How to Negotiate Salary: 5 Steps to Get Paid More

Category: Salary Negotiation

Successful salary negotiation relies on thorough market research, clear communication of your value, and knowing exactly when to make your counteroffer.

Here's the thing. Most people leave money on the table simply because they are afraid to ask for it. It feels uncomfortable. You might worry about appearing greedy or losing the offer entirely. But employers actually expect you to negotiate. It is a standard part of the hiring process.

When you don't negotiate, you aren't just losing money in your first paycheck. You are lowering your baseline for future raises and bonuses for years to come. Let's fix that.

Why is salary research critical before you interview?

You cannot negotiate effectively without data. Knowing the market rate gives you the confidence to state your requirements without hesitation or apology.

Before you ever hop on a phone screen, you need to know your number. This isn't about what you *want* to make. It is about what the market says you are worth. Salary research is your strongest leverage.

If you walk into a negotiation based on gut feeling, you will lose. If you walk in with data, you are collaborating on a business deal.

Where to find accurate data

Don't rely on a single source. different platforms aggregate data differently. Some rely on user submissions while others use employer data.

• Glassdoor and Payscale: Great for getting a general baseline for specific job titles.
• LinkedIn Salary: Useful because it often factors in specific industries and networks.
• Industry-Specific Guides: Recruiters (like Robert Half or Randstad) publish annual salary guides that are often more accurate than generic websites.

Look for the range. If the role pays between $80,000 and $100,000, pinpoint where you fall based on your experience level. If you check all the boxes, aim for the top 25%.

Contextualizing the numbers

A Marketing Manager in New York City gets paid differently than one in Austin, Texas. Cost of living calculators are essential tools here. Furthermore, startup equity packages look very different from corporate bonus structures.

A flowchart titled 'The Salary Research Funnel' showing three layers. Top layer: 'Gather Raw Data' [Glassdoor, Payscale]. Middle layer: 'Adjust for Context' [Location, Experience, Company Size]. Bottom layer: 'Define Your Range' [Walk-away number, Target number, Shoot-for-the-moon number].

How should you handle salary expectations during screening?

Never give a specific number first if you can avoid it. Aim to provide a researched range or ask for their budget to keep the negotiation open.

Recruiters will often ask about your salary expectations in the very first conversation. This is a trap. If you say a number that is too low, they will cap you there. If you say a number that is too high, they might screen you out.

The "Deflect and Pivot" Method

Your goal is to get them to reveal their budget first. When they ask "What are you looking to make?" try these responses:

• "I'm more interested in finding the right fit than a specific number right now. Can you share the budget range you have allocated for this role?"
• "I'm flexible based on the total compensation package. What is the general range you're targeting for this position?"

Truth is, most recruiters are required to share the range if asked, especially with new transparency laws in states like California and New York.

Providing a Range

If they push back and demand a number, do not give a single figure. Give a range where the bottom number is slightly higher than your actual target.

For example, if you want $90,000, state your range as "$92,000 to $105,000." This anchors the conversation higher. It also shows you have done your salary research and know the market value.

How do you negotiate salary after receiving an offer?

Express gratitude first, then pause. Use the "silence" strategy and present your counteroffer based on value, not personal financial need.

Congratulations. You got the offer. Now the real work begins. Many candidates feel such relief at getting the job that they just say "yes" immediately. Don't do that.

The Power of the Pause

When they deliver the numbers over the phone, say thank you. Then, be quiet.

"Thank you so much. I'm really excited about the team."

Then stop talking. The silence often makes the recruiter nervous. Sometimes, they will jump in and say, "We might have a little wiggle room on the base pay." You just made money by doing absolutely nothing.

After the call, ask for the offer in writing. Never negotiate on the spot. You need time to review the total package.

Assessing Total Compensation

Salary negotiation isn't just about the base paycheck. It is about the whole pie. If they cannot move on the base salary due to rigid HR bands, you can negotiate other elements.

Here is a breakdown of what is often flexible versus what is usually fixed:

The Counteroffer Script

When you go back to them, keep it positive but firm. You are not demanding. You are solving a problem.

Try this script:

"I'm incredibly excited about the role and the team. Based on my research and the specific value I bring in [mention a specific skill], I was expecting a base salary closer to [Your Number]. If we can get to that number, I'd be ready to sign today."

Notice the phrase "ready to sign today." That is powerful. It tells the hiring manager that the finish line is right there. They just need to pay a little more to cross it.

If they say no? Ask "How can we bridge the gap?" This invites them to offer a signing bonus or an early performance review.

Learning how to negotiate salary is a skill you will use for the rest of your career. It is uncomfortable for a few minutes, but it pays dividends for years.

Key Takeaways

• Data is power: Never enter a negotiation without knowing the market rate for your specific role and location.
• Don't say a number first: Try to get the recruiter to state their budget range during the initial screening call.
• Anchor high: If you must give a number, provide a range where the lowest figure is still a number you would be happy accepting.
• Negotiate the whole package: If the base salary is fixed, pivot to signing bonuses, extra vacation time, or remote work flexibility.
• Get it in writing: Verbal promises don't count. Ensure every negotiated detail is in the final offer letter before you sign.