How to Negotiate a Salary
Learn how to negotiate your salary for a new job offer or a raise at your current company. Covers research, timing, scripts, and how to handle pushback.
If you have ever accepted the first number you were offered, it probably was not because the salary seemed fair. It was because asking for more felt like it might make the whole offer disappear. In a survey of nearly 2,000 workers, that exact fear was the reason given most often for not negotiating at all, ahead of simply not knowing how.
Employers generally expect a candidate to negotiate. Job offers sit inside a salary range, and the first number you hear is rarely the top of it. When you accept without negotiating, you are not being polite. You are leaving money on the table that the company already budgeted for.
The same survey put it at 37% of workers who always negotiate their salary, and 18% who never do. The difference over a career is staggering. If your starting salary is $5,000 higher because you negotiated, and you receive average raises of 3% annually, that single negotiation is worth over $100,000 in additional earnings over 20 years.
This guide covers how to negotiate whether you are responding to a new job offer or asking for a raise at your current company.
Research the market rate before the conversation
You cannot negotiate effectively if you do not know what the role is worth. Check three sources: Glassdoor salary data for the specific company and title, LinkedIn Salary Insights for the role in your geographic area, and the Bureau of Labor Statistics Occupational Outlook Handbook for broader industry benchmarks. Look at ranges, not single numbers. If the range for your role in your city is $65,000 to $85,000, you now know where you stand. Aim for the upper third of the range if your experience and skills justify it. Write down three numbers: your ideal salary, your target (a realistic strong outcome), and your walk-away number (the lowest you would accept).
Let them name a number first
When a recruiter or hiring manager asks "What are your salary expectations?" early in the process, try to redirect. Say something like "I would prefer to learn more about the role before discussing numbers. What is the budgeted range for this position?" Twenty states and Washington DC now require employers to disclose salary ranges in job postings or during hiring, and states keep being added, so it is worth checking whether yours is on the list before you guess at a number. If they insist on a number from you, give a range based on your research. "Based on my experience and the market rate for this role, I am looking in the $75,000 to $85,000 range." Make the bottom of your range your actual target. They will usually anchor to the lower number.
Good to know: Never share your current salary. In about twenty states and Washington DC it is illegal for employers to ask at all. Your current salary has nothing to do with what the new role is worth. If asked, redirect with "I am focused on finding a role that matches the value I bring, which based on my research is in the range of..."
Wait for the written offer before negotiating
Do not negotiate during the verbal offer. When they call to extend the offer, express genuine enthusiasm. Thank them. Say you are excited about the opportunity. Then say "I would like to review the full offer details in writing before we discuss specifics. Could you send that over?" This does two things. It gives you time to prepare your counter without the pressure of a live conversation. And it ensures you are negotiating based on the complete compensation package, not just the base salary. Benefits, bonuses, equity, PTO, and remote work flexibility are all part of total compensation and all negotiable.
Ask for more than you expect to get
When you counter, ask for ten to fifteen percent more than their offer, or the top of the market range you researched, whichever is higher but still within reason. If they offered $70,000 and your research shows the range is $65,000 to $85,000, counter with $82,000 to $85,000. You are unlikely to get exactly what you ask for, but the counteroffer will be higher than if you had started lower. Frame your counter with a reason. "Based on my experience leading similar projects and the market rate for this role in our area, I was hoping we could get closer to $83,000." A number backed by reasoning is harder to dismiss than a number by itself.
Negotiate the full package, not just salary
If they cannot move on base salary, ask about other elements. A signing bonus is often easier for companies to approve because it is a one-time cost. Additional PTO days, a flexible work schedule, professional development budget, or earlier review for a raise (six months instead of twelve) are all valuable and often easier for managers to grant. Stock options or equity in startups can be significant. Ask about the vesting schedule, the current valuation, and how much equity other employees at your level typically receive. Be specific about what you are asking for. "If the base salary is firm at $72,000, would you consider a $5,000 signing bonus and an additional week of PTO?"
Handle pushback calmly
If they say the offer is final and non-negotiable, ask why. Is it a budget constraint, a company-wide salary band, or an HR policy? Understanding the reason helps you determine whether there is truly no room or whether you need to ask a different question. If they say budget is tight, shift to non-monetary items. If they say it is a salary band, ask where you fall in the band and what it takes to move higher. If they push back with "this is very competitive for the role," respond with your research. "I appreciate that, and I understand the company's position. The market data I have seen for this role in our area shows a range of $X to $Y, and I believe my experience with Z positions me in the upper portion of that range." Stay calm, stay professional, and never issue ultimatums unless you are genuinely prepared to walk away.
Get everything in writing before accepting
Once you reach an agreement, ask for an updated offer letter that reflects the negotiated terms before you formally accept. Verbal agreements mean nothing if they are not in the written offer. Review every detail: base salary, bonus structure, start date, PTO, any special terms you negotiated. If something you discussed is not in the letter, ask for it to be added. This is not being difficult. This is protecting yourself. Companies expect this step, and a professional organization will not have a problem putting agreed-upon terms in writing.
Negotiation is uncomfortable the first time. It gets easier. The key is preparation. When you know the market rate, have specific accomplishments to reference, and practice your talking points out loud, the conversation feels less like a confrontation and more like a business discussion. The worst thing that happens when you negotiate is they say no and you are exactly where you were before. The best thing that happens is you earn thousands more per year for the rest of your career. Every job offer deserves a negotiation. Every year at your current job deserves a conversation about your compensation. Make it a habit, not a one-time event.
Questions we get asked about this
Answers from experience, not a textbook.
It is extremely unlikely if you negotiate professionally. Companies invest significant time and money in the hiring process. By the time they make an offer, they have decided they want you. A reasonable counter-offer is expected and will not make them rescind the offer. The rare exception would be an extreme or aggressive demand with an ultimatum attached. Asking for ten to fifteen percent more with market data to support it is very unlikely to lose you an offer.
Schedule a meeting with your manager specifically to discuss compensation. Come prepared with a list of your accomplishments since your last raise, including specific metrics, projects delivered, and responsibilities that have expanded. Research the current market rate for your role and experience level. Frame the conversation around the value you deliver, not your personal financial needs. A good opener is "I would like to discuss my compensation to make sure it reflects the scope of my current role and the value I have been delivering." Timing matters: the best time to ask is after a strong performance review, after completing a major project, or during annual compensation review periods.
Salary bands are real, but there is usually a range within them. Ask where you fall in the band and what criteria determine placement within it. If you are at the bottom, ask what it would take to move up. If you are at the top of the band for your level, ask about accelerated promotion timelines or a title change that moves you into a higher band. Even within strict bands, signing bonuses, additional PTO, remote work, and professional development budgets are often outside the band system and negotiable.
Yes, with rare exceptions. Even if the offer meets or exceeds your expectations, a professional and measured counter signals that you know your worth and take your career seriously. You do not have to push hard. Even asking "Is there any flexibility on the base?" or negotiating a small signing bonus shows that you are engaged and thoughtful. The only time to accept immediately is if the offer is genuinely exceptional and you have no improvements to suggest.
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