Salary Negotiation Strategies: How to Get Paid What You’re Worth

Ready to earn more? Our expert salary negotiation strategies will guide you from research to the final ask. Learn scripts, counter-offer tactics, and how to confidently secure the salary you deserve. Calculate your worth firs

Let’s be honest: talking about money can feel uncomfortable. That knot in your stomach when the hiring manager asks, “So, what are your salary expectations?” is a universal experience. You don’t want to sell yourself short, but you also don’t want to price yourself out of a great opportunity.

Salary negotiation isn’t about being greedy or confrontational. It’s a professional collaboration to align your skills and experience with fair market value. It’s one of the most impactful conversations you’ll have for your career and financial future. A few thousand dollars more in your starting salary can compound over your entire career, affecting bonuses, raises, and retirement savings.

This guide is your practical playbook. We’ll walk through the entire process, from the groundwork you need to lay before the interview to the delicate art of handling the final offer.

Part 1: The Foundation: Laying the Groundwork for Success

The most successful negotiations are won before they even begin. Your power lies in preparation.

Know Your Number: The Power of Research

Walking into a negotiation without knowing your market value is like going to a casino and betting blindfolded. You need data.

• Leverage Online Tools: Use sites like Glassdoor, LinkedIn Salary, Payscale, and Levels.fyi (for tech roles). Don’t just look at one number; look at the range for your specific title, location, and years of experience.
• Tap Into Your Network: This is crucial. Talk to mentors, former colleagues, and recruiters. Ask them, “For someone with my background in this city, what do you think a competitive salary range is?” People are often more willing to share this info than you think.
• Calculate Your Worth: To get a precise, personalized number, use a detailed tool. For instance, you can calculate your market value using the salary calculator at ApplyKrdo. This helps you benchmark your expectations against real-time, localized data.

Your goal is to establish a range, not a single number. Your range should have:

• Bottom Line: The absolute minimum you will accept. This covers your cost of living and is your walk-away point.
• Target Salary: The realistic, desirable number you’re aiming for based on your research.
• Aspirational Salary: The stretch goal that would be a fantastic win.

Know Your Value: Articulate Your Unique Contribution

Data is half the battle. The other half is your unique story. Why are you worth the top of that range?

• Quantify Your Achievements: Don’t just list your duties. Turn them into impact statements. Instead of “Managed social media accounts,” say “Grew social media engagement by 45% over 6 months, leading to a 15% increase in qualified leads.” Use numbers, percentages, and dollar amounts wherever possible.
• Connect Your Skills to Their Needs: Review the job description carefully. Which of your achievements directly address their biggest challenges or goals? Prepare to tell a compelling story about how you will solve their problems.

The Golden Rule: Let Them Say the Number First

You’re in the first interview, and the recruiter asks, “What are your salary expectations?” Your heart starts to race. What do you do?

Politely deflect.

Your goal is to get them to reveal their budgeted range first. If you state a number too early, you risk anchoring yourself too low or disqualifying yourself if their budget is higher.

Try scripts like this:

“I’m really excited about this opportunity and the value I could bring to [Team/Project]. I’m sure we can agree on a competitive offer once we establish I’m the right fit. Could you share the salary range you have budgeted for this role?”

Or:

“Based on my research and the responsibilities outlined, I’m confident we can find a number that’s fair. What is the range you’re working with?”

If they insist, it’s time to use your well-researched range. State it confidently.

“Based on my [X years] of experience in [Skill] and my research into the market for this role in [Location], I’m seeking a salary between [Your Target Range – e.g., $85,000 and $95,000].”

Part 2: The Main Event: Navigating the Offer and The Negotiation

You aced the interviews, and the offer is in your inbox. The excitement is real! Now, take a deep breath. Your response in the next 24 hours is critical.

Step 1: Acknowledge and Express Enthusiasm

Your first response should never be a counter-offer. It should be gratitude and excitement.

Reply to the hiring manager or recruiter with something like:

“Thank you so much for the offer! I was so thrilled to receive it. I am genuinely excited about the opportunity to join the team at [Company Name]. I will review the details carefully and get back to you with any questions by [end of next business day].”

This sets a positive, collaborative tone.

Step 2: Evaluate the Entire Package

Salary is important, but it’s not the whole story. Look at the entire compensation package:

• Bonus Potential: Is it guaranteed or performance-based? What’s the historical payout?
• Benefits: Health insurance (premiums, deductibles), dental, vision.
• Retirement: 401(k) match? How much and when are you fully vested?
• Paid Time Off (PTO): How many days? Can you negotiate for more?
• Equity/Stock Options: What is the value? What’s the vesting schedule?
• Professional Development: Is there a budget for conferences, courses, or certifications?
• Flexibility: Remote work options, flexible hours.
• Other Perks: Commuter benefits, wellness stipends, etc.

A lower base salary might be worth it for stellar benefits or significant equity.

Step 3: Formulate and Deliver Your Counter-Offer

You’ve decided to ask for more. Now, how do you do it? We recommend a phone or video call, followed by a written summary.

1. Schedule the Conversation: “Hi [Recruiter Name], I’ve reviewed the offer. I have a few questions and would love to chat for 15 minutes. Are you free this afternoon?”

2. The Conversation Script (The “Collaborative No”):

“First off, thank you again for the offer. I am incredibly enthusiastic about the prospect of contributing to [Specific Project/Team Goal] and believe my experience in [Relevant Skill] will allow me to hit the ground running.

I’ve been looking closely at the compensation package. Based on my research on market rates for someone with my [X years of experience and Y specific achievements] in this location, and given that I’ll be bringing [Mention 1-2 key unique skills you discussed], I was hoping we could explore a base salary of [Your Counter-Offer – e.g., $5,000 more than their offer].

This figure aligns more closely with the market value for this level of responsibility and the unique value I plan to bring to [Team/Company].

Is this something we can make work?”

Why this works:

• It reaffirms your enthusiasm.
• It anchors your request in data and your unique value.
• It’s collaborative, not demanding.

3. Be Prepared for Their Response:

• “Yes, we can do that.” Fantastic! Ask for the revised offer in writing.
• “I need to check with HR/the hiring manager.” This is common. Ask, “What is the timeline for getting back to me?”
• “I’m sorry, but the base salary is firm.” This is your cue to pivot.

Step 4: The Pivot: Negotiate Beyond Base Salary

If the salary is truly non-negotiable, all is not lost. This is where you leverage the other parts of the package.

“I understand that the base salary is firm. Given that, could we explore enhancing other parts of the offer to make the overall package more competitive? For example, would you be able to offer a signing bonus, an additional week of PTO, or a higher guaranteed first-year bonus?”

Often, managers have more flexibility with these items than with base salary.

Part 3: Final Scenarios and Psychological Tricks

Handling Common Objections

We don’t negotiate salaries for this level.

Response: “I understand company structures can be firm. In that case, could you help me understand what performance metrics would put me in the best position for a significant raise during my first performance review?”

But your current salary is lower than this offer.

Response: “I made a strategic move to [Current Company] for the learning opportunity, and I’ve significantly grown my skills since then. This offer is about the market value for the role and the impact I’ll make here, which is why I’m seeking [Your Target].”

The Power of Silence

After you state your number, stop talking. The first person who speaks, loses. Let the silence hang. It gives the other party space to process and respond. They will often fill the silence with information or a concession.

Maintain a Collaborative Tone

Always use “we” language. “How can we make this work?” frames it as a shared problem to solve, not a you-vs-them battle.

Final Words

Salary negotiation is a skill, and like any skill, it gets easier with practice. The single biggest takeaway is this: The confidence to ask comes from the work you do beforehand.

You are not being difficult by negotiating; you are being professional. Companies expect it, and they respect candidates who know their worth. By doing your research, knowing your value, and approaching the conversation with a collaborative spirit, you transform an anxiety inducing moment into a powerful step for your career.