Salary Negotiation Masterclass: Practical Tactics and a Script

How Salary Negotiation Works

Candidates who negotiate often get better terms than those who accept the first offer, but there is no formula that guarantees a result. An earlier version of this article quoted a "study of 10,000 negotiations" and success rates for individual tactics. We removed all of it because we could not source it. What follows is practical advice, not data.

Tactics That Often Help

• Anchoring with a specific, researched number. Naming a figure you can defend gives the conversation a starting point.
• Citing market data. Tie your ask to named sources for your role and location.
• Presenting competing offers, only if they are real. Be accurate about what you have.
• Negotiating beyond base salary. Bonus, equity, time off and flexibility can be easier to agree than base.
• Asking for time to consider. A short pause is normal and gives you time to think.
• Expressing enthusiasm first. It shows you want the role, not just the money.

Tactics That Tend to Backfire

• Ultimatums. They can end the conversation or the offer.
• Misstating competing offers. It damages trust if discovered.
• Excessive back-and-forth. Many rounds can wear down goodwill.
• Negotiating before you have an offer. It can look presumptuous, so wait until there is a concrete offer to discuss.

The Negotiation Script

Step 1: express genuine enthusiasm for the role.

"I'm really excited about this opportunity. The team, the mission and the growth trajectory all align with what I'm looking for."

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Step 2: present your research.

"Based on my research of market rates for this role in this geography, and considering my [specific experience], I was hoping we could discuss the compensation."

Step 3: name your number.

"I was targeting a base salary of [amount], based on [market data source]."

Step 4: listen and collaborate.

"I understand there may be constraints. I'm open to discussing the total package. Signing bonus, equity, a professional development budget and flexibility are all valuable to me."

Beyond Base Salary

Negotiable components many candidates forget:

• Signing bonus, which is one-time and often easier for companies to approve
• Equity or RSUs
• Professional development budget
• Remote work days
• Review timeline, such as an earlier first review
• Paid time off
• Title, which affects future earning potential

Use Market Data

Knowledge is your strongest negotiation asset. Use named, current salary sources for your role, level and location, and write down where each number came from.

If you are an employer, read our employer's guide to salary negotiation.