Negotiation is the last stage of a hiring process in which both sides are trying to agree on a number that works. The candidates who do it well have usually prepared a range, asked once, and put the result in writing.
What is actually negotiable
Base salary gets the attention, but it is rarely the only moving part. Depending on the employer, you may also be able to move the annual bonus target, equity or a sign-on bonus, the start date, paid time off, remote days, a training budget, or the job title and level. Large companies work inside fixed pay bands, so the base may be capped while a sign-on bonus is not. Public-sector and union roles often have little room — ask about the step schedule and the next review instead.
When to negotiate
Negotiate after you have a written offer and before you accept it. Raising money in a first screening call is premature: neither side knows yet whether the fit is real, and an early number can quietly disqualify you. Once the offer arrives, one round is normal; three rounds over a few hundred dollars reads as difficult. Entry-level candidates can and should ask for the top of the posted range when their evidence supports it. Internal promotions are different — you are negotiating a level and a band, not a single number, so bring the scope you have already been doing rather than a market comparison alone.
Research a range you can defend
You need three numbers: a floor you will not go below, a target you think is fair, and a walk-away point that accounts for the whole package. Build them from more than one source.
- BLS wage data — the Occupational Employment and Wage Statistics give median and percentile wages by occupation and metro area. Slow but authoritative.
- Levels.fyi and Glassdoor — self-reported and mostly tech-weighted, useful for level-specific bands at large employers.
- Posted ranges — several states now require salary ranges in job postings. If the range exists, you already know the ceiling.
- H-1B disclosure data — public filings list offered wages for sponsoring employers, which is a useful sanity check for large companies.
Adjust for metro, company size, and your own experience, then anchor your target near the upper part of the range the employer has already published.
Anchoring: who names a number first
If the posting lists a range, that range is the anchor and your job is to land at its upper half. If it does not, letting the recruiter go first is usually better, because their budget number is more informative than your guess. When you are pushed to name a figure early, give a range rather than a point, make the bottom of the range a number you would genuinely accept, and add the qualifier that matters: "depending on the full package."
Answering "What are your salary expectations?"
The right answer depends on how far along you are. In a first call, deflect once and ask about the budgeted range. Mid-process, give a researched range. At the offer stage, name your target and stop talking.
Early screen: "I'd rather learn more about the scope first — what range has been budgeted for this role?"
Mid-process: "Based on the market for this level in Chicago and my six years in operations, I'm targeting $85,000 to $95,000. Where does that sit against your band?"
Offer stage: "Thank you — I'm excited about the team. The offer is at $82,000; based on the range we discussed and my experience with the same systems, I was hoping for $90,000. Is there flexibility there?"
Countering a lowball
A lowball is information, not an insult. Thank them for the offer, restate your interest in the job, cite the range you researched and one concrete proof point, then ask for a specific number. Keep it to one counter. If the base truly cannot move, ask for a sign-on bonus, an earlier review, or additional time off instead of repeating the same request. Do not invent a competing offer — recruiters talk, and the lie is easy to check.
Put the agreement in writing
After the verbal yes, send a short email that lists what you agreed to: base salary, bonus target, equity or sign-on amount and its repayment terms, start date, and the first review. Ask for a revised offer letter that reflects it. Anything promised on a call but missing from the letter does not exist, and a polite "could we add that to the letter so we're aligned?" is a normal request, not a hostile one.
When to walk away
Walk when the offer stays below your floor with nothing else to offset it, when the deadline is measured in hours to stop you from comparing, when the level is quietly downgraded after the interviews, or when "we'll fix it at your first review" is the only answer to a written request. Decline briefly and warmly: "I've decided to accept another offer that's a better fit — thank you for the time, and I'd be glad to stay in touch."
Frequently asked questions
Should I negotiate my first job offer?
Yes, if you have a specific, market-based reason. A polite ask for the top of the posted range is normal even for entry-level roles, and employers rarely withdraw an offer because a candidate asked once.
Can a company rescind an offer if I negotiate?
It is rare, but it happens when a candidate misrepresents a competing offer, keeps negotiating after agreeing, or behaves unprofessionally. One clear counter with evidence is a low-risk move.
Should I tell a recruiter my current salary?
Several U.S. states and cities restrict employers from asking about salary history, and you can always redirect to your target range. Talk about what you are looking for rather than what you currently earn.
How long do I have to respond to an offer?
There is no legal minimum. A week is a common courtesy for a written offer, and asking for two or three days to review the document is almost always fine. Be wary of deadlines measured in hours.
What if the base salary is fixed but the offer still feels low?
Ask about the parts that are not fixed: sign-on bonus, an earlier review date, extra paid time off, remote days, or a training budget. Ask for one or two of them rather than all of them at once.