Negotiating salary is the highest-ROI financial skill most people never practice. A single successful negotiation can add $5,000–$20,000 annually to your income — and because future raises are often based on your current salary, the compounding effect over a career is enormous.
Yet over 60% of workers accept the first offer they receive.
Here's how to be in the other 40% — with exact scripts.
The Golden Rule: Never Give a Number First
The first rule of salary negotiation is to make the employer reveal their number first. Whoever names a figure first is at a disadvantage.
When asked "What are your salary expectations?", respond with:
"I'd love to learn more about the full scope of the role before discussing compensation. What's the budgeted range for this position?"
If they push you, try:
"I'm flexible depending on the total package. What range have you had in mind?"
This works in most situations. If they absolutely require a number, give a range with your target at the bottom, not the middle.
Research Your Market Value First
Before any negotiation, you need data. Use:
- Glassdoor and Levels.fyi (tech roles) for salary ranges
- LinkedIn Salary for industry benchmarks
- Bureau of Labor Statistics for broad occupation data
- Conversations with people in similar roles (more honest than any database)
Know the range. Know where you sit in it based on your experience. Come in at the top 25% of that range — you can always come down.
The Counter-Offer Script
When you receive an offer, don't respond immediately. Say:
"Thank you — I'm genuinely excited about this opportunity. Can I have until [date 2–3 days out] to review everything?"
Then come back with:
"I've thought carefully about this and I'm very enthusiastic about joining the team. Based on my research and the value I'll bring, I was hoping we could get closer to $X. Is there flexibility there?"
Two things to notice:
- You're not threatening to leave — you're expressing enthusiasm first
- You're asking a question, not making a demand. This keeps the conversation open.
What If They Say No?
A flat "no" is rare. More often you'll hear "that's the top of our range." Your response:
"I understand. Can we look at the full package? I'd be open to discussing additional PTO, a signing bonus, earlier performance review, or remote flexibility."
This is not backing down — it's expanding the negotiation to areas where companies often have more flexibility than base salary.
Negotiating a Raise at Your Current Job
New offer negotiations are easier, but internal raises matter too. The key is timing and framing.
Best time to ask: After a visible win, during a performance review cycle, or when you receive an outside offer.
The script:
"I've been thinking about my compensation relative to the market and the work I've contributed over the past year — particularly [specific achievement]. Based on my research, roles like mine are typically compensated at $X–$Y. I'd like to discuss getting to $X."
If they say the budget isn't there:
"I understand. Can we agree on what achieving $X looks like, and set a timeline for revisiting this in 90 days?"
Get it in writing.
The Numbers You Should Know
- The average raise for staying at a company: 3–5%
- The average raise for switching jobs: 10–20%
- Percentage of employers who rescind offers when candidates negotiate: less than 1%
That last number is the one most people don't know. The fear of negotiating is almost entirely unfounded. Hiring managers expect it. Many lose respect for candidates who don't.
One Last Thing
Practice out loud before the actual conversation. Negotiating feels uncomfortable the first few times. The discomfort fades. The money doesn't.
