How to Negotiate a Salary Offer

A salary offer can feel like a finish line. You made it through interviews, the team likes you, and the number is on the table. Then your brain does the unhelpful thing: If I negotiate, will they pull the offer?

Here’s the calmer truth: salary negotiation is normal. Recent 2025 survey roundups suggest about 45% of U.S. workers negotiate, and most people who ask get something, often landing a higher offer or better terms.

This guide is for founders, marketers, and small business owners too, because compensation skills carry over to client pricing, retainers, and even hiring your first employees.

Start by reading the full offer, not just the salary number

Salary is the headline, but the full package is the story. Before you counter, map what’s actually being offered.

Pay attention to:

• Base salary (and whether it’s tied to hours, quota, or billable targets)
• Bonus (how it’s calculated, and how often it’s paid)
• Equity (what type, vesting schedule, and any cliffs)
• Benefits (health, retirement match, HSA, stipends)
• Flexibility (remote policy, travel, hours)
• Title and scope (what you’re responsible for on day one)

If anything is unclear, ask for details before negotiating. You can’t bargain well with missing pieces.

Do your market homework (and bring proof, not vibes)

Negotiation is easier when it’s not “I want more,” but “Here’s what’s fair for this role.” Start with real compensation benchmarks, then match them to your level, location, and skills.

Use a few sources, not just one. For example, you can cross-check role pay ranges using Glassdoor’s guidance on salary research and negotiation expectations: https://www.glassdoor.com/blog/guide/how-to-negotiate-your-salary/

Then build a short “value file” you can reference in the call or email:

Your proof points: Revenue influenced, pipeline built, costs reduced, retention improved, time saved, risk lowered.
Your comparables: Similar roles, similar scope, similar region.
Your premium: Niche skills (automation, paid search, compliance, enterprise sales cycles), or speed to impact.

Think of it like pricing a service. If you can show outcomes, the price conversation gets simpler.

Set three numbers: target, strong yes, and walk-away

Negotiating without a plan is like walking into a store and letting the cashier pick the total.

Write down:

• Target: The number you’ll ask for first.
• Strong yes: The number (or package) you’d happily accept.
• Walk-away: The point where it no longer fits your life or goals.

Your walk-away is private. You don’t threaten it. You just use it to stay steady.

A useful anchor is a range that reflects reality. If your research says $110,000 to $130,000, you might ask for $128,000 with clear reasons, then be ready to settle at $120,000 with a signing bonus or a review timeline.

For a deeper negotiation mindset and framing tactics, Harvard’s Program on Negotiation has a solid overview of offer strategy: https://www.pon.harvard.edu/daily/salary-negotiations/negotiate-salary-3-winning-strategies/

Choose what to negotiate (salary is only one lever)

If the base salary is tight, you still have options. Here’s a quick menu you can use to shape a better deal.

What to negotiate	Best when	How to frame it
Base salary	You’re under market	“Based on scope and benchmarks, I’m targeting…”
Signing bonus	Budget timing limits base	“If base is fixed, can we add a signing bonus?”
Performance bonus	Role has measurable goals	“Can we define targets and bonus tiers in writing?”
Equity or refreshers	Startups, high-growth teams	“Can we adjust equity to match impact and risk?”
Review timeline (60 to 90 days)	You can prove value fast	“Can we set an early comp review tied to goals?”
Remote days or schedule	Time is a real cost	“Flexibility helps me sustain high output long term.”
Learning budget	Skills increase output	“A yearly budget supports faster ramp and better results.”

The goal is a package that fits both sides, not a single number that wins.

Time it right and keep the tone simple

Negotiate after you have the offer, and before you accept. If they ask for your number too early, you can redirect:

“I’d like to learn more about scope and success metrics first. Once we align on that, I’m happy to discuss compensation.”

When you do negotiate, keep your tone warm and direct. You’re not filing a complaint. You’re making a business request.

Fidelity’s guide is a good reminder to connect your ask to value and outcomes (not just cost of living): https://www.fidelity.com/learning-center/smart-money/how-to-negotiate-salary#:~:text=Show%20them%20what%20you%27re,lower%20end%20of%20what%27s%20fair.

Use a clear script (and say the number out loud)

A simple script beats a clever one. Here are a few options you can adapt.

If you’re countering base salary:
“Thanks again for the offer. I’m excited about the role and the team. Based on the scope we discussed and market ranges for similar roles, I’m targeting $X for base salary. Is there room to adjust the offer to that level?”

If you want a range, not a single number:
“I’m targeting a base in the $X to $Y range, depending on bonus structure and benefits. What flexibility do you have on base?”

If they can’t move on base:
“Understood. If base is firm, could we explore a signing bonus and a 90-day performance review with a defined adjustment path?”

Say less, then stop talking. Silence is not awkward, it’s space for them to respond.

Handle pushback without getting pinned down

You’ll hear some version of: “This is the best we can do.”

That might be true today, but it’s rarely the full story. Your job is to stay calm and gather options.

Try:

• “If this is the band limit, what can we adjust elsewhere to reach the same value?”
• “What would I need to accomplish in the first 90 days to justify revisiting base?”
• “Can you share how compensation growth works for high performers on this team?”

If you want a more structured checklist for managing offer conversations (including what to do when they pressure you to decide fast), NYU Wagner’s negotiating offers guide is practical: https://wagner.nyu.edu/files/careers/2025%20Negotiating%20Offers%20Guide.pdf

A quick real-world example (that doesn’t burn bridges)

Priya gets an offer for $95,000. Her research says $100,000 to $115,000 for the same scope.

She counters at $112,000 with two proof points: a portfolio showing paid campaigns she ran profitably, and a plan for the first 30 days. The company returns with $104,000 plus a $5,000 signing bonus and an 80-day review. Priya accepts because it clears her “strong yes” line.

Not perfect, still a win.

AI image prompts (publish-ready visuals)

• Hero image prompt: “Modern office desk, negotiation theme, offer letter and calculator, warm neutral colors, minimal, branded business blog style, high detail, 16:9”
• Workflow graphic prompt: “Simple 5-step salary negotiation flowchart, clean icons, black and blue palette, readable labels, 16:9”

Conclusion: make it collaborative, not combative

Negotiating doesn’t mean you’re ungrateful. It means you’re paying attention. Read the whole offer, come with market proof, and ask in a way that makes it easy to say yes. If the salary can’t move, improve the package with bonuses, flexibility, or a faster review.

The best salary negotiation feels like solving a puzzle together, and you should walk away with terms you won’t resent six months from now.