How to negotiate salary for a new job—the right way

Salary negotiations can be difficult to navigate, but we have a road map to help you reach your goals.  

Key takeaways 

• Use online resources, public data, and professional networks to establish a competitive salary range based on your skills and experience. 

• Showcase your past accomplishments and contributions to demonstrate your value as an employee. 

• Negotiate with flexibility: If the salary offer is non-negotiable, explore other benefits like signing bonuses, PTO, or professional development opportunities.  

Salary negotiation can be nerve-wracking—the pointed questions, awkward back-and-forth, and second guessing makes many people uncomfortable.  

Because of that discomfort, some candidates make concessions on their compensation before negotiations even begin. They’re afraid that asking for what they’re worth will jeopardize the offer or make a bad impression. Others enter salary talks with unrealistic expectations, taking themselves out of the conversation before it begins. 

Whether you’ve received an initial job offer with a lower-than-expected starting pay or you’re feeling nervous about impending salary talks for an exciting new opportunity, preparation is the key to securing an offer that satisfies you. Here’s what you need to know about how to negotiate your salary for a new job. 

In this blog:

• Do your research 

• Know your worth

• Keys to a successful negotiation

• FAQ: How to negotiate salary for a new job—the right way

Do your research 

It’s important for job seekers to know the fair market value for their skills and experience—before they begin applying for jobs. Why? Because it helps them evaluate opportunities more effectively. A certain job description may seem like the perfect fit at first glance, but if the salary starts $15,000 below your fair market value, you may want to rethink investing time in the application process.  

Settling on a salary range that’s in line with your market value can feel like a lot of work, but there are resources and tactics that make it easier: 

• Remove the mystery. Pay transparency sites like Glassdoor.com, Payscale.com, and Salary.com provide estimates for a candidate’s market value based on factors like job title and location. 

• Check the stats. The U.S. Bureau of Labor Statistics’ Occupational Employment and Wage Statistics program provides annual wage estimates for hundreds of occupations. You can see national or state-level estimates for certain job titles and specific industries.  

• Put your network to work. Talk to colleagues, co-workers, friends, and peers in similar roles to find out what they make. If you don’t feel comfortable asking about their personal salaries, ask something like “What do you think someone with my skills and years of experience should be earning?” Another good question: “What are you seeing in terms of salary ranges for candidates of my caliber in the labor market?” 

With the right data, you can enter your salary negotiations with confidence.  

Know your worth 

Once you have salary estimates for professionals in your position and your market, it’s time to really think about what you deserve. Be honest with yourself—your desired salary may need to be adjusted based on your experience level and education.  

Your past accomplishments and contributions also affect your salary. Consider projects you’ve completed that reflect your experience relevant to your new role, and be able to explain how they benefited the organization. Did your work boost sales, reduce costs, or create quantifiable value? If so, use that data to support your negotiation. 

Remember: you can’t simply state what you want in a salary negotiation. If you’re asking for more than the initial offer, you’ll need to explain why the increase is not only justified but also deserved. 

Keys to a successful negotiation 

Here are some pieces of advice to take into the salary negotiation process. 

Focus on your worth—not past earnings 

If your potential employer extends an initial offer and you’ve provided a counteroffer, they may respond by asking about your current salary or salary history. Don’t feel obligated to answer with hard numbers. In fact, it’s illegal in many states for employers to ask candidates about their salary history, so know your state’s laws before divulging specifics to any hiring company.  

If you live in a state where it’s legal to ask about salary history during a job interview, there are ways to give a satisfactory answer without jeopardizing the success of your negotiations. Instead of giving your exact salary amount, you can respond by saying, “The compensation I receive is fair for my position, experience, and responsibilities.”  

That said, you should avoid lying about previous compensation. Giving a prospective employer an inflated number can backfire, as most business leaders are in tune with the average salary ranges for the roles they’re trying to fill. Plus, it’s never a good idea to start a relationship with a new employer by being dishonest. You never know if—or when—it can come back to haunt you.  

Be flexible  

Unfortunately, some jobs have firm salary ranges, and there’s no room in the company’s budget to offer more. In these cases, a hiring manager may respond to your counteroffer by referencing a superior company benefits package, an attractive PTO policy, or company-sponsored professional development opportunities. 

If you’re excited about the role, there may be an opportunity to negotiate for perks or compensation that falls outside of your starting salary. Calculate how much your current employer contributes to your employee benefits, including your health insurance, life insurance, retirement savings, PTO, and annual bonuses. Then see how it stacks up against your current offer.  

If the company is firm on salary but seems flexible on other benefits and perks, consider it a negotiation opportunity. These perks may include: 

• A higher signing bonus. 

• More paid time off/sick days/vacation days. 

• Increased work-from-home flexibility. 

• Reimbursed moving expenses. 

• Stock options and equity percentages. 

• Annual or quarterly bonuses. 

• Stipends for home office equipment. 

• Company-sponsored training, professional development courses, and certifications. 

Maintain your enthusiasm  

No matter what the offer is, it’s important to show gratitude and express your excitement at the opportunity to make an impact on a new team. 

Having a positive and enthusiastic attitude during the negotiation process shows that you’re a team player and that you can handle yourself professionally.  

If you end up declining the company’s final offer, always do so graciously by thanking the company for their time and consideration. Walking away in a professional manner will leave a positive impression on the employer, and who knows—you may form a professional connection that could benefit you in the future. 

Be prepared to negotiate your salary 

Most salary offers come with the expectation that candidates will counter, so be prepared to negotiate instead of accepting or declining an initial offer right away. Accepting a salary lower than you deserve may affect how much you’ll earn in raises, including yearly increases and promotions, as well as how much a potential employer may offer you down the road. 

Similarly, asking for too much in your counteroffer without the research and data to support your expectations can preclude you from landing the job in the end. It may also leave a negative impression on a hiring team.  

Salary negotiation is a normal part of the application process, so it’s important for job seekers to come to the table knowing what they deserve and how to demonstrate their worth. Don’t be afraid to be assertive and confident but also diplomatic—understanding when to walk away and when to be flexible can help you land a great job.  

Want to elevate your job search? Vaco by Highspring is with you all the way. Check out our job seeker page to submit your resume or browse our current job listings. 

FAQ: How to negotiate salary for a new job—the right way