Research target salary ranges for your role, level, location, and industry
Prepare a clear compensation package ask (base salary, bonus, equity, benefits, PTO)
Determine your walk-away number and your ideal number before negotiations
Express enthusiasm for the role and confirm understanding of responsibilities
Ask for the offer in writing and review all components
Request time to consider the offer if needed
Lead with value: specific achievements and how you’ll contribute
Anchor with a higher number than your target (within the researched range)
Use market data and comparable offers to support your request
Negotiate one lever at a time (base, bonus, equity, benefits) to keep discussions focused
If base is constrained, negotiate alternatives (sign-on bonus, equity, annual bonus, additional PTO, remote/hybrid days)
Ask about compensation review timing (e.g., 6- or 12-month merit increase)
Clarify performance expectations and how raises or bonuses are determined
Address total compensation, not just base salary
Be flexible on structure while firm on total value
Respond calmly to pushback; ask what would be required to meet your target
Use conditional language (e.g., “If base can’t increase, could we adjust equity or sign-on?”)
Avoid ultimatums; keep the conversation collaborative
Ask for the next step and timeline to finalize the offer
Get everything confirmed in writing before accepting
If the offer is reduced after negotiation, reassess total compensation and your walk-away number