific number, not a range, on the first counter.
Pick ONE non-base lever when base is capped — multiple asks cut response rate.
Never accept or decline in the same call — buy a day for thinking.