How to Negotiate Your Salary Without Burning the Offer
A step-by-step guide to negotiating compensation confidently, whether you are joining a new company or asking for a raise.
Negotiation starts before the offer
By the time an offer arrives, most of your leverage is already set. The two things that matter most: do you have competing options, and have you anchored a number before the recruiter does. When asked "what are you looking for?" early in the process, respond with a range based on market data, not your current salary.
Know your market number
Use three data points: a salary benchmark site (Levels.fyi, Glassdoor, Payscale), a recruiter who works your niche, and at least one peer in a similar role. Triangulate. Your target should be the 75th percentile for your level — high enough to matter, defensible with data.
Wait for the written offer
Never negotiate verbally. Thank them, say you're excited, ask for the offer in writing, and request 24–48 hours to review. That window is when negotiation happens, not on the call.
The counter
Lead with enthusiasm, then anchor with a specific number, then justify with evidence:
I'm really excited about the role and the team. Based on the scope of the position and what I'm seeing for senior engineers in London, I was hoping we could get the base to £95,000. With my experience in payments infrastructure and the size of the team I'd be leading, I think that reflects the value I'll bring.
Ask for one number, not a list. If base is fixed, pivot to sign-on bonus, equity, additional holiday, or a six-month review.
What not to do
- Don't apologise or hedge ("I know this might be a lot to ask…")
- Don't share your current salary unless required by law
- Don't threaten to walk away unless you actually will
- Don't negotiate over email if a 10-minute call is possible
Asking for a raise internally
The structure is the same, but the prep takes longer. Document your impact for the past 12 months in a one-page brief: shipped projects, measurable outcomes, scope growth, and external benchmarks. Request a dedicated meeting, not a casual chat. Bring a number, not a request to "discuss".
A 8–12% raise is normal for strong performance. A 20%+ jump usually requires a promotion or a competing offer.