Most candidates accept the first number they're offered — and most employers build room into that number expecting a counter. Negotiating isn't confrontational, and it rarely costs you the offer. It's a normal, expected part of closing the deal. Here's how to do it well.
1. Know your number before you talk to anyone
Research what the role actually pays before you get an offer, not after. Look at sites like Levels.fyi, Glassdoor, or Payscale, and talk to people in similar roles if you can. You want a realistic range, not a wish number — a range that's too high signals you haven't done your homework, and one that's too low leaves money on the table.
2. Let them name a number first
If asked about salary expectations early in the process, deflect politely: “I'd like to learn more about the role before discussing numbers, but I'm confident we can find something fair.” Whoever names a number first typically anchors the negotiation around it — you want that anchor to be theirs, not yours.
3. Negotiate after the offer, not during interviews
Once you have a written offer, you have leverage — they've already decided they want you. That's the moment to negotiate, not before. Take at least 24 hours before responding, even if you're excited. A pause signals you're evaluating seriously, not just being difficult.
4. Counter with a range, anchored high
When you counter, give a range rather than a single number, with your realistic target near the bottom of that range. For example, if you want $95,000, counter with $95,000–$105,000. This gives the employer room to land somewhere you're happy with while still feeling like they negotiated. Always pair the number with a reason: market research, your experience, or a competing offer if you have one.
5. Negotiate beyond base salary
If the base salary is firm, there's often more room elsewhere. Consider asking about:
- Signing bonus — often easier for a company to approve than a higher base.
- Equity or stock options, especially at startups.
- Additional PTO or a flexible start date.
- Remote or hybrid work arrangements.
- A formal 6-month or 1-year performance and pay review.
6. Keep it collaborative, not adversarial
Frame the conversation as solving a shared problem, not making demands. A simple script: “I'm really excited about this role. Based on my research and experience, I was hoping we could get closer to $X. Is there flexibility there?” That's direct, respectful, and gives them an easy way to say yes — or explain their constraints so you can negotiate around them.
Know your target before the call
Walking into a negotiation without a clear target number makes it easy to accept less than you're worth. Work out a realistic counter-offer target based on the market rate for your role before you respond to any offer.