Salary Negotiation Guide: Know Your Worth
Learn data-driven salary negotiation tactics, from researching market rates to making your counteroffer.
Most people leave money on the table by not negotiating their salary. Here is a systematic approach.
Step 1: Research Your Market Value
Before any negotiation, know the going rate:
- Online tools: Glassdoor, LinkedIn Salary, Payscale, levels.fyi
- Industry reports: Robert Half, Hays salary guides
- Network: Ask peers in similar roles (tactfully)
- Recruiters: They know current market rates
Step 2: Calculate Your Total Compensation
Salary is just one piece. Factor in:
- Base salary
- Bonuses (signing, annual, performance)
- Stock options / RSUs
- Health insurance
- Retirement matching
- Paid time off
- Remote work flexibility
- Professional development budget
Step 3: Build Your Case
Quantify your contributions:
- Revenue generated or costs saved
- Projects delivered
- Team/department improvements
- Skills and certifications acquired
Step 4: The Negotiation
Timing
- After receiving an offer (not before)
- During annual reviews (prepare 1–2 months ahead)
- After a major achievement
Key Tactics
1. Let them go first: Do not state your number until you hear theirs
2. Anchor high: Your first counter should be at the top of your range
3. Use precise numbers: $73,500 sounds more researched than $75,000
4. Negotiate beyond salary: If salary is fixed, negotiate signing bonus, extra PTO, or remote days
Sample Script
"Thank you for the offer of $65,000. Based on my research of the market rate for this role and my [X years of experience / specific skills], I was expecting something in the range of $72,000–$78,000. Is there flexibility on the base salary?"
Common Mistakes
- Accepting the first offer without negotiating
- Giving a salary range (they will pick the bottom)
- Making it personal rather than data-driven
- Not having a BATNA (Best Alternative to Negotiated Agreement)
Use our salary calculator to compare compensation packages.