Only 37% of workers always negotiate salary — and those who skip it lose an estimated $1–1.5 million over a 45-year career. This guide gives you the exact 5-step framework top earners use: Research → Anchor → Counter → Concession → Close. You'll get word-for-word scripts for phone, email, and in-person conversations, two full case breakdowns ($75K → $92K new job, $95K → $115K internal raise), and a pre-negotiation checklist. 85% of employers expect you to negotiate. The only person losing when you don't is you.
This article was researched and written by the Careery team — that helps land higher-paying jobs faster than ever! Learn more about Careery →
Quick Answers
How do you negotiate salary after a job offer?
Follow the 5-step process: (1) Research your market rate using Glassdoor, Levels.fyi, and BLS data, (2) Let the employer anchor first — don't name a number until you have an offer, (3) Counter 10–20% above the offer using your market data as justification, (4) Negotiate concessions beyond salary (signing bonus, equity, remote days, PTO), (5) Get the final agreement in writing before accepting. 85% of employers expect negotiation. Countering an offer rarely costs you the job — but not countering costs an average of $5,000–$10,000 in year-one salary alone.
How much more should you ask for when negotiating salary?
Counter 10–20% above the initial offer for a new job, and 10–15% above your current salary for an internal raise. The specific number should be grounded in market data, not wishful thinking. Use Glassdoor, Levels.fyi, and BLS Occupational Employment Statistics to find the 50th–75th percentile for your role, experience level, and location. Ask for the 75th percentile and plan to land near the 60th–70th. This approach gives you room to negotiate downward while still landing well above the original offer.
What if the employer says the offer is non-negotiable?
Very few offers are truly non-negotiable. When an employer says 'the salary is firm,' pivot to other forms of compensation: signing bonus, equity or stock options, additional PTO days, remote work flexibility, title upgrade, professional development budget, or an accelerated review timeline (e.g., a guaranteed salary review at 6 months instead of 12). Many companies have more flexibility on non-salary items because they come from different budget lines. Only government roles with published pay bands and union-negotiated positions are genuinely fixed.
Should you negotiate salary for your current job?
Yes — but the strategy differs from negotiating a new offer. For a current job, build a documented case of impact (revenue generated, costs saved, projects led) before requesting a meeting. Time the conversation to your company's budget cycle (typically Q4 planning or post-annual-review). Present market data showing your compensation gap. Ask for a specific number, not a range. If the company can't match market rate, negotiate a promotion timeline with written milestones and a guaranteed salary adjustment upon hitting them.
Salary negotiation is the highest-ROI conversation you will ever have. Fifteen minutes of discomfort can add $5,000–$10,000 to your annual salary — and because every future raise, bonus, and promotion compounds on that base, the real impact over a career is staggering.
Yet most people skip it. They accept the first number, say "thank you," and spend the next three years wondering if they left money on the table. (They did.)
The gap between "always negotiates" and "never negotiates" is not $5,000. It's not $50,000. Over a 45-year career, the compounding effect of a single negotiation can exceed $1 million in cumulative lost earnings, retirement contributions, and missed equity gains. That's not a typo. That's math.
This guide gives you the exact framework, scripts, and case studies to close that gap — whether you're negotiating a new job offer or fighting for a raise at your current company.
You already know you should negotiate. So why didn't you last time?
It's not laziness. It's fear — and it's nearly universal. A Glassdoor survey found that 63% of workers accepted the last salary they were offered without attempting to negotiate. The top reasons: fear of the offer being rescinded, not knowing what to say, and not wanting to seem "greedy."
The 3 Beliefs That Cost You $1M+
- Believing the offer will be rescinded if you counter — fewer than 1% of employers actually withdraw an offer due to a reasonable counteroffer
- Assuming the first offer is the best they can do — most companies build 10–20% negotiation room into initial offers, expecting you to counter
- Waiting for your employer to notice your value and raise you proactively — companies optimize labor costs, not your satisfaction. Raises you don't ask for default to 3–5% annually, which barely outpaces inflation
Here's the real cost. Suppose you accept $75,000 without negotiating. Your peer — same role, same company — counters and lands at $82,000. That $7,000 gap doesn't shrink over time. It compounds.
Every annual raise is a percentage of the base. Every bonus multiplier builds on it. Every future employer anchors your next offer to what you earned previously. After 10 years, that single skipped negotiation has cost not $7,000 — but $70,000–$100,000 in cumulative earnings. Over a full career, the number crosses $1 million.
- The Salary Negotiation Compounding Effect
The salary negotiation compounding effect describes how a single negotiation outcome cascades across an entire career. Because annual raises, bonuses, and future offers are calculated as percentages of current base salary, a $7,000 difference in year one compounds to $70,000–$100,000 over 10 years and over $1 million over a 45-year career. Negotiation is not a one-time event — it's a permanent baseline adjustment that multiplies across every future compensation decision.
Not negotiating doesn't save you anything. It costs you $1M+ over a career. The fear of losing an offer is almost never justified — fewer than 1% of employers rescind offers over a reasonable counter. The math is clear: negotiate every time.
The good news: salary negotiation is a repeatable skill, not an innate talent. It follows a predictable structure. Here's the framework.
Every successful negotiation — whether for a $60K entry-level role or a $300K executive package — follows the same five steps. Skip one and you leave money on the table. Execute all five and you consistently land in the top quartile of your compensation band.
- The 5-Step Salary Negotiation Framework
A structured approach to salary negotiation used by top earners: (1) Research — establish your market rate using verified compensation data, (2) Anchor — control who names the first number and frame the range, (3) Counter — present a data-backed counteroffer 10–20% above the initial number, (4) Concession — negotiate total compensation beyond base salary (equity, bonus, PTO, title, flexibility), (5) Close — confirm the full agreement in writing before accepting. This framework works for new job offers, internal raises, and promotion negotiations.
Step 1: Research — find your market rate
You can't negotiate what you don't know. The single biggest predictor of negotiation success isn't confidence or charisma — it's preparation. Candidates who enter negotiations with specific market data secure 7–15% more than those who negotiate based on feeling.
Where to get real compensation data:
- Glassdoor — self-reported salary data by company, role, and location. Best for broad market ranges.
- Levels.fyi — verified compensation data for tech and adjacent industries. Includes base, equity, and bonus breakdowns.
- BLS Occupational Employment Statistics — government data on wages by occupation and metro area. Tier 1 source — gold standard for credibility.
- Payscale / Salary.com — compensation calculators adjusted for experience, education, and geography.
- Blind / TeamBlind — anonymous professional forums with candid comp discussions, especially in tech.
Research: Build your market rate dossier
Collect data from at least 3 sources. Identify the 25th, 50th, and 75th percentile for your exact role, experience level, and metro area. Your target ask should be at the 75th percentile — this gives you room to negotiate down to the 60th–70th, which is where most successful negotiations land. Write down three numbers: your target (75th percentile), your minimum (50th percentile — the floor you won't go below), and your walk-away (the number below which you decline the offer entirely).
Before any negotiation, define three numbers: Target (what you ask for), Minimum (the lowest you'll accept), and Walk-away (the point where you decline). Having these written down before the conversation prevents emotional decision-making in the moment. Check if you're even at market rate before you start.
Research is the foundation of every successful salary negotiation. Candidates with market data secure 7–15% more than those without. Use at least 3 compensation sources, identify the 25th/50th/75th percentile for your role, and define your target, minimum, and walk-away numbers before any conversation begins.
Step 2: Anchor — who gives the first number
Anchoring bias is the most powerful force in negotiation. The first number spoken becomes the gravitational center — every subsequent number orbits around it. Control the anchor and you control the range.
Anchor: Let them go first (usually)
For new job offers, let the employer name the first number. When asked "What are your salary expectations?" in an interview, deflect: "I'd prefer to learn more about the role and total compensation package before discussing a specific number. What's the range you've budgeted for this position?" Most states now legally require employers to disclose salary ranges. If they press, give a range where your target is the bottom of the range you state — e.g., if you want $95K, say "$95K–$110K." For internal negotiations, you anchor first because you're making the ask — come in with your target number backed by market data.
Why this works: Research on anchoring bias shows that the first number in a negotiation influences the final outcome by 50–80%, regardless of whether the anchor is rational. If the employer says "$80K" first, the conversation centers around $80K. If you say "$95K" first, it centers around $95K. When the employer anchors below your target, your counter resets the range upward. When you anchor first (internal negotiations), your data-backed number frames the entire conversation.
The first number spoken in a negotiation sets the range for everything that follows. For new job offers, let the employer name the first number — then counter upward. For internal raise requests, you anchor first with a data-backed target. Whoever controls the anchor controls the outcome.
Step 3: Counter — the exact formula
This is where most people freeze. The offer arrives, the number is lower than expected, and instead of countering, they accept. That moment of hesitation costs an average of $5,000–$10,000.
Counter: Use the data-backed counter formula
Your counter should be 10–20% above the initial offer, grounded in market data. The formula: "Thank you for the offer. Based on my research — [cite specific sources: Glassdoor data, BLS statistics, Levels.fyi comp bands] — the market rate for this role at my experience level is [75th percentile number]. Given [specific value you bring: years of experience, specialized skills, relevant achievements], I'd like to propose [your target number]." Never counter with a range — always give a single specific number. Ranges signal that you'll accept the bottom.
The key to a successful counter: specificity. "I was hoping for a bit more" is weak. "Based on Glassdoor data for senior product managers in Denver with 6+ years of experience, the 65th percentile is $128,000 — and given that I've led two product launches generating $4M+ in revenue, I'd like to propose $130,000" is strong.
The counter step is critical enough that it deserves its own playbook. For the full breakdown — including when to counter in writing vs. verbally, how to handle a "take it or leave it" response, and the psychology behind why specific numbers outperform round numbers — see: How to Counter-Offer Salary.
Counter every offer — the average gain from countering is $5,000–$10,000. Use a single specific number (not a range), ground it in market data from named sources, and connect it to the specific value you bring. Specificity is the difference between a counter that works and one that gets dismissed.
Step 4: Concessions — beyond base salary
Base salary is only one number. Total compensation includes equity, bonuses, PTO, remote flexibility, title, professional development budget, signing bonus, relocation assistance, and review timeline. Many companies have more flexibility on these items because they come from different budget lines.
Concession: Negotiate the full stack
If the employer can't move on base salary, pivot to the concession stack. Prioritize items by long-term value: equity/stock options (can be worth more than salary at growth companies), signing bonus (often easier to approve than base increases), additional PTO (5 extra days = ~2% salary equivalent), remote flexibility (saves $2,000–$5,000+ annually in commuting and childcare costs), title upgrade (affects future earning power and recruiter inbound), and an accelerated review timeline (6-month review instead of 12 months with a guaranteed adjustment if performance targets are met).
Base salary is only one lever. Total compensation includes equity, bonuses, PTO, remote flexibility, title, and review timeline. When the employer says "the salary is firm," pivot to the concession stack — these items often come from different budgets and add 20–30% in total compensation value.
Step 5: Close — lock it in
A verbal agreement is not a deal. Until the terms are in a signed offer letter, nothing is final. This step is where undisciplined negotiators lose everything they gained.
Close: Get it in writing
Once you reach agreement: (1) Summarize the full terms verbally — base salary, start date, any concessions agreed upon. (2) Ask for an updated offer letter reflecting all negotiated changes. (3) Review the letter carefully — ensure every concession is documented, not just the base salary. (4) Sign and return within the stated deadline. (5) Send a brief thank-you email reaffirming your excitement about the role. If any agreed terms are missing from the written offer, flag them immediately — before signing. Once you sign an offer that omits a concession, that concession no longer exists.
Don't skip the paper trail
- A verbal 'yes' to extra PTO or a signing bonus means nothing unless it appears in the offer letter — always ask for an updated letter before signing
- If the hiring manager says 'we'll work that out after you start,' insist on documenting it now — once you're employed, you've lost all leverage
- Keep email records of every negotiation discussion — they serve as backup if the final letter doesn't match what was agreed
Never accept a verbal agreement as final. Every negotiated term — base salary, signing bonus, PTO, remote days, review timeline — must appear in the signed offer letter. If it's not in writing, it doesn't exist. Review the updated letter before signing and flag any missing terms immediately.
Scripts eliminate the single biggest barrier to negotiation: not knowing what to say. Adapt these to your situation, but keep the structure — it's designed to be assertive without being aggressive.
"Thank you so much for the offer — I'm genuinely excited about [Company] and this role. I've had some time to review the details, and I'd love to discuss the compensation. Based on my research using [Glassdoor / Levels.fyi / BLS data], the market rate for [role title] with [X years] of experience in [city/metro] falls between $[50th percentile] and $[75th percentile]. Given my background in [specific skill/achievement — e.g., 'leading a team that grew revenue by 40%'], I believe $[your target number] would more accurately reflect the value I'd bring to this role. Is there flexibility to move closer to that number?" [If they say the salary is firm:] "I understand. Would it be possible to explore other parts of the package — perhaps a signing bonus, additional PTO, or an accelerated performance review at 6 months with a salary adjustment tied to specific milestones?"
Subject: [Your Name] — Offer Discussion for [Role Title] Hi [Hiring Manager Name], Thank you for extending the offer for the [Role Title] position. I'm excited about the opportunity to join [Company] and contribute to [specific team goal or company initiative]. After reviewing the compensation package and researching market data for this role, I'd like to discuss the base salary. According to [Glassdoor / Levels.fyi / BLS Occupational Employment Statistics], the market range for [role title] with [X years of experience] in [metro area] is $[range]. Given my [specific experience or achievement], I'd like to propose a base salary of $[your target number]. I'm confident this adjustment reflects the value I'd bring, and I'm happy to discuss further. I'm eager to finalize the details and get started. Best regards, [Your Name]
These scripts cover the most common scenarios. For cold-email templates, follow-up scripts, and responses to specific objections ("we don't negotiate," "this is the max for the band"), see our full library: Salary Negotiation Email Templates.
The best negotiation scripts share three elements: gratitude (shows professionalism), data (shows preparation), and a specific ask (shows confidence). Adapt the structure, but always include all three. Vague requests ("I was hoping for a bit more") get vague responses. Specific, data-backed requests get results.
Negotiating a new offer and negotiating a raise at your current company are fundamentally different games. The leverage, timing, and tactics change completely.
New job offer: Your leverage is at its peak. The company has invested thousands of dollars in recruiting you, and they've already decided you're the person they want. Countering is expected. The worst realistic outcome is they hold at the original number — not that they pull the offer.
Current job: You have less leverage, but you have something the new-hire negotiator doesn't — a documented track record at this specific company. The key is to build an undeniable case before the ask. Here's how to build that case and ask for a raise.
- Negotiation Leverage Differential
Negotiation leverage is highest at the point of a new job offer (the employer has invested in finding you and wants to close) and lowest during routine annual reviews (the employer has no urgency to act). Internal negotiations succeed when they replicate external-offer dynamics: documented impact data, a specific ask, and the implicit signal that you have market alternatives. The goal of an internal negotiation is to create the urgency that a new-hire offer provides naturally.
New-job and current-job negotiations require different approaches. New offers give you maximum leverage — use it to counter 10–20% above the number. Internal raises require a pre-built case of documented impact and should be timed to the company's budget cycle. Both follow the same 5-step framework, but the tactics within each step differ. For the internal playbook, see How to Negotiate a Raise.
Situation: Marketing manager with 5 years of experience receives an offer for $75,000 at a mid-size SaaS company.
Step 1 — Research: Glassdoor showed the range for marketing managers with 5+ years in the metro area as $72K–$98K. Levels.fyi confirmed similar ranges at comparable companies. The 50th percentile was $82K, the 75th was $95K.
Step 2 — Anchor: The company anchored at $75K (below the 50th percentile). This signaled room to negotiate — companies don't offer at the floor unless they expect a counter.
Step 3 — Counter: Responded with: "Based on Glassdoor data and comparable roles at companies of similar size, the market rate for this role is $82K–$95K. Given my experience leading a content program that generated $2.1M in pipeline, I'd like to propose $95,000."
Step 4 — Concession: The company came back at $88K — a significant jump from $75K, but below the target. Counter: "I appreciate the movement. Could we close the gap with a $5K signing bonus and an accelerated 6-month review with a performance-based adjustment?" They agreed to a $3K signing bonus and the 6-month review.
Step 5 — Close: Final package: $88K base + $3K signing bonus + guaranteed 6-month review. At the 6-month review, performance targets were hit and base was adjusted to $92K.
Net gain from negotiation: $17,000/year (compared to the original $75K offer). Over 10 years with standard raises, that single conversation is worth approximately $200,000+ in cumulative earnings.
A $75K offer became $92K through one counter-offer, one concession pivot, and one follow-through on a 6-month review. The total gain: $17,000/year or $200,000+ over a decade. The conversation took 20 minutes. The math is unambiguous: negotiate every offer.
Situation: Senior operations analyst, 4 years at the same company, currently earning $95K. Market data showed the role should pay $108K–$125K.
Step 1 — Research: BLS data confirmed the median for the role was $105K nationally. Glassdoor showed $108K–$125K in the metro area. Internal job postings for the same level (found on the company's own careers page) listed a range of $100K–$130K.
Step 2 — Anchor: Because this was an internal negotiation, the analyst anchored first: "I'd like to discuss adjusting my compensation to $120,000."
Step 3 — The case: The request was backed by documentation: (1) a cost-savings initiative that eliminated $340K in annual operational waste, (2) a dashboard project the C-suite used weekly for decision-making, (3) Glassdoor and BLS data showing the $95K salary was below the 25th percentile for the role.
Step 4 — The response: Management offered $108K — a 14% increase. The analyst countered: "I appreciate the adjustment. Could we also discuss a title change to Principal Analyst and a commitment to revisiting compensation in 6 months after the Q3 process redesign is complete?"
Step 5 — Close: Final outcome: $110K base + title change to Principal Analyst + written commitment to a $115K adjustment upon completion of the Q3 initiative. The initiative shipped on time. The $115K adjustment was honored.
Net gain: $20,000/year from a single, well-prepared conversation.
Both case studies show the same pattern: research + specificity + follow-through. If you're using negotiation as part of a larger strategy to reach a specific income target — six figures, $150K, or beyond — see the full income acceleration playbook: How to Make $100K a Year.
Internal raises require documented impact, not just market data. The combination of quantified achievements ($340K in cost savings), external market data (BLS/Glassdoor), and internal job posting data (the company's own stated range) created an undeniable case. The result: $95K → $115K in two steps — a $20,000/year permanent increase.
Here's a pattern that appears in every negotiation success story above — and in almost every high-earner profile: the people who negotiate from the strongest position are the ones who didn't have to apply.
When recruiters reach out to you — when hiring managers already know your work — the power dynamic flips. You're not asking for a chance. They're asking you to consider one. That's a fundamentally different negotiation.
Visibility creates leverage. When you have a recognizable professional brand — active LinkedIn presence, published work, conference talks, a reputation in your industry — three things happen:
- You get inbound opportunities, which means you're always negotiating with alternatives (real or implied).
- Hiring managers already trust your value, reducing the "prove yourself" phase of negotiation.
- You can reference your public work as evidence, not just claims on a resume.
- Personal Brand as Negotiation Leverage
A strong personal brand creates negotiation leverage by generating inbound opportunities (alternatives increase your BATNA — Best Alternative to a Negotiated Agreement), establishing pre-negotiation credibility (hiring managers already know your work), and providing public evidence of value (published content, speaking engagements, quantifiable visibility). Professionals with established personal brands report 20–40% higher offer rates and stronger initial offers because the employer is competing for them, not the reverse.
This isn't about becoming famous. It's about being known in the circles where compensation decisions get made. The guide to building that kind of brand from scratch: How to Brand Yourself.
The strongest negotiating position is one where you didn't apply — the opportunity came to you. Personal brand creates that dynamic by generating inbound recruiter flow, establishing pre-negotiation credibility, and giving you real alternatives. Visibility is not vanity. It's leverage.
Negotiation is almost always the right call. Almost. Here are the three genuine exceptions — the rare cases where negotiating carries real risk or simply doesn't apply.
1. Government or union positions with published, non-negotiable pay bands. Federal GS scale roles, many state/municipal positions, and union-negotiated contracts have fixed compensation structures. The pay is the pay. Attempting to negotiate won't change the number — but it won't hurt you either.
2. You've already accepted the offer in writing. Once you sign, the negotiation window closes. Attempting to renegotiate after signing damages trust and rarely succeeds. If you accepted too quickly and now realize the number is below market, the best strategy is to perform well and negotiate at your first review cycle.
3. You have zero alternatives and cannot afford to risk any delay. If you desperately need this specific job and have no other prospects, aggressive negotiation carries a (very small) risk. Even in this case, a polite, data-backed counter is almost always safe — but pushing hard on multiple concessions may not be worth it when you have no fallback.
- When Not to Negotiate Salary
Three situations where salary negotiation is inappropriate or carries elevated risk: (1) government or union positions with published, fixed pay bands where compensation is structurally non-negotiable, (2) after signing a written offer — once the agreement is executed, the negotiation window has closed, (3) when the candidate has zero alternatives and cannot absorb any delay or risk. In every other situation — including "the salary is firm" statements from employers — a polite, data-backed counter is appropriate and expected.
Negotiate in every situation except three: fixed government/union pay bands, after you've already signed, or when you truly have zero alternatives and can't absorb any risk. In every other case — including when the employer says "this is non-negotiable" — a respectful, data-backed counter is expected and effective.
- Collected market data from 3+ sources (Glassdoor, Levels.fyi, BLS, Payscale) for your role, experience level, and metro area
- Defined your 3 numbers: Target (75th percentile), Minimum (50th percentile), Walk-away (your hard floor)
- Documented 2-3 specific, quantified achievements that demonstrate your value (revenue generated, costs saved, projects shipped)
- Prepared your counter script — specific number, specific sources, specific value proposition
- Identified 3-5 concession items to negotiate if base salary is firm (signing bonus, equity, PTO, remote, title, review timeline)
- Practiced the script once out loud (reading it feels different from saying it — practice removes hesitation)
- Confirmed the timeline for responding to the offer (know your deadline before the conversation starts)
Key Takeaways
- 185% of employers expect you to negotiate. Only 37% of workers do. That gap is where $1M+ in career earnings disappears.
- 2The 5-Step Salary Negotiation Framework — Research → Anchor → Counter → Concession → Close — works for new offers, internal raises, and promotion negotiations.
- 3Research is the foundation: use 3+ data sources to define your target (75th percentile), minimum (50th percentile), and walk-away number before any conversation.
- 4Counter every offer with a specific number backed by named data sources. Vague requests ('a bit more') get vague responses. Specific counters ($95,000 based on Glassdoor 65th percentile data) get results.
- 5When base salary is firm, pivot to the concession stack: signing bonus, equity, PTO, remote flexibility, title upgrade, accelerated review timeline. These items often come from different budgets and add 20–30% in total compensation value.
- 6Get every negotiated term in writing. A verbal agreement that doesn't appear in the signed offer letter doesn't exist.
Frequently Asked Questions
Can negotiating salary cost you a job offer?
In virtually all cases, no. Fewer than 1% of employers rescind an offer due to a reasonable, professional counteroffer. Hiring a candidate costs $4,000–$15,000+ in recruiting expenses and dozens of hours of interview time — companies don't throw that away because a candidate asked for market rate. The rare exceptions involve extremely unreasonable demands (e.g., asking for double the offer) or aggressive or unprofessional tone. A polite, data-backed counter is expected and will not cost you the offer.
How do you negotiate salary with no experience?
The same framework applies, with one adjustment: instead of citing past compensation history, lean entirely on market data and transferable value. Research the 50th percentile for entry-level roles in your field and location using BLS and Glassdoor. In your counter, emphasize relevant skills, internships, projects, or certifications that set you apart from other entry-level candidates. Even at the entry level, a data-backed counter of 5–10% above the initial offer is normal and expected.
Should you negotiate salary over email or phone?
Email gives you more control: you can edit your phrasing, include data links, and avoid being caught off-guard by pressure tactics. Phone or video calls allow for faster back-and-forth and reading the other person's tone. Best practice: send your initial counter via email (it creates a written record and lets you be precise), then follow up with a phone call if the negotiation requires discussion. For complete email templates, see our template library.
When should you negotiate salary — before or after the offer?
After the offer. Never discuss specific compensation numbers before you have a formal offer in hand. During interviews, if asked about salary expectations, deflect: 'I'd prefer to understand the full scope of the role and compensation package before discussing numbers. What range have you budgeted for this position?' Once you have a written offer, you have maximum leverage — the company has already decided they want you and invested time and money in the hiring process.
What is a reasonable salary negotiation range?
For a new job offer, countering 10–20% above the initial number is standard and expected. For an internal raise, requesting 10–15% above current salary is reasonable when backed by market data and documented performance. The specific percentage depends on how far below market rate the offer or current salary falls. If the offer is already at the 75th percentile for your role, a 5% counter is more realistic. If it's at the 25th percentile, 20%+ is justified.
How do you negotiate salary for a remote job?
Remote roles add a geographic variable: some companies pay based on the employee's location (cost-of-living adjusted), while others pay a flat national rate regardless of location. Research which model the company uses before negotiating. If they adjust for location, use compensation data for your metro area. If they pay a flat rate, use national data. Remote roles also open concession opportunities that don't exist for in-office roles: home office stipend ($500–$2,000), co-working space allowance, and equipment budget. These are easy wins because the company is already saving on office space costs.
Researching Job Market & Building AI Tools for careerists since December 2020
Sources & References
- Occupational Employment and Wage Statistics — U.S. Bureau of Labor Statistics (2024)
- Glassdoor's Salary Negotiation Guide and Survey Data — Glassdoor (2024)
- Salary Negotiation: Why Candidates Should Always Counter — Robert Half (2024)
- Wage Growth Tracker — Federal Reserve Bank of Atlanta (2025)
- Job Offer Negotiation Statistics and Outcomes — NACE (National Association of Colleges and Employers) (2024)