More than half of candidates don't negotiate salary — but research shows most who do receive a better offer. The typical increase from negotiating is 10-20%, potentially worth thousands per year. This guide provides the research, scripts, and strategies to negotiate confidently at every career stage.
- Why most people fail at salary negotiation (and how to avoid it)
- How to research your market value before negotiating
- The salary negotiation framework that actually works
- Word-for-word scripts for every negotiation scenario
- How to negotiate beyond base salary (total compensation)
- What to do if the employer says no
Quick Answers
Should I always negotiate salary?
Yes, in nearly all cases. 78% of people who negotiate receive a better offer, and less than 3% of offers are rescinded due to negotiation attempts. The risk is low; the upside is significant.
How much more should I ask for when negotiating?
Research suggests asking for 10-20% above the initial offer is reasonable. The average successful negotiation yields an 18.83% increase. Base your ask on market data, not arbitrary percentages.
When is the best time to negotiate salary?
After receiving a written job offer but within 24-48 hours. Candidates who counter within this window are 67% more likely to receive additional compensation.
The highest ROI skill most professionals never develop is salary negotiation. A single 15-minute conversation can be worth $10,000-$50,000+ over the course of a job tenure — and even more when compounded across a career.
Yet most people skip this step entirely. Research shows that 55% of job candidates don't negotiate at all, leaving significant money on the table.
Careery is an AI-driven career acceleration service that helps professionals land high-paying jobs and get promoted faster through job search automation, personal branding, and real-world hiring psychology.
Learn how Careery can help youWhy most people fail at salary negotiation
Three factors cause most negotiation failures:
1. Fear of losing the offer
Many candidates believe negotiating will make the employer rescind the offer. This fear is largely unfounded — rescinded offers due to negotiation are rare. Employers expect negotiation; most hiring managers anticipate that qualified candidates will counter.
2. Lack of preparation
Walking into a negotiation without market data is like playing poker without looking at your cards. Many candidates ask for "more money" without being able to articulate why that number is justified.
3. Negotiating too early (or too late)
Bringing up salary before there's a written offer weakens your position. Waiting weeks after the offer creates urgency that works against you.
The fear of negotiating is almost always worse than the reality. Most employers expect it, few rescind offers because of it, and the financial upside is substantial.
When to negotiate (and when not to)
When to negotiate
- After receiving a written job offer — This is your moment of maximum leverage
- When you have competing offers — Multiple offers strengthen your position significantly
- When the offer is below market rate — Data supports your request
- During annual reviews — You have a track record to point to
- After a significant win — Project completions, promotions, or new responsibilities
When to be cautious
- During layoffs or hiring freezes — Budgets may genuinely be constrained
- When the offer already exceeds market rate — Know when you have a good deal
- For entry-level roles with fixed pay bands — Some positions have limited flexibility
Never negotiate before you have an offer. Discussing salary expectations early is fine, but actual negotiation should wait until you have leverage — a written offer they want you to accept.
How to research your market value
Effective negotiation starts with data. Before any conversation, complete this research checklist:
Gather salary data from multiple sources
Use at least three sources to triangulate your market value:
- Levels.fyi — Best for tech roles with verified compensation data
- Glassdoor — Broad coverage across industries
- LinkedIn Salary — Useful for role and location comparisons
- Payscale — Good for understanding percentiles
- BLS Occupational Employment Statistics — Government data for baseline
Define your walk-away number
Calculate the minimum you'd accept based on:
- Monthly living expenses + target savings rate
- Current salary (if employed) + minimum acceptable increase
- Opportunity cost of leaving current role
This number is your floor. Don't share it — but know it.
Document your unique value
Create a list of specific achievements and differentiators:
- Quantified accomplishments ("increased revenue by 23%")
- Relevant certifications or specialized skills
- Experience gaps you fill that other candidates might not
Understand the company's constraints
Research the employer's situation:
- Recent funding rounds or financial news
- Hiring volume (many open roles = urgency to fill)
- Competitor salaries for similar roles
Your research should give you three numbers: your minimum acceptable (10% above current), your target (15% above), and your stretch goal (20%+). Lead with the stretch goal since negotiation typically moves toward the middle.
The salary negotiation framework
Follow this proven structure for any salary negotiation:
Phase 1: Receive the offer (don't react immediately)
When you receive an offer, don't respond with your answer on the spot. Instead:
- Express gratitude and enthusiasm — "Thank you, I'm excited about this opportunity."
- Ask for time to review — "I'd like to take a day or two to review the full details."
- Confirm the timeline — "When do you need my decision by?"
This buys you time to prepare and signals that you take decisions seriously.
Phase 2: Evaluate the complete package
Analyze the full offer, not just base salary:
Phase 3: Make your counter
When you're ready to negotiate:
- Lead with enthusiasm — Reaffirm your excitement about the role
- Present your research — Show market data supporting your ask
- State your number — Be specific (e.g., "$95,000" not "around $90-95k")
- Explain your value — Connect your ask to what you bring
Phase 4: Navigate the back-and-forth
- If they meet your ask — Accept graciously and get it in writing
- If they counter below your ask — Evaluate, then respond with your next priority
- If they say no flexibility — Pivot to other components (see "Negotiating beyond salary")
Salary negotiation scripts for every scenario
Script 1: Countering a new job offer (email)
Subject: [Role Title] Offer — Follow-up Questions Hi [Recruiter/Hiring Manager Name], Thank you for the offer to join [Company] as [Role Title]. I'm genuinely excited about the opportunity to [specific reason — work on X project, join the team, etc.]. After reviewing the details and researching current market data for [Role] in [Location], I'm hoping we can discuss the base salary. Based on my research using Levels.fyi and Glassdoor, similar roles are compensated in the $[X] to $[Y] range, and given my [specific experience/skill/achievement], I believe $[Your Target Number] would be appropriate. I'm confident we can find alignment here. Would you be available for a quick call to discuss? Looking forward to your thoughts. Best, [Your Name]
Script 2: Negotiating salary with a current employer
Hi [Manager's Name], I'd like to schedule time to discuss my compensation. Over the past [timeframe], I've [specific achievements — led X project, increased Y metric by Z%, taken on additional responsibilities]. Based on my research of market rates for [Role] and my contributions to the team, I believe an adjustment to $[Target Salary] would be appropriate. I've prepared some data to share and would appreciate 30 minutes on your calendar this week to discuss. Thanks, [Your Name]
Script 3: Responding to "What are your salary expectations?"
This question often comes before you have an offer. Deflect without giving a number:
"I'm focused on finding the right role and team fit. I'm confident that if we agree I'm the right candidate, we'll find a compensation package that works for both of us. Can you share the budgeted range for this role?"
If pressed:
"Based on my research, roles like this in [Location] typically range from $[Low] to $[High]. I'd want to learn more about the full compensation package before committing to a specific number."
Script 4: When they say the offer is final
I understand budget constraints can be real, and I appreciate you being upfront about it. Given that base salary is fixed, I'd like to discuss a few other elements that might help close the gap: 1. A signing bonus of $[X] to offset the difference 2. An accelerated review timeline (6 months vs. 12) for a salary increase 3. Additional PTO or remote flexibility Would any of these be possible to discuss?
Negotiating beyond salary (total compensation)
When base salary has limited flexibility, negotiate these components:
High-impact alternatives
Lifestyle benefits
- Remote work days — 2-3 remote days per week
- Flexible hours — Core hours vs. strict 9-to-5
- Professional development — Conference budget, course reimbursement
- Additional PTO — Extra vacation days or unlimited policy clarification
Signing bonuses are often easier to negotiate than base salary because they don't compound year over year. A $10,000 signing bonus is a one-time expense; a $10,000 salary increase costs the company $10,000+ every year.
What to do if they say no
A "no" isn't always final. Here's how to respond:
Option 1: Understand the constraint
Ask: "Can you help me understand what's driving that limitation?"
Possible answers:
- Budget constraints (might have flexibility elsewhere)
- Pay bands (structured limits)
- Internal equity (matching other employees)
Understanding the "why" helps you pivot effectively.
Option 2: Propose alternatives
If salary is truly fixed, shift to other components:
"I understand the salary is at the max for this band. Would you be open to discussing a signing bonus or accelerated review timeline instead?"
Option 3: Get a future commitment
If nothing is possible now:
"I'm still very interested in the role. Could we document that I'll be considered for a salary adjustment at my 6-month review, assuming strong performance?"
Option 4: Walk away (gracefully)
If the offer doesn't meet your minimum:
"I appreciate the offer and the team's time. Unfortunately, the compensation doesn't align with my needs right now. If circumstances change, I'd love to reconnect."
Common negotiation mistakes to avoid
- Accepting the first offer without attempting to negotiate
- Negotiating without market data to support your ask
- Giving a range instead of a specific number (they'll anchor to the low end)
- Threatening to walk away when you're not actually willing to
- Negotiating multiple components at once instead of sequentially
- Being confrontational instead of collaborative
Key Takeaways
- 178% of people who negotiate receive a better offer — the average increase is nearly 19%
- 2Wait for a written offer before negotiating; counter within 24-48 hours
- 3Research your market value using at least 3 data sources before any conversation
- 4Lead with enthusiasm, present data, state a specific number, and explain your value
- 5If base salary is fixed, negotiate signing bonus, equity, PTO, or accelerated reviews
- 6A 'no' often means 'not that way' — ask questions and pivot to alternatives
Frequently Asked Questions
Should I negotiate salary for my first job out of college?
Yes, though expectations should be calibrated. Entry-level roles often have less flexibility, but even a $3,000-$5,000 increase compounds significantly over a career. Focus on signing bonus or early review cycle if base salary is fixed.
What if the recruiter asks for my current salary?
In many states, it's illegal for employers to ask. Where it's legal, you can deflect: 'I'm looking for roles in the $X-$Y range based on market data. Does that align with this role's budget?'
How do I negotiate when I'm unemployed?
Your leverage is lower but not zero. Focus on the value you bring, not your desperation. Take time to research thoroughly, and remember that accepting an offer below market makes it harder to catch up later.
Can negotiating hurt my relationship with my new employer?
Professional negotiation doesn't damage relationships. Most hiring managers expect it and respect candidates who advocate for themselves. What matters is how you negotiate — be collaborative, not adversarial.
What if I already accepted the offer and regret it?
Once you accept, renegotiating is difficult and risks the offer. If circumstances have changed significantly (competing offer, major new information), you can try, but be prepared for a 'no.' Learn from it for next time.
How do I negotiate a raise at my current job?
Document your achievements, research market rates, and request a meeting with your manager. Present your case with data and specific contributions. Time it around performance reviews or after major wins.
Researching Job Market & Building AI Tools for careerists since December 2020
Sources & References
- Usual Weekly Earnings of Wage and Salary Workers — 2025 — U.S. Bureau of Labor Statistics (2026)
- Hidden Workers: Untapped Talent — Harvard Business School — Managing the Future of Work (2021)
- Salary Survey: Starting Salaries for New College Graduates — National Association of Colleges and Employers (NACE) (2026)
- Women in the Workplace 2025 — McKinsey & Company (2025)
- Getting to Yes: Negotiating Agreement Without Giving In — Roger Fisher and William Ury (Harvard Negotiation Project) (2011)