Most employers expect some negotiation, and most candidates skip it. A polite, well-researched request rarely costs you an offer, and the difference compounds over your whole career, because future raises usually start from this number.
Research your range first
- Look up your occupation and area in the Occupational Outlook Handbook and on CareerOneStop.
- Read recent job postings for the same role. Many states and cities now require pay ranges in postings, so the data is easier to find than it used to be.
- Ask people in the field, which is easier if you have built the kind of relationships described in our guide on networking.
- Note your own evidence: the results you have delivered, the skills in demand, any competing offers.
Write down three numbers: the amount you would be delighted with, a realistic target, and the lowest you would accept.
Let them go first, politely
When asked for your expectations early, you can redirect once:
I’d like to learn more about the role’s scope first. Could you share the range budgeted for this position?
If pressed, give a researched range with your target near the bottom: “Based on what I’ve seen for similar roles in this area, I’m looking at $62,000 to $70,000, and I’m flexible depending on the whole package.”
Several states prohibit employers from asking for your salary history, so you can simply say you would rather focus on the value of this role.
The conversation, in three sentences
Once you have a written offer, respond warmly and specifically:
Thank you, I’m excited about the role and the team. Based on my research for this kind of position and the reporting work I’d be taking on from day one, I was hoping for $68,000. Is there flexibility on the base salary?
Then stop talking. Silence is uncomfortable and does its work. Most recruiters will either counter or explain their constraint.
Negotiate more than the base
If the salary is fixed, other things often are not:
- A signing bonus
- A review with a raise at six months, in writing
- Extra vacation days
- A professional development or certification budget
- Remote or flexible days, as discussed in our guide on remote, hybrid or office work
- Title, which affects your next move
- A start date that suits you
What not to do
- Negotiating before you have an offer in writing.
- Inventing a competing offer.
- Making it personal: rent, bills and loans are not the employer’s decision.
- Accepting verbally and then reopening the discussion.
- Pushing more than twice after a clear no.
When not to negotiate
If the offer is already above your target, if the posting states a fixed public-sector scale with no flexibility, or if you have been told the number is final and you want the job, accept graciously. You can still ask about the timing of the first review.
After you agree
Get everything in writing, including bonus terms, start date and any promises about reviews or flexibility. Then tell the other employers you are talking to, politely. Once you start, keep a record of your results from day one; it makes the next conversation easier, and it feeds the goal-setting approach in our guide to career goals.
Frequently asked questions
Can negotiating cost me the offer?
It is rare when you are polite, specific and realistic. Employers withdraw offers over aggressive demands or dishonesty, not over one well-researched question.
Is it different for an internal promotion?
The principles hold, and the timing matters more: raise it when responsibilities change or during the review cycle, with a record of your results.
What about my first job out of school?
Ranges are often tighter, but not always fixed. Ask about the range, mention relevant internships and projects, and consider negotiating the start date or a development budget instead. Our guide for new graduates covers the wider picture.
