Ready to Get Started?
Join our community of job seekers and get benefits from our Resume Builder today.
Sign Up NowMost professionals dread salary negotiations, not because they lack value, but because asking for it feels uncomfortable.
A study shared by HP shows that men often apply for jobs when they meet about 60% of the listed requirements. At the same time, many women wait until they feel they meet close to 100% before clicking “send.”
Francesca Gino points out another notable difference in negotiation habits in her book “Rebel Talent: Why It Pays to Break the Rules and Be Yourself”:
“Research shows that individuals who are willing to negotiate their pay from the start often earn significantly more over their careers, yet many people do not make this choice.”
Another study reveals that if a woman does not negotiate her starting salary, she could forfeit more than half a million dollars over the course of her career.
So, what is the real cost of avoiding salary talks? Not fully using one’s negotiating power is often seen as a more common issue for women than for men.
This is why we start by acknowledging the ongoing gender pay gap. That said, men can also undervalue themselves during salary talks, especially early in their careers.
Clearly, getting paid fairly depends on more than gender alone. Many factors play a role, and this guide will walk you through a clear plan for successful salary discussions.
This article is written for professionals of all backgrounds, no matter their gender, age, nationality, ethnicity, orientation, or beliefs.
Offerlanded supports professional and financial growth by helping candidates stand strong in the job market through career coaching, a free resume builder, and guidance on salary talks.
In this post, you will learn practical rules for negotiating a better salary. Get ready to break them down step by step. Keep a notebook handy.
Start by understanding your market value. If you perform at a high level, average salary data may not reflect what you are truly worth.
Most online figures show typical pay, not what top performers can earn.
So how do you get realistic and useful salary benchmarks? That leads directly to the next step.
Do not isolate yourself when it comes to networking. HR professionals often say the best way to understand salary ranges is by speaking with people in the same field. This includes both contacts you know and those you do not.
Try to talk with current employees at the company you want to join. They are usually pleased that you value their insight into the workplace. This helps you avoid relying on biased or outdated online reviews written by unhappy former staff.
Since research shows, fewer women negotiate compared to men, experts suggest women reach out to peers and leaders of all genders. Seeing others negotiate confidently can help build the same mindset.
Connect your expected salary to your skills and experience. Be ready to explain why your number makes sense. Every figure you mention should be backed by clear reasoning.
At the same time, avoid setting a number far above your current level. Your earlier research helps here. You want to sound informed, not unrealistic.
Decide in advance what number you cannot go below. This is your personal cutoff point. Prepare before the discussion begins. A helpful approach is to define your minimum amount and add about 10%. Starting higher gives you room to adjust later.
Tip: Always clarify whether salary figures are shared before or after tax. This avoids unpleasant surprises later. For instance, in some countries like the Netherlands, employers usually quote gross pay, which many newcomers do not realize at first.
Salary talks work best when both sides understand what matters most. This turns the discussion into joint problem solving rather than conflict.
Most people know their own needs well. You can stand out by also addressing the employer’s common concern:
“We would like to offer that amount, but our budget does not allow it.”
If you receive a lower offer than expected or face repeated refusals, there are still ways to respond effectively.
Calmly explain that you understand their limits, but based on your market research, you were expecting a figure closer to a specific amount. This resets the discussion while keeping the tone professional.
If that does not move things forward, explore other options. Ask whether a sign-on bonus is possible. If not, ask about a formal performance review after three to six months that could lead to a salary adjustment. This shows confidence and long-term thinking.
If none of these options work, know when to pause. Avoid pushing too hard. At that point, decide whether accepting the offer aligns with your value or whether walking away is the better choice.
Pay is not limited to monthly income alone. It also includes benefits and extras that come with the role. Think about whether there is a specific perk that would improve your situation.
A salary discussion is the right time to raise these points. Prepare a short list of priorities beforehand and bring them up confidently. Since COVID-19, many employers have become more adaptable, which makes these requests more realistic. Some options to consider include:
· Hybrid or fully remote work
· Relocation assistance
· Support for a partner’s move
· Help with childcare
· Budget for home office equipment
· Annual learning or training allowance
· Fitness or wellness benefits
· Meal vouchers and similar perks
In short, do not limit the discussion to base pay alone. Use the conversation to agree on a full package that will support you once real work challenges begin. Think ahead and avoid trade-offs that may feel frustrating a few months later.
Keep your tone cooperative at all times. If the discussion becomes difficult and the offer is not meeting expectations, resist reacting sharply. Staying calm works in your favor, even when patience is tested.
Instead, try phrases like: “I want to find a way forward together.”
Or: “I’m confident we can reach a solution that works for both sides.”
These responses keep the dialogue productive and show maturity.
One of the most important success factors is timing.
Negotiate when your value is clear, not before you have shown it.
First, give them a glimpse of what you bring to the role. Let your strengths speak early. If the discussion tightens, connect your requested number directly to the skill they need most.
Research from Stanford also shows that women often perform better when they frame negotiations around shared value. Highlighting how your skills benefit the wider team or organization can strengthen your case.
Shift how you view the negotiation process. Studies show most recruiters expect candidates to negotiate and respect those who do it well.
Turning the discussion into a conflict helps no one. Hiring is costly and time-consuming. Both sides want an agreement that works. HR’s goal is not to lose a strong candidate and restart the search from scratch.
Many candidates worry that negotiating will make them look unreasonable. This fear often comes from social norms rather than facts. Reframe the situation. Negotiating is a positive signal, not a negative one.
For many roles, the ability to negotiate well reflects confidence and business sense. It can even hint at how effective you will be once hired.
Having multiple offers is useful. It gives perspective and builds confidence. However, using them as threats is not wise.
While it may seem powerful, ultimatums often backfire. They close doors rather than open them. Use comparisons carefully and avoid forcing a take-it-or-leave-it stance.
Some candidates accept offers immediately due to excitement. This is common among junior professionals who are new to negotiations. It is important to say this clearly: asking for time is acceptable.
You can request a short period to review the offer and respond later. This does not harm your chances. Taking time helps you make a choice based on facts rather than emotion.
Think about past deals you regretted. In most cases, one factor was constant. You agreed when you should not have. That feeling often lingers longer than expected.
Learning to say no is essential. If this feels difficult, practice it intentionally. We also recommend reading our guide on how to decline a job offer for practical examples.
When negotiating, don’t just list your job duties. Highlight measurable results, successful projects, and unique contributions that set you apart. Numbers and concrete examples give weight to your request and make your salary ask more credible. Show how your work directly impacts the team, department, or company’s success. Framing your achievements properly makes it easier for HR to justify the compensation you deserve.
Think beyond the first paycheck. Ask about potential salary reviews, promotion timelines, and performance-based incentives. Understanding the growth trajectory shows you are invested in long-term success and not just the immediate offer. It also creates opportunities to revisit compensation later, which can help bridge gaps if the initial offer is lower than expected. Negotiating with a forward-looking mindset positions you as strategic and professional.
Here are the main points to carry into your salary discussions:
Understand your market value through research and conversations
List your priorities and calculate your minimum acceptable offer plus a buffer
Avoid pressure tactics and keep discussions open
Know your strongest skill and link it to your pay request
Stay composed without rushing or dragging talks
Use a clear anchor that positions you well
Start negotiating only after you have made a strong impression
Say no when the offer does not match your value
Join our community of job seekers and get benefits from our Resume Builder today.
Sign Up Now
