Salary Negotiations Quick Start

To reach a mutually beneficial agreement where you are fairly compensated for your skills, experience, and impact while maintaining a positive relationship with the employer.

Because it gives you data-backed benchmarks for your role, level, and location so you can justify your ask and avoid underpricing yourself.

(1) Public salary sites (e.g., levels-style sites, Glassdoor, Payscale). (2) Industry-specific surveys and reports. (3) Conversations with peers/recruiters in similar roles and regions.

A band of possible total compensation (low to high) for a role; knowing it helps you set realistic targets and recognize when an offer is below, within, or above market.

The full value of what you receive: base salary + bonus + equity/stock + benefits (health, retirement, vacation, etc.) + perks (stipends, training, etc.).

So you know what matters most (e.g., base pay vs. equity vs. flexibility vs. title) and can trade on less important items to get what you value most.

Thank them, express enthusiasm, ask for the full offer in writing, and request a bit of time to review before responding.

It protects you from accepting an offer that does not meet your minimum financial needs or market value, and gives you confidence during negotiation.

The first specific number or range put on the table that psychologically influences the rest of the negotiation.

Because low anchors pull the final number down; starting too low can leave substantial money on the table and is hard to correct later.

Redirect to your expectations: "I prefer to focus on the market rate and the value I bring. Based on my research, I’m targeting X–Y for this role and level."

Give a researched range tied to the role: "Based on my research for similar roles in this market, I’d expect total compensation in the range of X–Y, depending on the full package."