Salary negotiation is one of those career moves people dread but often regret skipping. The phrase “ask for more” feels risky—yet the upside is real. In this guide you’ll find clear, practical salary negotiation tips: how to find your market rate, prepare persuasive evidence, use simple scripts, and avoid common traps. Expect actionable steps you can use whether you’re handling an offer negotiation or asking for a salary increase during a review.
Understand Your Market Value
Start by knowing what the job pays in your region and industry. Use multiple sources so you don’t rely on a single, noisy data point.
- Check government data like the Bureau of Labor Statistics for industry median wages and trends.
- Browse company salary pages, job boards, and reports for the role and location.
- Talk to recruiters—quietly. They’re often the best pulse on current market rate.
From what I’ve seen, combining a public data source with two market references gives you a defensible salary band.
Prepare Your Case—Evidence Over Emotion
Don’t wing it. Prepare a concise, fact-based pitch: accomplishments, metrics, and market data.
What to include
- Key wins (revenue generated, costs saved, KPIs improved) with numbers.
- Comparable salary data showing the market rate.
- Clear ask: a salary range with a target number, plus alternatives (bonus, equity, benefits).
A simple template: “Based on X, Y, and market data, I’d like to discuss adjusting my salary to $Z—this aligns my compensation with the impact I’m delivering.” Short, firm, and not apologetic.
Timing & Tactics: When and How to Ask
Timing matters. There are moments that make a raise more likely.
- Performance review windows—obvious but often best.
- After a clear win—project completion, large sale, or cost savings.
- When you’ve got competing offers—if you’re willing to walk.
If you’re negotiating an offer, keep the conversation about value, not needs. Ask clarifying questions: “How was this offer determined?” Then present your researched counter.
Scripts and Phrases That Work
Scripts reduce anxiety. Use them as a starting point—not a script to recite word-for-word.
- Initial ask: “Based on my experience and market data, I’d like to discuss a salary closer to $X.”
- When faced with a low offer: “I appreciate the offer. The role and team are a strong fit. Given market rates and my experience, could we consider $X–$Y?”
- If the manager pauses: “What would you need to see from me to reach that level?”
Short table: quick comparison of responses to common pushbacks.
| Company Pushback | Suggested Response |
|---|---|
| “Budgets are fixed.” | “I understand. Is there flexibility in bonus, equity, or a review in six months tied to specific goals?” |
| “We can’t match that salary.” | “What range is realistic? If salary is capped, can we build a performance plan for a raise soon?” |
Offer Negotiation vs. Annual Review
They demand different approaches. With an offer you have leverage; during reviews you often need to show incremental impact.
- Offer negotiation: Use competing offers carefully and focus on total compensation.
- Performance review: Tie the ask to recent outcomes and a forward-looking plan.
Common Mistakes to Avoid
- Asking without data—vague statements don’t move budgets.
- Starting with a number that’s too low—anchor high within reason.
- Threatening to quit too early—only use this if you mean it.
- Neglecting benefits—sometimes health, PTO, or remote work matter more than a small salary bump.
Real-world Examples (Brief)
Example 1: A product manager I coached used a 3-point packet—metrics, market data, and a 90-day plan—and secured a 12% raise. Example 2: A designer with a competing offer got a 15% bump plus extra PTO by prioritizing total compensation during the offer negotiation.
When to Walk Away
If the employer won’t budge on anything meaningful and your market value is higher—sometimes the right move is to leave. That said, ask for time to decide and keep emotions out of it.
Resources & Further Reading
For background on negotiation theory, see negotiation concepts on Wikipedia. For salary trends and labor statistics, the Bureau of Labor Statistics is essential. For practical scripts and negotiation framing, read expert articles like this Forbes negotiation coverage (search their negotiation advice collection).
Quick Checklist Before You Ask
- Have two market sources and one company benchmark.
- Prepare one-page summary of wins and the ask.
- Decide your walk-away or alternative benefits.
- Practice the conversation out loud once.
FAQs
Below are common quick answers to help you act fast.
How much should I ask for in a salary negotiation?
Ask within the top half of your researched salary band—typically 5–20% above your current pay depending on market and role. Frame it with specific achievements to justify the request.
Is it OK to negotiate a job offer?
Yes. Most employers expect negotiation. Do it politely, with data, and focus on total compensation rather than emotion.
When should I bring up salary during the interview process?
Let the employer bring it up first, if possible. Once you have an offer or clear interest, discuss numbers with your researched range ready.
Ready to try? Pick one tactic above and use it in your next conversation. Small improvements compound—ask once and learn.
Frequently Asked Questions
Ask within the top half of your researched salary band—usually 5–20% above current pay depending on role and market—and support it with measurable achievements.
Yes. Employers often expect negotiation. Be polite, provide data, and focus on total compensation rather than personal needs.
Wait until the employer shows clear interest or presents an offer; then share your researched range and priorities.
Ask about alternatives—bonus, equity, extra PTO, or a short-term performance milestone tied to a future raise.
Use multiple sources: government data like the BLS, industry salary reports, job boards, and recruiter input to form a reliable band.