How to Negotiate Your Salary
A few polite sentences can raise your pay for years, because future raises build on your starting number. Learn how to find a fair range, when to bring it up, how to make a counteroffer, and exactly what to say.
Research your market range
Negotiation is much easier when you can point to real numbers. Your goal is a range for this job, in this area, at your level of experience.
Start with free government data
- BLS Occupational Outlook Handbook (OOH): search your job to see national median pay, typical education, and job outlook.
- BLS Occupational Employment and Wage Statistics (OEWS): pay by state and metro area, with percentiles (10th, 25th, median, 75th, 90th). The latest release, published in May 2026, covers May 2025 wages.
- CareerOneStop (sponsored by the U.S. Department of Labor) has a salary finder that uses the same data with a friendlier search by city.
- OEWS shows a role in your metro with a 25th percentile of $58,000, median $68,000 and 75th of $81,000.
- New to the field? Aim around the 25th to median. Several years of experience and strong results? Median to 75th.
- Your market range: about $58,000 to $81,000, and your target sits where your experience fits.
Then sharpen it
- The job posting. A growing number of states and cities require employers to list a pay range in job ads. If one is posted, that's the company's own range.
- Salary sites (Glassdoor, Indeed, LinkedIn, Levels.fyi for tech) show company-specific numbers, though they're self-reported.
- People. Ask recruiters, mentors, and people in the role what's fair. Many are happy to share a range.
Know three numbers before any call: your target (what you'll ask for), your happy number (what you'd accept gladly), and your walk-away (below this, you'd decline or keep looking).
Timing: when to talk numbers
- Best time: after you have an offer, before you accept. They've decided they want you, and nothing is signed.
- Don't accept on the spot. Thank them, sound excited, and ask for the offer in writing and a day or two to review. That's normal.
- Early “What are your salary expectations?” If you can, turn it back or give a well-researched range.
- Salary history: many states and cities ban employers from asking about your past pay. Either way, you can focus on the value of this role instead.
“I'm focused on finding the right fit, and I'm confident we can agree on something fair. What's the budgeted range for this role?”
If they push: “Based on my research for this role in [city], I'm looking in the range of $X to $Y, depending on the full package.”
Range tip: put your real target at the bottom of the range you say out loud. If you say “$70k to $80k,” expect offers near $70k.
Anchoring and making your counter
The first number put on the table tends to pull the final number toward it. That's called anchoring. Once there's an offer, your counter is your anchor, so make it ambitious but defensible.
- Lead with enthusiasm. “I'm really excited about this role.” You want them to feel you're coming, just at the right number.
- Give a specific number a bit above your target. Expect them to meet you partway. A precise number like $76,500 can signal you've done your homework.
- Back it up with one or two reasons: market data, your specific experience, a skill they said they need, a competing offer.
- Then stop talking. Let them respond. Silence feels awkward but it's normal.
- Get the final offer in writing before you resign from your current job.
Stay honest. Don't invent a competing offer or inflate your current pay. It can get the offer pulled, and it's easy to check. Your research and your value are enough.
Counteroffer calculator and scripts
Enter the offer and the market range from your research. The calculator suggests a counter, shows where it lands in the range, and writes a script you can edit.
If salary is capped, ask for…
*Extra pay vs the original offer over 5 years, assuming the same 3% raise each year either way. Copy the script, then make it sound like you.
Handling pushback and counteroffers
| They say | You can say |
|---|---|
| “That's above our budget.” | “I understand. Is there flexibility anywhere in the package, like a signing bonus or a review at six months?” |
| “This is our final offer.” | “Thanks for checking. Could we put a compensation review at six months in writing?” Then decide based on your walk-away number. |
| “We can meet you partway.” | “I appreciate that. If we can get to $X, I'm ready to sign today.” (Only if you are.) |
| “We need an answer today.” | “I'm very interested. I'd like to review the full offer in writing; can I get back to you by [day]?” |
Competing offers
If you have a real offer elsewhere, you can mention it plainly: “I have another offer at $X, but this role is my first choice. Is there any way to close the gap?” Only say it if it's true, and only if you'd actually take the other job.
When your current employer counters
If you resign and your boss offers more to stay, think about why you were leaving. If it was only money, a counteroffer might fix it. If it was the work, the manager, or growth, more pay usually doesn't change that.
Asking for a raise at your current job
- Time it near reviews or after a clear win. Book a meeting; don't ambush your boss.
- Bring a short list of results (numbers if you can) and your market research.
- Ask for a specific amount. If the answer is “not now,” ask what you'd need to show, and when to revisit it.
Will they pull the offer? It's rare when you're polite and reasonable. The usual worst case is “this is the best we can do.” Keep the tone warm and collaborative: you're solving a problem together.
Benefits beyond pay
Total compensation is more than salary. Compare the whole package, and negotiate the parts that matter to you.
| Item | Why it matters |
|---|---|
| Retirement match | A 401(k) match of 4% on $70,000 is $2,800 a year of extra money, if you contribute enough to get it. |
| Health insurance | Premiums and deductibles can differ by thousands per year between employers. |
| Signing bonus | Easier for companies to approve than higher salary. Ask if you'd lose a bonus by leaving your current job. |
| Paid time off | Extra vacation days are often negotiable, especially for experienced hires. |
| Remote or flexible work | Can save commuting time and costs. |
| Title and start date | A better title helps future negotiations. A later start date can give you a break between jobs. |
| Equity or stock | Ask how many shares, the vesting schedule, and what they're worth now. Startup equity may end up worth nothing. |
| Training and tuition | Courses, certifications and conferences build your future pay. |
Bundle your asks. Bring up everything at once rather than one item at a time, so you don't seem to keep coming back for more.
FAQCommon questions
Is it rude to negotiate a job offer?
No. Most employers expect it, and many leave room in the first offer. Being polite, specific and grateful keeps it professional.
How much higher should I counter?
There's no single rule. Base it on your research: a counter somewhere above your target but within or near the top of the market range for your experience. Many first offers have room for a 5 to 10% increase, but that depends on the employer.
Should I negotiate by email or phone?
Either works. Email lets you think and keep a record. Phone builds rapport and lets you hear their reaction. Many people talk by phone, then confirm the details by email.
Can I negotiate an hourly job?
Often, yes, especially if you have experience or certifications. To compare with yearly salaries, a full-time year is about 2,080 hours (40 hours × 52 weeks).
What if the posted range is lower than my target?
Ask whether there's flexibility for your experience, or negotiate the other parts of the package. If the gap is big, it may not be the right job.