How to Negotiate Your Salary in 2025
Most people accept the first offer they receive. That single decision costs them tens of thousands of dollars over their career. This guide gives you the scripts, strategies, and confidence to negotiate what you are actually worth.
Why Negotiate? The Numbers
Salary negotiation feels uncomfortable. That discomfort is the only thing standing between you and significantly more money. The data is unambiguous:
70%
of employers expect negotiation
Making a first offer is just the opening bid — most hiring managers anticipate a counter.
$5,000+
average first-year gain from negotiating
Studies consistently show that candidates who negotiate earn more from day one.
$1M+
lifetime earnings impact
A $5k raise compounded over 30 years of promotions and raises exceeds one million dollars.
The risk is lower than you think: Less than 1% of job offers are rescinded after a candidate negotiates respectfully. The worst realistic outcome is "we cannot move on salary" — and then you decide whether to accept.
Research Your Market Value
You cannot negotiate effectively without a number anchored in data. "I think I deserve more" is a feeling. "The market rate for this role in this city is $X–$Y based on three data sources" is a negotiation.
Where to Research Salary Data
Glassdoor
Filter by company, role, and city. Check salaries reported within the last 12 months only — older data can be significantly off.
LinkedIn Salary
Useful for seeing compensation broken down by years of experience. Requires a LinkedIn account.
Levels.fyi
The gold standard for tech roles, with total compensation breakdowns including equity and bonuses.
Bureau of Labor Statistics (BLS)
Free government salary data by occupation and region. Less granular than Glassdoor but comprehensive across every industry.
Industry salary surveys
Many professional associations publish annual salary reports. These are often more accurate than crowdsourced databases.
Adjust for Location
A software engineer role pays $120k in Austin and $175k in San Francisco. Salaries vary dramatically by geography. When researching, always filter to your city or region, and factor in cost of living if you are comparing remote versus in-office offers.
Your target range: Once you have data from at least two sources, establish a range. Your target ask should be the top quarter of that range — it gives the employer room to negotiate down while still landing you above the midpoint.
When to Bring Up Salary
Timing is everything. Bring up salary too early and you look mercenary. Bring it up at the right moment and you negotiate from maximum leverage.
Before a formal offer — avoid if possible
If asked for your salary expectations early in the process, deflect: "I'm still learning about the full scope of the role — I'd love to discuss compensation once we both know this is a strong mutual fit."
After a written offer — ideal moment
Once you have an offer in hand, your leverage is at its peak. The company has invested time and decided they want you. Now is when you negotiate.
Let them state a number first
Whoever names a number first anchors the negotiation. Delay giving your salary expectations as long as professionally possible. If pressed, give a range with your target at the bottom.
How to Counter an Offer
Receiving an offer is exciting. Do not accept on the spot — even if you plan to accept. Take 24–48 hours to review, research, and prepare your counter. Here is exactly what to say.
Step-by-Step Counter Offer Script
1. Express genuine enthusiasm
"Thank you so much — I'm really excited about this opportunity and the team. I've been looking forward to this offer."
Never negotiate from a place of ingratitude. Affirm your interest first.
2. Reference your research
"I've done some research on market compensation for this role in [city], and based on Glassdoor and LinkedIn data, the range is typically $X–$Y."
Citing data makes this about market facts, not personal feelings.
3. Make your ask confidently
"Given my [X years of experience / specific skill / track record], I was hoping we could get to $[your target number]. Is there flexibility there?"
Name a specific number, not a range. Ranges are anchored at the bottom.
4. Go silent
(Do not speak after making your ask. Let them respond.)
The discomfort of silence often prompts concessions. Resist the urge to fill the pause.
Counter by 10–20% above the offer: This gives room to meet in the middle. If they offer $80k and your target is $90k, ask for $92k–$95k. You are likely to land somewhere between $88k and $92k.
Negotiating Beyond Base Salary
When a company says "the base salary is fixed," that is often true — but total compensation is not. Every item below can be negotiated even when base pay cannot move.
Signing Bonus
Often $2k–$20k+Easier to approve than base salary because it is a one-time cost. Ask if they can provide a signing bonus to bridge the gap.
Additional PTO
3–5 extra daysExtra time off has real monetary value. If you currently have 4 weeks PTO, ask that the offer match it.
Remote Work
Full or partialEven one extra remote day per week saves commuting costs and time. Get any remote arrangement in writing.
Equity / Stock Options
Vesting scheduleAt startups and public companies, negotiate the number of shares and the vesting cliff. A longer cliff is a red flag.
Professional Development
$1k–$5k/yearAsk for a stipend for conferences, courses, and certifications. This is low-cost for the employer and high-value for you.
Earlier Performance Review
6 months instead of 12If they cannot meet your salary ask today, negotiate an earlier review date with a guaranteed raise if targets are met.
Handling Common Pushback
Employers push back on salary negotiation using predictable phrases. Here is exactly how to respond to each one without backing down or burning the relationship.
"That's our maximum budget for this role."
"I completely understand budget constraints. Would it be possible to revisit the base salary after my first 90 days, once I've had a chance to demonstrate value? Or could we explore a signing bonus to bridge the gap?"
Pivot to other levers — signing bonus, early review, or additional PTO.
"We'll review your salary in six months."
"I appreciate that. To make sure we're aligned, could we put in writing the specific targets I'd need to hit to reach $[your target number] at that review?"
A vague promise of a future review is worth nothing. Get it specific and in writing.
"You don't have enough experience for that salary."
"That's fair feedback. I'd love to understand what experience or outcomes would justify that range so I can show you exactly how I've already achieved them. Specifically, in my last role I [insert quantified achievement]."
Do not accept the framing — redirect to outcomes and data.
"We don't negotiate salaries — it's our policy."
"I respect that. Is there flexibility anywhere else in the package — perhaps on PTO, the start date, or a professional development budget?"
Every company negotiates something. Find where the flexibility actually lives.
Negotiating a Raise (Current Job)
Asking for a raise from your current employer follows different rules than negotiating a new offer. You have more relationship capital but less leverage than someone with an outside offer in hand.
Timing Your Ask
- Right after a major win. Strike when your value is freshest in your manager's mind — after shipping a project, closing a deal, or receiving positive feedback.
- During or before performance review season. Budget discussions happen before reviews, not after. If your company reviews in Q1, start the conversation in November.
- Not when the company is struggling. Read the room. Layoffs, missed earnings, or leadership changes make the timing wrong regardless of your performance.
Build Your Case Before the Meeting
Raise Request Script
"I want to discuss my compensation. Over the past 12 months I've [specific achievement with number], [second achievement], and taken on [expanded responsibility]. Based on my research, the market rate for this role is $X–$Y, and I'm currently below that range. I'd like to discuss moving my salary to $[your target]. Can we make that happen?"
Nuclear option: If your company will not match market rate, the most effective negotiating tool is an outside offer. Even if you do not want to leave, interviewing actively keeps your skills sharp and gives you a real data point to negotiate with.
Pre-Negotiation Checklist
Before entering any salary conversation — whether for a new offer or a raise — verify you have done each of the following.