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In this article

Why most people don't negotiate Research your market value When to negotiate Scripts that work How to counter an offer Beyond base salary Asking for a raise FAQ
📊 85% Employers expect negotiation
ðŸ’ļ $500K+ Lifetime cost of not negotiating
ðŸŽŊ 10–20% Typical negotiation gain
✅ <1% Offers rescinded for negotiating

Why most people don't negotiate — and why that's a mistake

Studies consistently show that fewer than 40% of candidates negotiate their salary offers. The most common reasons: fear of seeming greedy, fear the offer will be withdrawn, or simply not knowing how.

The compound effect of not negotiating: If you accept ₮40,000 instead of negotiating to ₮44,000, you don't just lose ₮4,000 this year. You lose ₮4,000 every year — plus it compounds into every future salary increase, bonus, and pension contribution. Over a 30-year career, that single conversation (or lack of it) is worth well over ₮200,000.

And here's the thing employers won't tell you: they almost never rescind an offer because someone negotiated politely. The company has spent weeks and thousands of euros finding you. They're not throwing that away because you asked for more.

Research your market value first

Never negotiate without data. You need to know what the market pays for your role, experience level, and location — before the conversation starts.

Where to research:

LinkedIn Salary Insights Glassdoor Levels.fyi (tech roles) Payscale Industry salary surveys Ask peers / recruiters directly

What to look for:

  • Market median — the midpoint of what people in your role earn
  • Top 25% — your target if you have strong skills and above-average experience
  • Your specific location — salaries vary enormously by city and country
  • Company size — startups often pay less base but offer equity; corporates pay more base
Your number: Aim for the top third of the range for your experience level. Set your ask slightly above your real target — this gives room to meet in the middle while still landing where you want.

When to negotiate

1

Wait for the offer — don't name a number first

Whoever names a number first anchors the negotiation. Delay as long as possible. If pressed, give a range with your target at the bottom: "Based on my research, I'm looking at ₮X–₮Y."

2

Get the full offer in writing before negotiating

Make sure you understand the complete package: base salary, bonus, equity, benefits, vacation, remote policy. Only then do you have a complete picture of what to negotiate.

3

Don't negotiate on the spot

When you receive an offer, it's completely professional to say: "Thank you so much — I'm genuinely excited. Can I have until [date — 48h max] to review the details?" This buys time to prepare your counter without pressure.

4

Negotiate by phone or video — not email

Email feels safer but is less effective. Human conversation allows you to read reactions, adjust tone, and build rapport. Email negotiations drag out and feel transactional.

Scripts that actually work

The simple counter

"Thank you for the offer — I'm genuinely excited about this role and the team. Based on my research into the market and my [X years of experience / specific skill], I was expecting something closer to [your number]. Is there flexibility there?"

Then stop talking. Silence is powerful. Many people fill it by conceding — don't.

The anchor high counter

"I appreciate the offer. I have to be honest — based on what I've seen in the market and conversations with peers, I was anticipating [number 15–20% above their offer]. I'd love to make this work. What's the most you can do?"

This anchors high and invites them to move toward you.

The competing offer leverage

"I want to be transparent — I do have another offer at [₮X]. This role is genuinely my first choice because [specific reason]. If you can match [number], I'm ready to sign today."

Only use this if it's true. Lying about competing offers is a serious professional risk.

When they say "That's our maximum"

"I understand. Could we revisit salary after [90/180 days] once I've had the chance to demonstrate my value? And in the meantime, is there flexibility on [bonus / extra vacation / remote days / professional development budget]?"

Always have a fallback ask ready.

How to handle pushback

They say: "That's above our budget."

You say: "I understand budgets are real constraints. What's the highest you can go? And can we discuss other parts of the package?"

They say: "We pay everyone at this level the same."

You say: "I respect the internal equity — can we talk about a sign-on bonus or an earlier first review instead?"

They say: "The offer expires today."

Artificial urgency is a pressure tactic. Calmly say: "I want to make the right decision for both of us — can we have until [tomorrow/Friday]?" Good companies respect this.

They say: "We'll consider it and come back."

Set a clear follow-up: "That's great — when can I expect to hear back?" Don't leave the conversation without a defined next step.

Beyond base salary — what else to negotiate

If base salary is truly fixed, there's often flexibility elsewhere. These are all real monetary value:

  • Sign-on bonus — one-time payment to bridge the gap. Often easier to approve than a higher base.
  • Annual bonus target — negotiate the percentage, not just the base
  • Equity / stock options — especially at startups and scale-ups
  • Extra vacation days — 5 extra days = 2% of your working year
  • Remote work flexibility — saves real money on commuting and childcare
  • Professional development budget — courses, conferences, certifications
  • Earlier first salary review — 6 months instead of 12
  • Title adjustment — "Senior" vs. "Mid" affects your next negotiation

Asking for a raise at your current job

1

Time it right

After a significant win, after a successful project, or before annual review season — not randomly or when the company is struggling.

2

Build your case with data

Document your achievements over the past 6–12 months with specific results and numbers. Compare your salary to current market rates. Come with evidence, not emotion.

3

Have the conversation in person

Request a dedicated meeting — don't ambush your manager. "I'd like to discuss my compensation — could we find 20 minutes this week?" prepares them.

4

Have a competing offer if possible

A real external offer is the strongest negotiation leverage that exists in a current job. Use it only if you're genuinely prepared to leave.

FAQ

Will they rescind the offer if I negotiate?
Almost never. Less than 1% of offers are rescinded due to polite salary negotiation. If a company withdraws an offer because you asked a reasonable question, that tells you everything you need to know about how they treat employees. You dodged a bullet.
How much should I ask for above the offer?
Typically 10–20% above the initial offer. This gives room to meet in the middle. If their offer is already at the top of market rate, a smaller ask (5–10%) or focusing on non-salary benefits is more realistic.
Should I negotiate every offer?
Yes — unless the offer is already at the top of market rate and you have no competing leverage. The worst they can say is "that's our best offer" and you're in the same position as if you hadn't asked.
What if I'm switching industries and have no leverage?
Research the market rate for the new role and negotiate based on your transferable skills and achievements, not your previous salary. Your old salary is irrelevant to your market value in a new field.