Negotiating an offer feels uncomfortable, and that discomfort costs candidates real money. Research from Linda Babcock and others shows that people who negotiate earn on average $7,500 more in their first year — and that gap compounds through every future role. The good news is that negotiation is a skill, not a personality trait, and the playbook is learnable.

The Mindset Shift

Recruiters expect you to negotiate. Most make the first offer at 85-90% of what they are authorized to spend, specifically so there is room to move. Declining to negotiate does not make you a better teammate. It makes you underpaid for the next three to five years, and it quietly tells the company you do not advocate well for yourself.

You are not being greedy. You are having a professional conversation about price for a service you are about to provide for years.

Do the Research Before the Offer Lands

By the time you get a call with numbers, you should already know:

The salary band for this role at this company (check Levels.fyi, Blind, Glassdoor, Comprehensive.io, Levels AI)
Bands at two to three peer companies you could plausibly also be interviewing at
What the full comp package typically looks like — base, bonus, equity, sign-on, relocation, benefits
Your walk-away number, below which you turn it down

Write these down before the call. In the heat of the conversation you will not remember clearly what the Levels.fyi P75 was for this level.

The First Call: Do Not Name a Number

When the recruiter asks "What are your salary expectations?" — do not answer with a number. The first side to name a number anchors low. Try:

"I am more focused on finding the right role right now. I would love to hear the range you have in mind for this level."
"I would want to understand the full package before talking specifics. What does comp typically look like for this role?"
"I am confident we can find a number that works. What is the band you are working with?"

Some recruiters will push. Say, politely, once: "I would really prefer to hear your range first." Most will give it.

If they insist and you must name a number, go with a range that starts at 10-15% above what you would be thrilled with, and keep going.

When the Offer Comes In

Do not accept on the call. Even if it is a great offer, say:

"Thank you, this is exciting. I want to take 24-48 hours to review the full package carefully — could you send the written offer and I will come back to you with questions?"

Silence is a negotiation tool. It gives you time to think, to check comparisons, and to craft a response that is not reactive.

Evaluate the Full Package

Base salary is only one lever. Depending on the company, you can often move:

Base salary — the most durable lever, because every future raise and bonus compounds off it
Signing bonus — easy for companies to grant, typically vested over one to two years
Equity — RSU grants, options, or refreshers; ask about vesting schedule and strike price
Target bonus percentage — annual bonus as % of base
Start date — trade for a later start, more rest between roles
Relocation package — lump sum or reimbursement, gross-up for taxes
Remote flexibility — days in office, location requirements
Title and level — level affects future comp more than base does
PTO — additional vacation days
Professional development budget — conferences, coaching, education

Identify which two or three matter most to you before you counter.

The Counter

Counter in writing when possible — email is ideal. It forces both sides to think and gives you a paper trail. Structure it like this:

Hi [Recruiter],

Thank you again for the offer. I am genuinely excited about the role and the team.

After reviewing the full package, I would like to propose the following adjustments:

Base salary: $X (from $Y)

Signing bonus: $Z

Equity: increased to N shares/RSUs

I am asking based on [specific reasoning — competing offer, market data, scope of the role, my unique experience]. I am confident we can make this work, and if we can align on these numbers, I am ready to sign.

Happy to jump on a call if easier.

Best, [Name]

Three principles matter here:

1. Anchor high but defensible. If the offer is $180K base and market is $195-220K, counter at $215K, not $280K. Unreasonable asks damage trust.

2. Give a reason. "Because I want more" works less well than "Because my competing offer is at $210K" or "Because the scope here includes team management, which is a level above what the range typically covers."

3. Signal willingness to close. Recruiters have limited political capital internally. Make it easy for them to fight for you by saying "if we get to X, I sign."

When You Have a Competing Offer

A real competing offer is the single most powerful lever. Use it honestly:

"I have another offer at $210K base with a $30K sign-on. I would rather come to [Company] — the team and the problem are a better fit — but the delta is meaningful. Is there room to close the gap?"

Never lie about a competing offer. Recruiter networks are small, and if it gets back that you fabricated one, the offer can get rescinded and your reputation in the field takes real damage.

When You Do Not Have One

No competing offer does not mean no leverage. You can anchor on:

Published market data (Levels.fyi, Comprehensive, industry surveys)
The scope of the role relative to the posted band ("The job description mentions team leadership — that usually maps to L6, and the offer is at L5")
Your unique qualifications ("I bring direct experience scaling the exact system you are hiring this role to build")

Handling "This Is Our Best Offer"

This phrase is rarely literally true. Possible responses:

"I hear you. Is there flexibility on the signing bonus or equity if base is locked?"
"If base is fixed, could we revisit at six months based on performance?"
"Could we talk about level? I think the scope supports L6, and the band there would get us closer."

Trade across dimensions rather than pushing harder on one.

What to Avoid

Do not apologize for negotiating. "I hate to ask, but..." weakens your position. Skip it.
Do not reveal your current salary. In most US states it is now illegal for them to ask, but even where it is not, redirect: "I am focused on what the role is worth, not what I have made before."
Do not accept exploding offers without a fight. "You have 24 hours" is a pressure tactic. Ask for more time — most recruiters will extend.
Do not over-negotiate. Two or three rounds is the norm. Five is annoying.

When to Accept

If you have countered once or twice, received a meaningful improvement, and the role genuinely excites you — accept. You do not need to squeeze every last dollar. A good negotiation ends with both sides feeling respected and eager to get started.

Say yes clearly, in writing, and confirm the numbers: "Thank you — I am thrilled to accept. To confirm, the offer is X base, Y sign-on, Z equity, starting [date]. Please send over the paperwork."

The Long View

Negotiating well on offer one makes offer two, three, and four easier. Your next recruiter will ask for desired comp, and your current comp sets that floor. Fifteen minutes of uncomfortable conversation today can compound into hundreds of thousands of dollars over a career. Make the ask.

How to Negotiate Your Salary After Getting an Offer