Research market salary for your role, location, and experience level
Determine your target salary, minimum acceptable salary, and ideal benefits package
Practice a clear, confident salary range statement
Wait until you receive an offer or are prompted to discuss compensation
Express enthusiasm for the role before discussing compensation
Ask about the full compensation package early (base, bonus, equity, benefits, PTO, 401(k)/pension, allowances)
Use a specific range rather than a single number when appropriate
Align your ask with your value (skills, impact, relevant experience)
Provide concise evidence for why you’re worth the target (results, metrics, scope of ownership)
Ask what factors determine the offer and what flexibility exists
Request time to review the offer if needed
Negotiate in writing if possible after the conversation
Be prepared to negotiate beyond base salary (sign-on bonus, performance bonus, equity, remote/hybrid, extra PTO, learning budget)
If they say they can’t meet your salary request, ask what they can adjust and what would be possible after a review period
Ask for a compensation review timeline tied to measurable goals (e.g., 3–6 months)
Confirm the offer details in writing and ensure accuracy on dates, amounts, and terms
Maintain a respectful, collaborative tone throughout
Avoid ultimatums; instead, communicate flexibility and your priorities
If you reach an impasse, ask whether there’s an escalation path or additional decision-maker
Be ready to decide: accept, counter, or decline based on your minimum requirements
If declining, do so professionally and keep the relationship positive