How to Negotiate Your Salary (And Why Most People Settle Too Early)

Most people do not negotiate their salary. Of those who do, most accept the first counter-offer. This is a mistake that compounds over years: raises and bonuses are often calculated as a percentage of base salary, so starting lower costs more than the initial difference suggests.

Negotiating is expected. Hiring managers almost universally assume candidates will negotiate, and companies routinely leave room in initial offers for exactly this reason. Asking for more is not rude, aggressive, or a sign that you are difficult to work with. It is a normal part of the hiring process.

When to Negotiate

Negotiate after receiving a written or verbal offer, not before. During early interview rounds, if asked about salary expectations, give a range based on your research rather than a firm number. Committing to a specific number too early limits your room to negotiate later.

The moment to negotiate is when an employer has decided they want you. At that point, you have more leverage than at any other stage in the process.

What to Research Before You Negotiate

Before any salary conversation, you need to know what the market pays for this role, at this level, in this location and sector. Sources include: Glassdoor, LinkedIn Salary, Levels.fyi for tech roles, national salary surveys from professional associations, and conversations with people in comparable roles.

Come into the negotiation with a specific number or tight range, not a vague sense that you deserve more. "Based on my research and experience, I was expecting something closer to X" is a much stronger position than "I was hoping for more."

How to Make the Counter-Offer

When you receive an offer, ask for time to consider it. "Thank you so much. I am genuinely excited about this. Could I have until [specific date, typically 48-72 hours] to review it properly?" Almost every employer will say yes.

When you come back with a counter, be specific, brief, and positive. Restate your enthusiasm for the role, name your number, and give one or two reasons that justify it.

Example: "I am very keen to join and want to make this work. Based on my experience managing teams at this scale and the current market for this type of role, I was hoping to come in at X. Is there flexibility there?"

Then stop talking. Silence is important. Let them respond.

If They Say the Budget Is Fixed

When an employer says the salary is fixed, this is sometimes true and sometimes the opening position in a negotiation. Do not take it as final the first time you hear it.

Ask about the timeline for review: "I understand the base is fixed at this stage. When is the first salary review, and is there flexibility on the starting salary given a strong performance period?"

If the salary genuinely cannot move, negotiate other elements: signing bonus, earlier performance review date, additional days of leave, remote working flexibility, or professional development budget. These have real financial value and employers often have more flexibility on them than on base salary.

What Not to Do

Do not cite your personal financial needs as justification. Your mortgage, your rent, or what you currently earn are not relevant to what the role is worth in the market. Make your case based on the value you bring and the market rate for the role.

Do not threaten to decline the offer unless you are genuinely prepared to do so. Empty leverage is worse than no leverage.

Do not apologise for negotiating. A simple, direct request is professional. The framing of "I hope this is OK to ask" undermines your position before you have made your case.

Accepting, Declining, or Asking for More Time

If you reach an agreement, confirm the revised terms in writing, either by email or by asking HR to send an updated offer letter. Verbal agreements can be misremembered.

If you need more time because you have another offer in play, say so directly. Employers deal with competing offers regularly. Being transparent about your timeline is more effective than stalling.