Research consistently shows that 70% of hiring managers expect candidates to negotiate — but only 37% of candidates actually do. The cost of not negotiating, compounded over a career, is often $500,000+.
The core principle: never accept the first offer
The first offer is a starting position, not a final one. Hiring managers set it with negotiation in mind — if everyone accepted first offers, they'd stop leaving room. Negotiating doesn't make you seem difficult; it signals that you know your value.
Before the negotiation: do your research
- Levels.fyi — Best for tech roles (transparent salary data by company and level)
- Glassdoor and LinkedIn Salary — Broad coverage but less granular
- Payscale and Compensation.io — Good for non-tech roles
- Ask peers in your network — Direct conversations are often the most accurate data
Your target number should be 10–20% above the market midpoint for your role, level, and location. This gives you negotiating room while remaining credible.
The counter-offer script (exact language)
When you receive an offer, you have 24–48 hours to respond. Use this framework:
"Thank you so much for the offer — I'm genuinely excited about this opportunity and the team. After reviewing everything, I was hoping we could get to [target number]. Based on my research and the market for [your role] at this level, I believe that reflects the value I'd bring. Is there flexibility there?"
Key elements of this script: it expresses genuine enthusiasm (important — you don't want them to think you're going to decline), anchors to a specific number, references market data, and ends with an open question rather than an ultimatum.
Handling the most common objections
They say: "This is our best offer"
You say: "I understand — and I appreciate you checking. Is there any flexibility on the signing bonus or equity, even if base is fixed?"
They say: "We don't have budget"
You say: "I hear you on the budget constraints. Would it be possible to revisit salary after 6 months based on performance?"
They say: "You don't have the exact experience we need"
You say: "That's fair feedback. Given that gap, could you share what the range looks like for this level? I want to make sure we're aligned on the right anchor point."
What to negotiate beyond base salary
- Signing bonus (often easier to move than base — it's a one-time cost)
- Equity / RSU grants
- Remote work flexibility
- Professional development budget
- Start date (buy yourself time to wrap up current role gracefully)
- Performance review cycle (negotiate an early review in 6 months)
Practice negotiating before the real conversation
Zari's salary negotiation coach runs live simulations with realistic pushback. Free first session.
Practice negotiating free