In this article
Why You Must Negotiate — The Real Cost of Not Asking
Studies consistently show that 60–70% of employers expect candidates to negotiate. When you don't, you're not just leaving money on the table at this job — you're setting a lower baseline that compounds over your entire career.
Consider: a $5,000 difference at the start of a career, with standard raises applied, can mean $100,000+ less over a decade. And the risk of losing an offer by negotiating professionally is near zero. Employers routinely make offers below what they can pay — negotiation is a normal, expected part of the hiring process.
The most common reason people don't negotiate isn't strategy — it's discomfort. They fear seeming greedy, ungrateful, or pushy. But negotiation, done well, signals exactly what employers want: someone who knows their value, communicates clearly, and advocates for themselves. Those are professional skills.
Know Your Market Value Before You Say a Number
Walking into a salary negotiation without data is like negotiating a house price without knowing the neighbourhood. You need anchors — real numbers from reliable sources.
Where to research
- Glassdoor, Levels.fyi, LinkedIn Salary — salary data by role, company, and location
- Industry surveys — many professional associations publish annual compensation reports
- Recruiter conversations — even if you're not ready to switch, talking to recruiters gives you real-time market data
- Peers and colleagues — asking trusted colleagues what they earn is uncomfortable but extremely valuable. More people are willing to share than you think.
Factors that affect your number
- Location (cost of living varies enormously)
- Company size (larger companies typically pay more)
- Industry (finance and tech typically pay above average)
- Your specific experience and track record
- Scarcity of your skills in the market
Arrive at a range, not a single number. Know your target (where you want to land), your walk-away (your true minimum), and your stretch (the top of what's defensible given the data).
Timing the Conversation
Timing matters as much as what you say.
In a new job offer
Wait until you have a formal offer before negotiating. Before that, you have no leverage — they haven't decided they want you yet. Once an offer is on the table, you have maximum leverage: they've invested in you, they want you, and switching to another candidate is costly.
Take 24-48 hours to consider the offer before responding. This is normal and professional, not a red flag. Use the time to think clearly, not to generate anxiety.
In your current job
The best time to ask for a raise is after a clear win — a successful project, a positive review, or taking on new responsibilities. Don't ask during a difficult period for the company, during layoffs, or right after you've made a significant mistake.
Annual review cycles are the expected moment, but don't wait if you have a strong case. Many managers can revisit compensation outside of the formal cycle when there's a compelling reason.
The Opening Move
The first number mentioned in a negotiation anchors the entire conversation. Whoever names a number first sets the frame. So the question is: should you go first?
If you've done your research, yes — go first with confidence. Anchor high (the top of your defensible range), and the negotiation plays out from there. If you're unsure of the range, try to get them to go first: "I'd love to understand the salary band for this role before I share a number — could you share that?"
Once you name your number, stop talking. Silence after stating a number is one of the most powerful negotiating tools. Many people fill the silence by immediately conceding — don't. Let them respond first.
What to Say — Scripts That Work
Countering a lowball offer
"Thank you for the offer — I'm genuinely excited about this role and the team. Based on my research into the market and my experience in [specific area], I was expecting something closer to [X]. Is there flexibility to get closer to that number?"
Asking for a raise at your current job
"I'd love to set up some time to discuss my compensation. Over the past [period], I've taken on [specific responsibilities / delivered specific results]. I'd like to talk about aligning my salary with the value I'm bringing and with market rates for this type of role."
Responding to "That's above our budget"
"I understand. Can you help me understand the range for this role? I want to make this work — I'm just trying to ensure the number reflects the experience I'm bringing."
Handling Pushback
Expect at least one counter or hesitation. How you handle it determines the outcome.
- "We can't go that high." — Ask what they can do. Don't immediately accept; let them move first. "What's the most flexibility you have here?"
- "The salary is fixed / non-negotiable." — Sometimes true, sometimes a tactic. Ask about the total package — start date, signing bonus, extra PTO, remote flexibility, earlier review date.
- "We need to think about internal equity." — Acknowledge it, but hold your position: "I completely understand. I'm focused on what my role and experience warrants in the current market."
- Silence after your counter. — Don't fill it. Let them sit with your number.
Know in advance what your walk-away is. If they genuinely can't reach a number you can accept, being clear about that — professionally — is far better than accepting and resenting it.
Beyond Base Salary
Base salary is just one element of compensation. If you hit a ceiling there, shift the conversation to the total package.
- Signing bonus — often easier to give than a higher salary, since it doesn't affect ongoing payroll
- Annual bonus structure — the target percentage and how reliably it's paid out
- Equity / stock options — understand vesting schedules, strike prices, and liquidity events
- Additional PTO — a week of extra leave has real monetary value
- Remote flexibility — saves time, commuting costs, and improves quality of life
- Earlier performance review — negotiate a 6-month review rather than waiting 12 months for a raise opportunity
- Professional development budget — conferences, courses, certifications
FAQ
Can I lose an offer by negotiating?
Almost never, if you negotiate professionally. An employer who rescinds an offer because you politely asked for more has told you something important about how they treat employees. In practice, it happens in fewer than 1% of cases.
Should I reveal my current salary?
In many places, employers cannot legally require you to disclose this. You can decline to share: "I'd prefer to focus on the market rate for this role rather than my current salary." Your current salary, especially if it's low, should not anchor your next negotiation.
What if I genuinely don't know what to ask for?
Do more research. Ask the recruiter for the salary band. Talk to people in similar roles. Going in without a number is a weaker position than going in with a well-researched one.
Is negotiating over email or in person better?
In person (or video call) is generally better — it's harder to stonewall a real person than an email, and tone is easier to read. Email has the advantage of giving you time to craft responses carefully. A hybrid approach — negotiate verbally, then confirm in writing — often works well.