How to Negotiate Your Salary in 7 Strategic Steps: Get The Salary You Deserve

Did you know that 60% of workers don’t bargain for their pay, costing them thousands of dollars throughout their careers? The first paycheck isn’t the only thing at stake. Because bonuses, retirement contributions, and raises frequently build upon your base pay, even a modest increase now can result in significant gains down the road.

Still, a lot of people think salary discussions are dangerous or awkward. The reality is that negotiating is not only wise but expected. Candidates who are confident in their abilities and assert themselves professionally are typically respected and given wiggle room by employers.

This guide provides a comprehensive, research-backed salary negotiation strategy that will help you in:

• Assess your actual market value.
• For the most impact, time your negotiation.
• Use verbal scripts that have been proven to work.
• Effectively use psychological concepts
• Steer clear of typical negotiation pitfalls.

Read next: 2025 Job Market Outlook: Top Industries, Salaries, and Hiring Trends

7 Steps To Negotiate Your Salary

Step 1: Research Your Market Value

The cornerstone of successful negotiation is knowing your value in the current labor market. Employers have specific salary ranges, but you’re operating in the dark without hard data.

How to Conduct Salary Research

1. 1. Use salary comparison tools:
      • Glassdoor Salary Calculator
      • Payscale Salary Survey
      • LinkedIn Salary Insights

• Salary.com

Read next: Top 10 Highest-Paying Jobs in 2025 (And How to Qualify for Them)

1. Examine reports from professional associations relevant in your industry..
2. Ask peers in related positions about the average salary ranges in your region to build a strategic network.

For instance, you should strive for the top quartile of the salary range if studies show that it falls between 80,000 and 100,000 for your position and level of experience.

Step 2: Identify the Optimal Timing

Best Times to Negotiate

1. When offered a new position (maximum leverage)
2. During yearly performance evaluations (supported by documented achievements)
3. When applying for a promotion (demonstrating increased value)

Times to Avoid Negotiating

1. During financial difficulties or company-wide layoffs
2. During the first three to six months of a new job  (before proving your value)

Step 3: Effective Negotiation Scripts

Scenario 1: Responding to a Low Offer

Employer: “We’re offering  75,000 for this position.”

You: “I appreciate the offer. This is a really exciting opportunity for me. My investigation into market rates for this position with my qualifications revealed that the usual range is between $85,000 and $90,000. Could the offer be modified to better conform to industry standard??”

Scenario 2: Requesting a Raise

You: “Given my contributions and current market rates, I’d like to discuss adjusting my compensation to $XX,XXX, which reflects the value I bring to this role. Over the past year, I’ve successfully completed [specific projects] which resulted in [quantifiable outcomes].”

Scenario 3: Handling Resistance

Employer: “Currently, there is no budgetary space for pay raises.” 

You: “I recognize the limitations of a budget. If performance-based metrics were established, would you be amenable to a six-month salary review? As an alternative, we might talk about other types of pay, such as more vacation time or chances for professional growth.”

Step 4: Psychological Strategies

1. The Anchoring Effect:

   • If you state your number first, aim 10-15% above your target.
   • If they state first, counter with market data.

2. Precise Number Theory:

   • A specific number like $92,500 appears to be more researched than a round number.

3. Framing Techniques:

   • Focus on market value rather than personal need.
   • Emphasize future contributions rather than past performance.

Step 5: Alternative Compensation Options

When salary flexibility is limited, consider negotiating:

• Signing bonuses
• Remote work arrangements
• Additional paid time off
• Professional development budgets
• Equity or profit-sharing opportunities

Example: “Would the company consider adding a $5,000 professional development allowance or two additional weeks of vacation if the base salary is fixed?”

Step 6: Common Mistakes to Avoid

1. Taking the Initial Offer Without Discussion

Why It’s a Mistake:

• According to data from Robert Half, employers frequently leave 10–20% wiggle room in initial offers.
• establishes a standard for upcoming promotions and raises (compounding losses).

How to Fix It:

Always respond with:

“Thank you for the offer. I’m thrilled about this role. According to my research, the market range for this position is [XX,XXX]. Could we talk about aligning closer to that range?”

2. Using Emotional Appeals Instead of Market Data

Why It’s a Mistake:

• Your position is weakened by personal needs (“I have student loans”). Value, not pity, is what employers value.

How to Fix It:

Replace emotional language with:

“How can we close the gap? Industry reports indicate that this role averages $X in our region for my [specific skills/experience].”

3. Not Rehearsing Negotiation Scenarios

Why It’s a Mistake:

• According to LinkedIn Talent Solutions, 73% of negotiators who practice get paid more.
• Candidates who are ill-prepared frequently accept inferior terms.

How to Fix It:

• Role-play with a friend using:
  • Lowball offers
  • Budget pushback
  • Requests for salary history

4. Not Getting Agreements in Writing

Why It’s a Mistake:

• Verbal promises are not enforceable. Example:
  • “We’ll revisit your salary in 6 months” often never happens.

How to Fix It:

• Always send a follow-up email:
  “I’m verifying the terms that were agreed upon during our conversation: [list salary, bonuses, timeline]. Please let me know if anything needs to be corrected.”

Step 7: Implementation Plan

1. Use a variety of sources to conduct in-depth salary research.
2. Get your negotiating scripts ready and practice them.
3. Plan the talk for the best possible time.
4. If the salary is not negotiable, have clear alternatives ready.
5. Ask for written consent for all agreements.

Why You Should Never Settle for a Low Salary Offer (And How to Avoid Being Lowballed)

Accepting a salary that is less than your market value can have long-term financial repercussions in addition to your immediate paycheck. Here are some tips on how to avoid being passed over for a job and why you should negotiate hard.

The Hidden Cost of Accepting a Low Offer

1. Lifetime Earnings Impact

   • Raises, bonuses, and retirement contributions are usually percentage-based, so a $5,000 difference in starting salary can add up to over $100,000 in lost earnings over a 20-year period.
   • Offers from potential employers are frequently based on your prior compensation, which feeds the cycle.

2. Perceived Value

   • Taking a lower pay indicates that you don’t think highly of your abilities, which could have an impact on future promotions and raises.
   • If you don’t negotiate, employers might think you’re less competent (a Harvard study found negotiators are seen as more confident and capable).

3. Job Satisfaction & Turnover

   • Within a year, workers who feel underpaid are twice as likely to disengage or leave (PayScale data).

Proven Strategies for Equitable Negotiation:

1. Use Organizational Language

“How does the company’s commitment to the DEI initiative translate into fair compensation practices for this role?”

1. Leverage Collective Data

Cite group statistics: “I’d like to talk about aligning with that benchmark. Research indicates that women in this role average $X.”

1. The “Team Player” Approach

“I’m thrilled to help [company goal]. Could we look into pay that takes into account market rates as well as my capacity to advance this?”

Salary Negotiation for Remote vs. Hybrid Work Arrangements

Key Compensation Differences:

Work Model	Salary Considerations	Negotiation Leverage
Fully Remote	Often location-adjusted	Push for “national” salary bands
Hybrid (2-3 days in-office)	May include COL adjustments	Negotiate commute stipends
Office-Based	Highest local salaries	Leverage relocation packages

Read next: Remote Work in 2025: Pros, Cons, and How to Land the Best Jobs

Scripts for Different Scenarios:

1. When Offered Location-Adjusted Pay:

“Given my [X years at NYC market rates], could we meet halfway at $Y for the first year? I understand the remote work policy.”

1. Requesting Hybrid Work Perks:

“Will the company pay for transportation or provide meal stipends for coming into the office three days a week?”

1. Negotiating Across Time Zones:

“Could we talk about a 10% premium for schedule flexibility since I’ll be working East Coast hours from California?”

Supporting Data:

• Remote workers negotiate 28% less often (Buffer State of Remote Work)
• Hybrid employees have 15% more success getting non-salary perks (Gartner)

How Employers Lowball Candidates

1. The “Take It or Leave It” Tactic

   • What they say: “This is our standard offer for this role.”
   • Reality: Most businesses are testing your ability to push back with their 10–20% flexibility.

2. Delaying Salary Discussions

   • In the hopes that you will spend too much time to leave, some recruiters wait to share numbers until the very end.

3. Anchoring Low

   • The negotiation range is established by the first number stated. Counter right away with data if they start with a low figure.

How to Avoid Being Lowballed

1. Never Disclose Your Current Salary

   • If asked, deflect: “What’s the budgeted range? I’m concentrating on the market rate for this role.”

2. Make Them Name a Number First

You: “What is the salary range for this role?”

Give a broad range based on your research if asked:

You: “Depending on the full responsibilities and benefits package, I’d expect somewhere between $X and $Y for this scope of work.”

1. Spot Red Flags Early

   • Job descriptions that are unclear
   • Refusing to talk about pay prior to interviews
   • There is pressure to accept right away (“This offer expires Friday”).

2. Leverage Competing Offers

   • Say something like, “I’m in final rounds elsewhere, but I’m most excited about this role. Can we discuss a more competitive offer?” even if you don’t have one.

3. Know When to Walk Away

   • The company may undervalue its employees in the long run if they refuse to budget after you present market data.

Read next: How  To Make A Resume That Gets You Noticed And Hired: A Step-By-Step Guide

Take Control of Your Financial Future

The goal of salary negotiation is to secure your financial independence in the future, not just to increase your income today. Your career path, retirement savings, and general quality of life are shaped by every dollar you negotiate now and over time.

Remember:

• Given your qualifications and experience, you should be paid fairly.
• According to Robert Half, 84% of businesses leave room in their budgets for negotiation.
• “No” is the worst they can say, but if you don’t ask, you’ll never get more.

Ace Your Next Salary Negotiation

Ready to take charge of your career? Put these tactics into practice and move confidently closer to your objectives. Start by practicing your scripts and sharpening your negotiation skills—it’s a powerful way to build self-assurance. Next, use our salary tools to research your true market value so you know exactly what to ask for.

Finally, make sure you stand out by optimizing your profile to catch the right attention from employers and recruiters!