Salary Negotiation: How to Negotiate a Job Offer and Get Paid What You're Worth

You survived the interviews, nailed the assessments, and now you're staring at a job offer. Congrats—seriously. But before you sign anything, there's one conversation that could be worth tens of thousands of dollars over your career: the salary negotiation.

Here's the uncomfortable truth: most people never negotiate. A study by Salary.com found that only 37% of workers always negotiate their salary, while 18% never do. That's a lot of money left on the table—an estimated $7,500 per year on average. Over a 30-year career? That compounds to over $600,000 in lost earnings.

Whether you're a fresh grad fielding your first offer or a seasoned professional switching roles, this guide will walk you through exactly how to negotiate with confidence.

Why You Should Always Negotiate

Let's kill the biggest myth right away: negotiating will not cost you the offer. Hiring managers expect it. In fact, many companies build negotiation room into their initial offers. Here's why you should always ask:

• Employers expect it. Most recruiters have a salary range approved for the role. The first offer is almost never the ceiling.
• It sets your baseline. Every future raise, bonus, and promotion is typically a percentage of your current salary. Starting higher means earning more at every step.
• It signals confidence. Negotiating professionally shows you know your value—a trait employers actually respect.
• The worst they can say is no. A reasonable, well-researched counter-offer won't get an offer rescinded. If it does, that's a red flag about the company.

Step 1: Do Your Research Before the Conversation

Knowledge is your leverage. Before you counter, you need to know what the market actually pays. Here's how:

• Use salary databases: Check Glassdoor, Levels.fyi (for tech), Payscale, LinkedIn Salary Insights, and the Bureau of Labor Statistics.
• Factor in location: A $120K offer in San Francisco is very different from $120K in Austin. Use cost-of-living calculators to adjust.
• Know your experience premium: If you bring specialized skills, certifications, or niche experience, that has a dollar value. Quantify it.
• Research the company: Startups may offer less base but more equity. Large corporations may have rigid pay bands but generous benefits.

Pro tip: Before applying, use ResumeAI's free analysis to ensure your resume highlights the quantified achievements and keywords that justify a higher salary ask.

Step 2: Let Them Name the Number First

This is negotiation 101, but it's critical. When asked about salary expectations early in the process, try these responses:

• "I'd like to learn more about the role's full scope before discussing compensation. What's the budgeted range for this position?"
• "I'm flexible on compensation and more focused on finding the right fit. Can you share what you've allocated for this role?"

Why does this matter? The first number anchors the entire negotiation. If you say $90K and they were prepared to offer $110K, you just cost yourself $20,000. Let them anchor, then negotiate up.

Step 3: Evaluate the Full Package—Not Just Base Salary

Salary is just one piece. A strong negotiator looks at the total compensation:

• Base salary – Your guaranteed annual pay
• Signing bonus – Often easier for companies to approve than a higher base
• Equity/stock options – Can be significant at growth-stage companies
• Annual bonus – Understand if it's guaranteed or performance-based
• PTO and flexibility – Remote work, extra vacation days, flexible hours
• Professional development – Conference budgets, certifications, tuition reimbursement
• Retirement matching – A 6% 401(k) match on $120K is $7,200/year
• Relocation assistance – If applicable, this can be worth $5K–$20K+

Sometimes the best negotiation isn't about salary at all. A company that can't budge on base might offer an extra week of PTO or a $10K signing bonus.

Step 4: Make Your Counter-Offer (With a Script)

Once you have the offer and your research, it's time to counter. Here's a proven framework:

The Email Script

"Thank you so much for the offer—I'm genuinely excited about joining [Company] and contributing to [specific project or team goal]. After reviewing the offer and researching market compensation for this role, I'd like to discuss the base salary. Based on my [X years of experience / specific skill / relevant certification], and the market rate of [$Y–$Z] for this position in [location], I'd like to propose a base salary of [$Your Ask]. I'm confident this reflects the value I'll bring to the team, and I'm happy to discuss further."

Key Principles

• Be specific. "I'd like $115,000" is better than "I'd like more." Specificity signals research.
• Anchor slightly above your target. If you want $110K, ask for $118K. This gives room to meet in the middle at your actual goal.
• Justify with data, not need. "Market data shows..." beats "I need more because of my rent." Employers pay for value, not expenses.
• Express enthusiasm. Always reinforce that you want the job. Negotiation is collaborative, not adversarial.

Step 5: Handle Common Pushback

Recruiters are trained negotiators too. Here's how to respond to typical objections:

"This is our best offer."

Response: "I understand. Would there be flexibility on other parts of the package—like a signing bonus, additional PTO, or an earlier performance review with a salary adjustment?"

"We have a strict pay band for this level."

Response: "I appreciate the transparency. Could we explore bringing me in at a higher level given my [experience/certifications]? Or would a signing bonus be possible to bridge the gap?"

"We need your answer by Friday."

Response: "I'm very interested and want to make a thoughtful decision. Would it be possible to have until [next Tuesday]? I want to make sure I'm fully committed when I say yes."

The key is to never say no outright—redirect to alternatives. There's almost always something flexible.

Step 6: Know When to Walk Away

Not every negotiation ends in a deal, and that's okay. You should walk away if:

• The offer is significantly below market rate (more than 15-20%) with no willingness to budge
• The company reacts negatively to a reasonable negotiation—this signals cultural problems
• The total package doesn't meet your minimum acceptable threshold (define this number before you start)

Walking away is powerful. It's also rare—most negotiations end with both sides feeling good.

Bonus: Negotiation Tips by Career Stage

Entry-Level / New Graduates

You have less leverage on base salary, but you can negotiate signing bonuses, start dates, relocation packages, and professional development budgets. Show enthusiasm and frame asks around growth.

Mid-Career Professionals

This is your sweet spot. You have proven results, market data, and possibly competing offers. Use all of it. Quantified achievements on your resume make your case before you even open your mouth—analyze yours with ResumeAI to make sure they land.

Senior / Executive Level

At this level, negotiate equity, performance bonuses, severance terms, title, and scope of responsibility. Consider hiring a career coach or compensation consultant for offers above $200K.

The Bottom Line

Salary negotiation isn't about being greedy or adversarial. It's about knowing your worth and communicating it clearly. Companies have budgets. They expect you to negotiate. The only person who loses when you don't ask is you.

Here's your action plan:

• Research your market rate before applying
• Optimize your resume with quantified achievements that justify top-of-range pay—try ResumeAI free
• Let them anchor first in salary discussions
• Counter with data, enthusiasm, and a specific number
• Negotiate the full package, not just base salary

Your resume gets you the offer. Your negotiation skills determine what it's worth. Make both count.

Ready to build a resume that commands a higher salary? See our pricing plans or upload your resume for a free analysis today.