Guide
Most offers move. They move for people who arrive with a number, a reason and a range — not for people who ask nicely. Here's the sequence that works, the language to use, and how to value the parts of the package that aren't cash.
Never negotiate against a feeling. Pin down the P25 → P75 range for your exact role family, level, market and company stage, and check the data is recent — comp moves fast enough that an 18-month-old number is a different market. Write down three figures: the floor you'll accept, your target, and the ask you'll open with.
When asked for expectations early, reply with a range grounded in the market and hand the specifics back: "For this scope in this market I'd expect X–Y; I'm happy to work with your band." If you must go first, open at the top of your evidenced range — the first number sets the gravity of everything after it.
One clear counter beats three vague ones. State the number, the reason (market data plus the scope you'll own), and your enthusiasm for the role in the same breath. Put it in writing so the recruiter can forward it to the hiring manager and finance without having to re-argue it for you.
Base is the compounding number, so fight for it first. Then work the rest: sign-on to cover a forfeited bonus, an equity refresh at 12 months, a written level review, start date, remote days, leave. Bundle your asks — a recruiter can approve a package once, but resents a drip feed.
Real leverage is another live offer, disclosed factually and without threat: "I have an offer at X; you're my preference — can you close the gap?" Never invent one. Recruiters in the same market talk, and a bluff that gets called ends the conversation.
Once the number is agreed, confirm every component in the written offer — base, bonus target, equity units, vesting, start date, review timing. Then accept warmly and stop negotiating. Your first performance review is the next conversation, not the day after signing.
When asked for salary expectations early
"I'd rather anchor on the role than my history. For this scope, level and market the benchmarks I'm seeing run X to Y, so that's the range I'm working with. What band do you have approved?"
The counter
"Thank you — I want to do this job, and I'd like to get the number right. Recent benchmarks for this role and level in this market centre around X, and the scope here sits at the top of that. If you can get base to X, I'm ready to sign today."
When base is capped
"I understand the band is fixed. Given that, could we look at a sign-on of X to bridge the gap, plus a formal level review at six months? That gets me comfortable without breaking your structure."
With a competing offer
"I'll be straight with you: I have a written offer at X. Your team is my first choice on the work and the people. If you can get within reach of that, my decision is easy."
No. In many markets it is unlawful for an employer to ask, and everywhere it anchors the conversation to your past rather than the role's market value. Redirect to expectations: "Based on benchmarks for this role, level and market, I'm targeting X."
A single, well-evidenced counter almost never costs you an offer. Offers are withdrawn over conduct — ultimatums, moving goalposts, or negotiating after acceptance — not over one polite, benchmarked ask.
Anchor on data, not a percentage. If the offer sits at the 40th percentile for that role, level and market, counter at roughly the 65th–75th and show the range you're working from. That usually lands between 5% and 20% on base.
Move to the levers that sit outside the band: sign-on bonus, equity refresh, a level review at six months, extra leave, learning budget, or a remote/travel allowance. Ask which lever has the most room before you choose one.
Treat public-company RSUs as near-cash with a vesting risk, and private-company options as a lottery ticket you paid for with cash salary. Ask for total shares, total outstanding shares (so you can compute your percentage), the latest 409A or preferred price, the vesting schedule and the exercise window.
Drop your offer into the Offer Evaluator and see exactly where it lands on the live market curve, with a suggested counter range and talking points you can take into the call.
Indicative guidance only. Not legal, tax or financial advice.