“Everything is negotiable. Whether or not the negotiation is easy is another thing.”

‍
—Carrie Fisher, American actress and writer

It’s the moment everyone dreads but knows they have to face: the salary talk. You’ve made it through the interview gauntlet, dazzled your way into an offer—or maybe you’re sitting on a year’s worth of excellent performance in your current role.

And now comes the tricky part: asking for more money.

Despite the nerves it stirs, salary negotiation isn’t just about confidence. It’s about strategy, preparation, and timing. The best negotiators don’t walk into the conversation hoping for a “yes”—they build a case so strong, it’s hard to say no.

This isn’t just about getting what you deserve. It’s about setting the tone for how you’re valued going forward.

Chapter One: Why Most People Settle

Let’s get the uncomfortable truth out of the way: most people don’t negotiate. Not because they don’t want more money—but because they’re afraid.

Afraid of seeming ungrateful. Afraid of losing the offer. Afraid of rocking the boat.

But here’s the reality:

• Hiring managers expect negotiation.
• Your first offer is rarely your best offer.
• If you don’t advocate for yourself, no one else will.

Negotiating doesn’t make you difficult—it makes you aware of your worth. And if a company punishes you for asking? That’s a red flag in itself.

Chapter Two: The Research Phase (Do Not Skip This)

You can’t ask for more unless you know what “more” looks like. This phase is not glamorous, but it is essential.

1. Know the Market Rate

Start with these sources:

• Glassdoor and Levels.fyi for tech roles
• Payscale, Salary.com, and Indeed Salaries for broader benchmarks
• Blind or Reddit (industry subreddits) for real-world salary data

Narrow your search to:

• Your role
• Your industry
• Your location
• Your level of experience

Look for a range, not a single number. You want to know where you land within the spectrum, not just what the average is.

2. Factor in Company Type

A Series A startup won’t pay like a Fortune 500. A government agency won’t match a fintech unicorn. Don’t just compare roles—compare structures.

Then tailor your expectations accordingly.

Chapter Three: Build Your Case Like a Consultant

This is where most people go wrong. They say things like:

• “I just feel like I should be making more.”
• “I heard someone else makes more than me.”
• “I have bills to pay.”

None of these are persuasive. You need to make your ask sound like a business decision—not a personal need.

Here’s How:

1. Quantify Your Impact

• How much money have you saved the company?
• What have you built, launched, improved, optimized?
• Attach numbers. Percentages. Before-and-after metrics.

2. Tie It to Business Goals

• Align your work with team or company success.
• “As a result of X, our team was able to achieve Y, which helped the company accomplish Z.”

3. Anticipate Objections

• If you’re early in your career, lean into your trajectory and momentum.
• If budgets are tight, suggest phased raises or non-cash perks (more on this later).

This is less of a performance review and more of a pitch deck with a confident presenter.

Chapter Four: Timing Isn’t Everything, But It’s a Lot

Negotiation is not just about what you say—it’s when you say it.

If You’re Job Hunting:

• Wait until you have an offer before talking numbers.
• Let them make the first move—you want to negotiate up from a baseline, not down from your expectations.
• Don’t rush. Take time to review, ask questions, and come back with a thoughtful counter.

If You’re Already Employed:

• Time it around performance reviews, completed projects, or company growth moments.
• Avoid times of budget freezes, layoffs, or reorganizations unless your role is mission-critical.

The best moment to negotiate is when your value is top of mind—either because you just proved it, or because they’ve explicitly acknowledged it.  

Chapter Five: How to Actually Ask

Let’s get tactical. Here’s what a confident, data-backed ask sounds like:

"I’m really excited about the offer and the opportunity. Based on my research, market rates for roles like this in our industry and location typically fall in the [$X – $Y] range. Given my experience with [specific examples], I’d like to propose a base salary of [$Z]."

Or, internally:

"Over the past [timeframe], I’ve led initiatives that contributed to [results]. Based on this and a review of current benchmarks, I’d like to revisit my current compensation and explore an adjustment that reflects the scope and impact of my work."

Notice the tone: calm, collaborative, and professional. You’re not demanding—you’re inviting a conversation.  

Chapter Six: Beyond Base Salary

Here’s a trick many overlook: sometimes the company can’t give more money—but they can offer more value.

Ask about:

• Signing bonuses
• Equity or stock options
• More vacation days
• Professional development budgets
• Flexible hours or remote work options
• Promotion timelines with compensation checkpoints

Always come in with a few levers you’re willing to pull. That way, if one thing is non-negotiable, you have other ways to come out ahead.  

Chapter Seven: When They Push Back

They might say:

• “This is the best we can do.”
• “It’s outside of budget.”
• “We have internal equity constraints.”

Your response isn’t to fold. It’s to probe.

Try:

• “I understand. Can you walk me through how compensation is structured here?”
• “Is there room to revisit this in six months with a performance checkpoint?”
• “Would a signing bonus or additional vacation days be on the table?”

Push gently. Stay respectful. But don’t let a “no” end the conversation—let it shift the terms.  

Interlude: What Real Negotiators Know

“The most powerful word in negotiation is ‘pause.’” — Chris Voss, Former FBI hostage negotiator

One of the best tools you can use? Silence.

When you make your ask, stop talking. Let the other person fill the space. Most people rush to explain or soften their request, and it weakens their position.

You don’t need to justify every ask. If your case is strong, the ask stands on its own.

Chapter Eight: Know When to Walk

Sometimes, no matter how well you prepare, you’ll get an offer or a response that doesn’t meet your expectations—and that’s when you have a choice to make.

Ask yourself:

• Is this role still a growth opportunity, even if the pay isn’t ideal?
• Will staying or accepting set me back in the long term?
• Can I renegotiate later with a clear timeline and measurable goals?

Your answer doesn’t have to be emotional. It has to be strategic.

Sometimes, walking away is the best negotiation tactic of all. It shows that you understand your value—and you’re willing to act on it.

Side Panel: Advice From People Who’ve Done It

We spoke to several professionals across industries who’ve successfully negotiated higher compensation. Here’s what they shared:

• “I didn’t just ask for more—I showed them what they’d lose if I left.”
• “I brought in screenshots of market data and outlined how I outperformed my peers.”
• “The first offer was low, but they upped it by 20 percent after I countered. I would’ve never known if I hadn’t asked.”
• “I rehearsed the ask with a friend until it felt normal. That made all the difference.”

The common thread? Preparation. And the confidence that comes from knowing they had real leverage.

Wrap-Up: Negotiation Isn’t a Gamble—It’s a Skill

Let’s be clear: asking for more money will always feel a little awkward. But when you understand the landscape, build your case, and keep your tone professional, it becomes a strategic conversation—not a gamble.

You’re not just negotiating for a number—you’re setting expectations, asserting your value, and building the foundation for how you’ll be treated in this role (and the next).

The people who negotiate well don’t wait for a perfect moment. They create one.