Salary & Compensation

Negotiating job offers, raises, and promotions.

The Stakes

A single successful salary negotiation compounds for your entire career:

That $20,000 negotiation is worth ~$600,000 over a career (plus retirement contributions, bonuses tied to base, etc.).

New Job Offers

When They Ask "What Are Your Salary Expectations?"

Before the offer, deflect:

"I'm focused on finding the right fit. I'm confident we can
find a number that works if this is the right opportunity.
What's the range you've budgeted for this role?"

Or:

"I'm flexible depending on the total package. What range
are you working with?"

If pressed:

"Based on my research for this role in this market, I'm
targeting $X to $Y depending on the full compensation structure."

(Give a range where your minimum is your target)

When You Receive the Offer

Step 1: Express enthusiasm (genuine)

"Thank you. I'm really excited about this opportunity.
I'd like to review the full offer and get back to you."

Step 2: Ask for time

"What's the timeline for a decision? I want to give this
proper consideration."

(Get at least 2-3 days; a week is better)

Step 3: Get it in writing

"Could you send over the full offer details in writing?
I want to make sure I understand everything correctly."

Negotiating the Offer

Wait until you have the written offer.

Prepare your response:

1. Research market rates (Glassdoor, levels.fyi, industry surveys)
2. Know your target, anchor, and walkaway
3. Identify what you'd trade (title, PTO, signing bonus, start date)

The ask:

"I'm very excited about this role and the team. After reviewing
the offer and the market data for similar positions, I was
hoping we could get closer to $X for the base salary.
Is there flexibility there?"

If they push back:

• Ask what flexibility exists in other areas
• Ask what would need to change for a higher number
• Ask about timeline for first review/adjustment

Beyond Base Salary

Everything is negotiable:

The Counter-Offer Script

Initial counter:

"I'm thrilled about this opportunity. The base salary is a bit
below what I was expecting based on my research. Would you be
able to move to $X?"

If they say no or give small movement:

"I understand there may be constraints on base salary.
What flexibility is there on [signing bonus/equity/etc.]?"

If they say final offer:

"I appreciate that. Let me think about the complete package
and get back to you tomorrow."

(Then come back with one more ask, it often works)

When You Have Multiple Offers

Maximum leverage. Use it ethically.

"I have another offer with a deadline of [date]. I'd prefer
to work with you. Can we finalize by then?"

"The competing offer is at $X. I'm more excited about this
role, but the compensation gap is significant. Is there
any way to close that?"

Don't:

• Lie about having offers you don't have
• Share exact details of other offers (unless strategically beneficial)
• Play companies against each other aggressively

Asking for a Raise

Timing

Good times:

• After a major win or completed project
• During performance review cycle
• When taking on new responsibilities
• When you have a competing offer
• When market rates have shifted significantly

Bad times:

• During layoffs or budget cuts
• When the company is struggling
• Right after a failure
• When your boss is overwhelmed
• Without evidence of your value

The Preparation

1. Document your impact

   • Revenue generated or saved
   • Projects completed
   • Problems solved
   • Scope increases
   • Positive feedback received

2. Research market rates

   • What would you make elsewhere?
   • What are peers at other companies making?

3. Know your number

   • Target: What you want
   • Minimum: What you'd accept
   • BATNA: What you'll do if denied

The Conversation

Frame it as a business discussion, not a personal request.

"I'd like to discuss my compensation. Over the past [period],
I've [specific accomplishments]. Based on my research of market
rates and my contributions, I believe my compensation should
be at $X. What are your thoughts?"

Then: STOP TALKING. Let them respond.

Common Responses & Rebuttals

"The budget doesn't allow for raises right now."

"I understand there may be constraints. What would need to
change for this to be possible? And when might we revisit this?"

"You're already at the top of the band for your level."

"What would it take for me to move to the next level?
I'd like to discuss a timeline for that."

"Let's revisit this at your next review."

"I'd appreciate that. Can we set a specific date and agree
on the metrics that would justify an increase?"

"You're already paid fairly."

"I appreciate that perspective. Can you help me understand
how my compensation compares to market rates? Here's the
research I've gathered..."

If the Answer is No

• Get specific feedback on what would change it
• Set a timeline for follow-up
• Ask about non-salary compensation
• Evaluate your BATNA (is it time to look elsewhere?)

Promotions

Making the Case

Promotions are about future capability, not just past performance.

Document:

• You're already doing the job at the next level
• You've demonstrated required skills
• You have support from stakeholders
• There's a business need for this role

The ask:

"I've been performing at the [next level] for [period], including
[specific examples]. I'd like to formalize that with a promotion
to [title]. What do we need to do to make that happen?"

The Compensation Conversation

Don't accept promotion without discussing compensation.

"I'm excited about the promotion. I'd like to discuss the
compensation adjustment that comes with it. What's the
standard increase for this level?"

If they offer a small increase:

"The [X%] increase puts me at the bottom of the range for this
level. Given that I'm already performing at this level, I'd
like to target the midpoint of the range."

Counter-Offers from Current Employer

When you're leaving and they try to retain you:

Proceed with caution.

• Why didn't they value you before you tried to leave?
• Will they view you as a flight risk?
• Does this fix the real reasons you wanted to leave?

If you consider it:

"I appreciate the offer. I'll need to think carefully about
whether the things that prompted my decision have changed."

Research shows: Most people who accept counter-offers leave within 18 months anyway.

Key Principles

1. Never accept on the spot - Always ask for time
2. Get it in writing - Verbal promises disappear
3. Everything is negotiable - Not just base salary
4. Market data is your friend - Objective criteria strengthen position
5. Your BATNA matters - Best negotiated with another offer in hand
6. Relationships survive negotiation - Professionals expect it
7. Silence is powerful - Make your ask and wait
8. Walk away if necessary - Know your reservation point