Navigating the complexities of salary negotiations requires insider knowledge and strategic finesse, so we’ve gathered insights from ten career coaches and industry experts. From leveraging data to negotiating with confidence, discover the spectrum of tactics that will help you secure the best salary offer possible.
- Leverage Data in Salary Negotiations
- Choose Words That Convey Needs
- Delay Salary Talk, Use Market Range
- Arm Yourself With Knowledge and Confidence
- Know Your Worth, Negotiate Beyond Salary
- Understand the Math Behind Your Salary
- Communicate Value for Better Salary Justification
- Start Salary Conversations Early, Consider Total Comp
- Define ‘Best Offer’ Holistically, Commit to Minimum
- Negotiate With Confidence, Fear Not Rescission
Leverage Data in Salary Negotiations
Lead with data, not emotions, when negotiating your salary. Leverage salary research and available compensation data to guide your salary negotiation. Also, while you might be tempted to fixate on the base salary, consider other forms of remuneration, such as a sign-on incentive, performance bonus, and equity grants, that can boost your total compensation. Negotiating these one-time payments is often easier than a base salary increase.
Dr. Kyle Elliott, Founder & Tech Career Coach, CaffeinatedKyle.com
Choose Words That Convey Needs
Be VERY intentional about your word choices. Use verbs that convey your needs, instead of wants. These subtle word changes underscore the seriousness of your counter-offer and will ensure they take it back to their hiring team instead of writing it off as optional. For example, instead of saying “I was hoping for $150k” or “Is there flexibility to increase the offer to $150k?” say “My salary requirement is $150k” or “I need $150k.” See how much more powerful that is?
Cydnee DeToy, Career Coach, Cydnee DeToy Coaching
Delay Salary Talk, Use Market Range
If recruiters push for a number during the process, try to get some extra time by asking, “What range are you budgeting for this position?” It will give you a more accurate idea of how much they can pay you.
Also, don’t get into the decisive conversation about compensation until the final stages of the process, because by then, you’ll have more power to negotiate.
Forget about mentioning your last salary and asking for a 10% salary raise. Especially if you were underpaid before, this is a horrible idea. Instead, search online to get familiar with the salary range that companies are paying for positions like yours, and use the range as a reference.
Juliana Rabbi, Career Coach for Remote Jobs
Arm Yourself With Knowledge and Confidence
Having guided hundreds of candidates through the offer negotiation process over the course of my talent acquisition career, I can say that my number one best tip for candidates is to arm yourself with knowledge before the negotiation starts. This benefits you in two ways. First, it elevates your authority when you come to the negotiation table because you can cite tangible figures in support of the salary or benefits you’re asking for. Second, it allows you to feel more confident that you deserve the compensation you’re negotiating for. Coming into the negotiation with confidence will always get you a better outcome.
The specific types of data you want to have ready can vary depending on your situation. At a minimum, I would recommend researching the average salary for the role given your experience and skills so you know what other people who do similar work tend to earn. Along with this, it can help to have data from your past professional roles, such as the value you brought to the organization, your success rate on closing accounts, etc.—any kind of accomplishment that demonstrates the benefits you can bring to the company can be good supporting evidence for a higher salary. The same is true if you’re negotiating a raise with a company you already work for. Coming into the meeting prepared with data on how you’ve contributed to its success will greatly improve your odds of landing the pay increase you’re going for.
Matt Erhard, Managing Partner, Summit Search Group
Know Your Worth, Negotiate Beyond Salary
I’ve seen the salary negotiation process from both sides of the fence (I recruited for an enterprise-level engineering company for four years and have spent the last 12 advising clients as a career coach and resume writer).
First, know your worth. This means researching salary ranges for your position and experience level in your industry and location. Sites like Glassdoor, Salary.com, or Levels.fyi are good tools to give you an idea of what your salary range should be based on your experience, industry, and skills.
Second, don’t be afraid to ask for more. The initial offer isn’t always the final offer.
Third, be prepared to negotiate. Start a bit higher than your target salary so you have room to negotiate. Don’t just focus on salary, either. Consider benefits like bonuses, stock options, vacation time, and flexible work arrangements.
And last but not least, don’t rush into a decision. Take your time to weigh your options. If the offer isn’t quite what you hoped for, don’t be afraid to counter, and if the company won’t budge, don’t be afraid to walk away from the offer.
I once had a client negotiate a $10,000 raise three days AFTER they were hired, simply by referencing salary data they found on Glassdoor for that same company.
James Cooper, Cofounder and Resume Writer, Final Draft Resumes
Understand the Math Behind Your Salary
I have found that helping people understand the math of their salary changes how they negotiate and the offers they receive. A salary is an exchange for the business value you will create, so it’s important to have an idea of what that is.
For example, if you’re a content strategist, your efforts will be in service of driving more awareness and leads to the business. How can you estimate the business impact you will have? Or, if you’re a customer success manager, your efforts serve to reduce churn and drive expansion. What’s the estimated contract value of your book of business?
At the same time, it’s important to know your own financial needs. What are your expenses? Your financial goals? How far will your paycheck go after taxes? Make sure you can take care of yourself.
The reality is, you will do better work for the company when you believe you are paid fairly. So it’s important that you do the groundwork to know what that looks like for you.
Jennifer Spoelma, Career Coach for Creatives, Career Foresight
Communicate Value for Better Salary Justification
Salary negotiations start with your resume.
The story that helps you land the interview is the story you expand on in the interview to close the deal.
And when you can confidently communicate your relevant value and impact to the bottom line from previous roles, it makes it much easier for the hiring manager to justify a higher salary package.
Know your worth and the value you bring to the table, and it makes it much easier to confidently ask for what you’re worth.
James Tomasi Kennedy, Executive Career Coach-Recruiter
Start Salary Conversations Early, Consider Total Comp
Salary negotiation is a conversation, not a confrontation, and it begins long before the company extends their offer. First, conduct market research to understand what others with your experience, in your location, are being paid. Come up with a concrete range backed by multiple sources. Ask how this range aligns with the company’s hiring budget for this role during the first interview to ensure you are respecting one another’s time. Intently listen during the interview process for what qualifies a top performer, and draw a line between your experience and those qualities to position yourself for a higher base salary. Finally, consider total compensation and your non-negotiables. What else would make you excited to accept their offer? For example, professional development dollars, extra PTO, or remote working days/flexible hours.
Danielle Roberts, Anti-Career Coach, Danielle Roberts Co., LLC
Define ‘Best Offer’ Holistically, Commit to Minimum
Having worn both hats as a recruiter and career coach, I’ve seen countless candidates reach the exciting stage of salary negotiation, often unprepared.
At this stage, many exclusively think about the raw salary.
Before diving into market research, I encourage them to take a step back. This new opportunity could propel you into a new industry, a larger company, or offer a broader role. The key question is: How does the total compensation package align with your personal definition of the ‘best offer’?
For some, it’s the highest possible salary. For others, it might involve flexible work arrangements, robust growth opportunities, or a healthier work-life balance. You need to have a holistic understanding of what your ideal next step looks like.
Here’s the critical part: Establish your ‘walk away’ number before negotiations begin. This is your absolute minimum, the point where the salary, combined with other factors, doesn’t justify the move for your career goals and financial needs. Be clear and committed to this number before sharing it with the hiring company.
Finally, unwavering commitment is key. Once you know your ideal number—the one reflecting your worth and aligning with the opportunity—be prepared to walk away if it’s not met. By taking these steps, you can secure a compensation package that truly sets you up for success, on your terms.
Dawn Gulanes, Headhunter for Commodities Trading, Kepler Search
Negotiate With Confidence, Fear Not Rescission
Here’s something you don’t need to bring with you to your salary negotiation conversation: the fear that the employer might rescind the offer if you try to negotiate. The legitimate worst-case scenario is that they simply respond, ‘This is the number; you’ll have to take it or leave it.’ As long as you’re negotiating in good faith, then you should have nothing to worry about. An employer who rescinds an offer because you’re trying to negotiate seems like an employer who’s not willing to listen when an employee advocates for their needs. So go in with confidence that they’ll respect your negotiation and welcome your personal advocacy.
Pat Fligge, Director of Temple Professional Network, Temple University
