- Authors
- Name
- Introduction: Why Engineers Should Learn to Negotiate Salary
- Preparation before negotiation: market research and self-worth analysis
- Offer analysis method: Total Compensation (TC) calculation
- Core English expression patterns
- Counter offer strategy
- Email Template
- Real-life conversation simulation
- Non-monetary negotiations: Remote, PTO, Title
- Common mistakes and precautions
- Failure cases and recovery strategies
- Final Checklist
- References
- Conclusion: Negotiation is a skill
Introduction: Why Engineers Should Learn to Negotiate Salary
Salary negotiation is as important as technical interviews in a software engineer's career, but it is an area for which most engineers do not systematically prepare. According to a Glassdoor survey, 68% of job seekers who receive a job offer accept the first offer without negotiation. In particular, if a Korean engineer has to negotiate in English at an American or global company, the language barrier is added and he or she misses out on an opportunity that could make a difference of thousands or tens of thousands of dollars.
As Patrick McKenzie (patio11) famously states, the company does not offer you the lowest price, but rather a figure within a reasonable range. Not negotiating is equivalent to declaring, “I will unconditionally accept the first offer.” If you are a senior engineer in Silicon Valley, the difference in one negotiation can be 100,000 per year, which, when compounded, can add up to hundreds of thousands of dollars over your entire career.
This article systematically covers the entire salary negotiation process, including market research methods, offer analysis methods, core English expression patterns, counter offer strategies, email templates, actual conversation simulations, non-financial negotiations, common mistakes, and recovery strategies. Rather than simply saying “give me more,” the goal is to learn a framework to communicate your value persuasively based on data.
Preparation before negotiation: market research and self-worth analysis
Market data collection
The most powerful weapon in negotiations is data. You should justify your demands based on market data, not emotions or wishes. Collect data systematically from the following sources:
Levels.fyi: Provides actual compensation data of tech companies by level. It is the most reliable because you can check Total Compensation (TC) data rather than just basic salary. It also provides level mapping such as Google L5, Meta E5, and Amazon L6.
Glassdoor: You can check the salary range and interview reviews for each company. However, since there is a lot of data centered on base salary rather than TC, it must be cross-verified with Levels.fyi.
Blind: Anonymous TC sharing by current engineers is active. You can check the latest offer data in real time, but some data is not verified, so use it for reference.
Competing Offers: If possible, apply to multiple companies at the same time to secure real competing offers. This is the most powerful leverage in negotiations.
Self-worth analysis framework
After gathering market data, you need to quantify your specific value. Prepare your negotiation materials by answering the following questions:
# 자기 가치 분석 체크리스트
## 기술적 기여도
- 지난 12개월간 리드한 프로젝트의 비즈니스 임팩트는?
예: "Led migration to Kubernetes, reducing infrastructure costs by $200K/year"
- 팀 생산성에 기여한 도구/프로세스 개선 사례는?
예: "Built CI/CD pipeline that reduced deployment time from 2 hours to 15 minutes"
- 해결한 기술적 난제 중 특별한 전문성이 필요했던 사례는?
예: "Debugged and fixed a distributed systems race condition affecting 1M+ users"
## 시장 포지셔닝
- 나의 YoE(Years of Experience)와 레벨에 해당하는 시장 TC 범위는?
예: "Senior SWE (L5 equivalent), 7 YoE: Market range $250K-$350K TC"
- 보유한 희소 기술 스택이나 도메인 전문성은?
예: "Distributed systems + ML inference optimization (niche combination)"
- 현재 시장에서 나의 스킬셋에 대한 수요/공급 상황은?
예: "Strong demand for ML infra engineers, limited supply"
## 대안(BATNA - Best Alternative to Negotiated Agreement)
- 다른 오퍼가 있는가? 있다면 TC는?
- 현재 직장에 남는 옵션의 가치는?
- 프리랜싱이나 컨설팅의 시장 단가는?
BATNA is a key concept in negotiation. You must clearly know what the best alternative is if you reject this offer, so that you do not become psychologically intimidated during the negotiation. Without alternatives, you have no choice but to accept any terms, but with a strong BATNA, you can confidently make high-level demands.
Offer analysis method: Total Compensation (TC) calculation
When you receive an offer, just looking at the base salary number misses the whole picture. The compensation structure of Silicon Valley tech companies consists of several components, and the value of each element must be accurately understood and compared.
Comparison of reward components
| Components | Description | Room for negotiation | Precautions |
|---|---|---|---|
| Base Salary | Fixed monthly/yearly salary | middle | There is an upper band limit, usually adjustable within 10-20% |
| Sign-on Bonus | Lump sum upon joining the company | High | Return conditions must be confirmed when leaving within 1-2 years |
| Annual Bonus | Performance-based annual bonus | low | Usually the target % is fixed for each level, but the actual payment varies depending on performance |
| RSU/Stock | Restricted stock units | High | Check vesting schedule (4-year vesting, 1-year cliff is standard) |
| **Relocation ** | Support for relocation-related expenses | middle | Lump sum vs. managed relocation |
| Benefits | Medical insurance, 401k matching, etc. | low | Standard package is normal, but confirmation is required |
How TC is calculated
When calculating TC, the standard is to convert it to an annual average over 4 years. In particular, the actual compensation from year to year can vary greatly depending on the RSU vesting schedule.
# TC 계산 예시: Company A vs Company B
## Company A Offer
Base Salary: $180,000/year
Sign-on Bonus: $30,000 (Year 1 only)
Annual Bonus Target: 15% of base = $27,000/year
RSU: $200,000 over 4 years (25% annually) = $50,000/year
Year 1 TC: $180,000 + $30,000 + $27,000 + $50,000 = $287,000
Year 2 TC: $180,000 + $0 + $27,000 + $50,000 = $257,000
Year 3 TC: $180,000 + $0 + $27,000 + $50,000 = $257,000
Year 4 TC: $180,000 + $0 + $27,000 + $50,000 = $257,000
4-Year Avg TC: $264,500/year
## Company B Offer
Base Salary: $170,000/year
Sign-on Bonus: $50,000 (Year 1: $30K, Year 2: $20K)
Annual Bonus Target: 10% of base = $17,000/year
RSU: $320,000 over 4 years (5/15/40/40 vesting) = variable/year
Year 1 TC: $170,000 + $30,000 + $17,000 + $16,000 = $233,000
Year 2 TC: $170,000 + $20,000 + $17,000 + $48,000 = $255,000
Year 3 TC: $170,000 + $0 + $17,000 + $128,000 = $315,000
Year 4 TC: $170,000 + $0 + $17,000 + $128,000 = $315,000
4-Year Avg TC: $279,500/year
## 분석
- Year 1만 보면 Company A가 $54K 더 높다
- 4-Year 평균으로 보면 Company B가 $15K 더 높다
- Company B는 backloaded vesting으로 3-4년 차에 큰 보상
- 2년 이내 이직 계획이라면 Company A가 유리
- 장기 재직 계획이라면 Company B가 유리
One thing to keep in mind when evaluating RSU value is that for listed companies, it is calculated based on the current stock price, but the actual stock price at the time of vesting may vary. For startups, valuing pre-IPO stock is much more complex, requiring consideration of 409A valuations, liquidation preferences, and dilution.
Core English expression patterns
The English used in salary negotiations is different from everyday conversation. Being too aggressive will damage your relationship, and being too passive will prevent you from getting what you want. The following are proven expression patterns that can be used immediately in each situation.
# 연봉 협상 핵심 영어 표현 패턴
## 1. 오퍼를 받았을 때 (첫 반응 — 절대 즉시 수락하지 않는다)
- "Thank you so much for the offer. I'm really excited about the opportunity to join [Company].
I'd love to take a few days to review the full package before giving you my answer."
- "I appreciate you extending this offer. Could you send me the details in writing
so I can review everything thoroughly?"
- "This is exciting news. I want to make sure I give this the careful consideration
it deserves. Could I have until [date] to get back to you?"
## 2. 급여 기대치를 물어볼 때 (숫자를 먼저 말하지 않는 전략)
- "I'd prefer to learn more about the role and the full compensation structure first.
What's the range you have budgeted for this position?"
- "I'm flexible on compensation and more focused on finding the right fit.
Could you share the band for this level?"
- "Based on my research and experience, I'm targeting a total compensation in the range
of $X to $Y. But I'm open to discussing how we can structure a package that works
for both of us."
## 3. 카운터 오퍼를 제시할 때
- "I'm very excited about this role, and I'd like to find a way to make this work.
Based on my market research and the value I'd bring to the team,
I was hoping we could explore a base salary closer to $X."
- "I've done extensive research on market rates for this role and level,
and the data suggests that a total compensation of $X would be more aligned
with the current market."
- "I have a competing offer at $X TC. I'd prefer to join [Company] because [genuine reason],
but I want to make sure the compensation is competitive."
## 4. 거절 당했을 때 (대안을 탐색한다)
- "I understand the base salary is at the top of the band. Would there be flexibility
in other areas, such as the sign-on bonus or equity grant?"
- "I appreciate the transparency. If the base is firm, could we discuss
accelerating the equity vesting schedule or increasing the RSU grant?"
- "That makes sense. What about a performance-based salary review
after 6 months instead of the standard annual cycle?"
## 5. 수락할 때
- "After careful consideration, I'm happy to accept the offer.
I'm looking forward to joining the team on [start date].
Could you please send the final offer letter for my records?"
Principles of expression selection
There are three core principles to follow in negotiation English.
First, use “We” framing instead of “I”. Emphasize mutual benefit, such as “I’d like to find a package that works for both of us,” rather than “I want more money.” This has the effect of framing negotiations as cooperative problem solving rather than a zero-sum game.
Second, based on data, not emotions. “I feel like I deserve more” is a weak expression. It presents objective evidence such as “Based on Levels.fyi data and my 7 years of distributed systems experience, the market rate for this level is $X”.
Third, Never give an ultimatum. “If you can’t match $X, I’ll walk away” destroys relationships. Instead, maintain a flexible stance, such as “I’m hoping we can find a way to bridge the gap.”
Counter offer strategy
Basic principles of counteroffers
A counter offer isn't just "give me more." It is a business proposal that includes specific numbers and evidence. Use the following framework:
Anchor High, But Reasonable: The requested amount must be realistic. Ask for the upper end of the target range (75th percentile) based on market data, but unreasonably high numbers erode credibility. For example, if the market range is 350K TC, it is reasonable to ask for 360K.
Package Thinking: Don't just ask for a raise in base salary, optimize the entire package by combining multiple components. If there are limits to the base salary band, use a combination of adding RSUs, increasing signing bonuses, and adjusting the vesting schedule.
Genuine Enthusiasm First: Every counter should begin with an expression of sincere interest in the company and role. Recruiters prefer candidates who negotiate, but are wary of candidates who come only for money.
How to use competitive offers
If there are competing offers, use them effectively, but approach them ethically.
# 경쟁 오퍼 활용 시나리오
## 상황: Company A에서 $280K TC 오퍼, Company B에서 $320K TC 오퍼를 받음
## 목표: Company A에서 일하고 싶지만, TC를 Company B 수준으로 올리고 싶음
## 효과적인 접근 (권장)
"Hi [Recruiter Name],
Thank you again for the offer. I wanted to be transparent with you — I've received
a competing offer that comes in at a higher total compensation. I'm genuinely more
excited about the work at [Company A] and the team I'd be joining. Is there room
to revisit the package so I can feel confident making this decision?"
## 비효과적인 접근 (금지)
- 오퍼 금액을 부풀려서 말하기 (거짓말은 반드시 들통남)
- "Match this or I leave" 식의 최후통첩
- 오퍼 레터를 직접 보여주기 (요청받지 않는 한 불필요)
- 경쟁 오퍼를 이용해 양쪽을 계속 경쟁 붙이기 (시간 제한 있음)
## 주의사항
- 경쟁 오퍼의 존재는 말해도 되지만, 상세 금액은 요청받을 때만 공유
- 오퍼 deadline을 연장 요청하는 것은 정당함
"Could I have until [date]? I want to give this decision the time it deserves."
- 보통 1주일 연장은 무리 없이 가능, 2주 이상은 이유가 필요
Email Template
Whether you agree on a verbal phone call or send a counteroffer in writing, emails are the official record of the negotiation. Modify and use the following template according to the situation.
# 카운터 오퍼 이메일 템플릿
Subject: Re: Offer for Senior Software Engineer Position
Hi [Recruiter Name],
Thank you so much for extending the offer for the Senior Software Engineer role.
I've thoroughly enjoyed the interview process and am genuinely excited about
the opportunity to contribute to [specific project/team].
After carefully reviewing the offer and conducting market research, I'd like to
discuss a few adjustments to the compensation package:
1. Base Salary: The current offer of $175,000 is below the market median for
Senior Engineers with my background in distributed systems. Based on data
from Levels.fyi and conversations with peers at comparable companies,
I'd like to request a base salary of $195,000.
2. Equity: I'd appreciate an increase in the RSU grant from $160,000 to $220,000
over 4 years, which would bring the total compensation in line with the
market rate for this level.
3. Sign-on Bonus: Given that I would be forfeiting unvested equity at my current
company (~$45,000), a sign-on bonus of $50,000 would help bridge that gap.
I want to reiterate that [Company] is my top choice, and I'm confident we can
find a package that works for both of us. I'm flexible on how we get to a number
that reflects both the market and the value I'll bring to the team.
Please let me know when you're available to discuss. I'm happy to hop on a call
at your convenience.
Best regards,
[Your Name]
Key points when writing emails
- Include specific numbers. Providing an exact amount, not just “more,” helps recruiters get internal approval.
- Specify the basis for each request. There must be a basis such as market data, existing compensation forfeited, or special expertise.
- Keep the tone cooperative and positive. The reader should feel like “I want to work with this person.”
- Send all requests at once. If you send separate requests (if you ask for a base salary increase and then ask for an RSU increase next time), you will be perceived as “the person who keeps asking for more.”
Real-life conversation simulation
Scenario 1: Phone negotiation with recruiter
Actual negotiations are often conducted over the phone rather than email. The following is the flow of a typical negotiation call.
# 실전 대화: 리크루터와의 협상 전화
Recruiter: "Hi [Name], congratulations! We'd like to extend an offer for
the Senior Engineer position. The base salary would be $175,000, with
$160,000 in RSUs over four years, and a $20,000 sign-on bonus."
You: "Thank you so much! I'm really excited about this opportunity. The team
and the technical challenges were really compelling during the interviews.
I'd love to take a couple of days to review the full package. Could you
send me the details in writing?"
Recruiter: "Of course. I'll send the offer letter today. Do you have any
initial questions?"
You: "Just one — what's the timeline for making a decision?"
Recruiter: "We'd love to hear back within a week."
You: "That sounds reasonable. I'll review everything carefully and get back
to you. Thanks again!"
--- (2일 후 전화) ---
You: "Hi [Recruiter], thanks for sending the offer details. I've had a
chance to review everything, and I want to reiterate how excited I am
about this role. I do have a couple of points I'd like to discuss."
Recruiter: "Sure, go ahead."
You: "I've done some research on market rates for Senior Engineers with
distributed systems experience, and the data from Levels.fyi suggests
the median TC for this level is around $310K. The current offer comes
in at about $265K. I was hoping we could explore bringing the base
closer to $195K and increasing the RSU grant to $220K."
Recruiter: "I appreciate you sharing that. Let me take this back to the
hiring manager and compensation team. The base salary band might be
tight, but I'll see what we can do on the equity side."
You: "That would be great. I'm also happy to be flexible on the structure.
If the base has a hard cap, maybe we could look at a larger sign-on
bonus to bridge the gap in year one."
Recruiter: "That's a good suggestion. I'll see what options are available
and get back to you by Thursday."
You: "Perfect, I really appreciate your help with this. Talk soon!"
Scenario 2: Responding to salary expectations questions
It is a common pattern to ask about salary expectations in the early stages of an interview. In this case, if you say the number first, you may be at a disadvantage in negotiations.
# 급여 기대치 질문 대응
## 상황 1: 1차 전화 스크리닝에서 질문
Recruiter: "Before we proceed, could you share your salary expectations?"
Option A (범위 제시 — 강력한 시장 데이터가 있을 때):
"Based on my research for Senior Engineer roles in this market, I'm
targeting a total compensation in the range of $280K to $330K. But I'm
more focused on finding the right role and team, so I'm open to
discussing how to structure a competitive package."
Option B (역질문 — 아직 정보가 부족할 때):
"I'd love to learn more about the role and the compensation structure
first. Could you share the range that's been budgeted for this position?
That way, we can make sure we're aligned before investing more time."
Option C (현재 보상 기준 — 경쟁력 있는 현재 보상이 있을 때):
"My current total compensation is around $290K. I'd be looking for a
meaningful step up to make a move, but the role and growth opportunity
are equally important factors for me."
## 상황 2: "현재 연봉이 얼마인가요?" 직접 질문
참고: 미국 여러 주(California, New York, Washington 등)에서는
현재/과거 급여를 묻는 것이 법적으로 금지되어 있다.
"I'd prefer to focus on what's fair market value for this role rather
than anchor on my current compensation. I'm happy to share my expectations
based on the market data I've gathered."
Non-monetary negotiations: Remote, PTO, Title
If the TC number reaches the upper limit, negotiate non-monetary terms that have monetary value. In this area, approval is often easy because there is less direct cost burden on the company.
Remote Work
Working remotely can actually be worth 50,000 or more per year, factoring in commute times, freedom to choose where to live, and cost-of-living differences.
- "Would there be flexibility for a hybrid arrangement, perhaps 2-3 days in office per week?"
- "I noticed the role is listed as on-site. Is there any possibility of remote work after the initial ramp-up period, say after the first 6 months?"
- "I'm based in [lower cost area]. Would the company consider a remote arrangement with quarterly on-site visits?"
Paid Time Off (PTO)
PTO at U.S. tech companies is usually 15-20 days, but additional negotiations are possible at senior levels.
- "I currently have 25 days of PTO. Would it be possible to match that, or start at 20 days with an increase after the first year?"
- "I have a pre-planned vacation in [month]. Could we agree that I'll take that time off, even if it's before my PTO accrual covers it?"
Title
Rank serves as leverage when changing jobs in the future, and is directly related to decision-making authority internally.
- "I noticed the offer is for 'Senior Engineer.' Given my 10 years of experience and track record of leading cross-functional projects, would 'Staff Engineer' be more appropriate for this role?"
- "The title is important to me from a career trajectory standpoint. Is there flexibility to adjust the level?"
Other negotiable items
- Start Date: "Could I start two weeks later to allow for proper transition in my current role?"
- Education Budget: "Does the company offer a learning and development budget? I'd value $5,000/year for conference attendance and courses."
- Equipment: "I'd appreciate a home office setup budget for ergonomic equipment."
- Performance Review Schedule (Review Cycle): "Could we agree on a 6-month performance and compensation review instead of the standard annual cycle?"
Common mistakes and precautions
10 mistakes you must avoid
Accept the first offer immediately. Always ask for at least 24-48 hours of review time. If you accept right away in a state of excitement, you permanently lose the opportunity to negotiate.
Anchoring Trap. If possible, encourage the company to present the range first. If you say a low number first, that becomes your negotiating ceiling.
Lying. Inflating competing offers, lying about your current salary, or saying you have an offer that doesn't exist. The industry is smaller than you think, and lies are sure to get discovered.
React emotionally. Phrases like “that amount is insulting” destroy relationships. It only responds to data and logic.
Treat recruiters as your enemies. Recruiters are your negotiating partners and internal advocates. They will need to represent your request internally, so providing them with supporting evidence is strategic.
“It must be this amount or nothing” ultimatum. You must show flexibility. If the base salary is not available, an alternative is offered, such as an RSU, and if the RSU is not available, a signing bonus.
Ask for one at a time. The “nibbling” strategy of asking for a raise in base salary and then, if successful, asking for a raise in RSUs next time erodes trust. Present all requests at once.
Only trust verbal agreements. All agreements must be confirmed in writing (email or official offer letter). “We’ll take care of you” has no legal effect.
Give in to time pressure. Most “I have to respond by tomorrow” pressure is extendable. Be suspicious of any company that does not give reasonable review time to candidates they sincerely want to hire.
Citation of personal circumstances. “I have a mortgage on my house” or “my child’s tuition is expensive” are not grounds for negotiation. The only valid basis is market value and the business impact you will bring.
Failure cases and recovery strategies
Case 1: When a counter offer is rejected
If you make a counter offer and the response is "this is the best we can give," you're not done yet.
Recovery Strategy A — Component Shift: "I understand the base salary is firm. Could we explore increasing the equity grant or adding a sign-on bonus to bridge the gap?"
Recovery Strategy B — Future-proofing: "Would you be open to a guaranteed compensation review at the 6-month mark, with a target of bringing the base to $X based on performance?"
Recovery Strategy C — Non-Monetary Values: "If the monetary components are set, could we discuss additional PTO, a flexible work arrangement, or a professional development budget?"
Case 2: When the number is said first
If you state your expected salary low at the beginning of the interview, it can be corrected at a later stage.
Recovery Strategy: "When we first discussed compensation, I shared an initial range based on limited information. After going through the interview process and understanding the scope and impact of this role, as well as reviewing additional market data, I believe a total compensation of $X would be more appropriate."
The key is the framing that expectations have changed because new information has emerged. Rather than simply saying “more is better,” you should provide a reasonable reason, such as the scope of the role, responsibilities, and market data.
Case 3: Risk of offer being withdrawn
If negotiations are excessively prolonged or unreasonable demands are repeated, in rare cases the offer may be withdrawn. To prevent this, adhere to the following principles:
- Counter offers are limited to maximum 2 rounds. More than 3 rounds makes the relationship tiring.
- Always convey the message that I sincerely want to work for this company.
- Respect the timeline presented by the recruiter. If an extension is needed, explain the reason and politely request it.
- When negotiations reach a deadlock, “I want to make this work. What would you suggest?” Like, ask the recruiter for a solution.
Final Checklist
We have compiled a checklist of items that are easy to miss at each stage of negotiation. From the moment you receive an offer to final acceptance, follow this list so you don't miss any key steps.
# 연봉 협상 최종 체크리스트
## 오퍼 수령 단계
[ ] 즉시 수락하지 않고 검토 시간 요청 (최소 48시간)
[ ] 서면 오퍼 레터 요청 및 수령 확인
[ ] 모든 보상 구성 요소 확인 (base, bonus, RSU, sign-on, benefits)
[ ] RSU vesting schedule 및 cliff 확인
[ ] 보너스 target %와 실제 지급 이력 확인
## 리서치 단계
[ ] Levels.fyi에서 동일 레벨/역할 TC 데이터 수집
[ ] Glassdoor에서 회사별 급여 범위 교차 검증
[ ] 자신의 BATNA (경쟁 오퍼, 현재 직장 잔류 등) 명확히 정리
[ ] 자기 가치 분석 (비즈니스 임팩트, 희소 스킬, 경력) 정리
[ ] 목표 TC 범위 설정 (최소/목표/희망)
## 협상 단계
[ ] 카운터 오퍼에 구체적 숫자와 근거 포함
[ ] 모든 요청을 한 번에 제시 (nibbling 방지)
[ ] 톤은 협력적, 태도는 유연하게 유지
[ ] 비금전적 조건 (remote, PTO, title, start date) 동시 검토
[ ] 경쟁 오퍼가 있다면 윤리적으로 활용
## 최종 확인 단계
[ ] 합의 내용 서면 확인 (이메일 또는 수정된 오퍼 레터)
[ ] RSU grant 수량, vesting schedule 최종 확인
[ ] Sign-on bonus 반환 조건 (clawback provision) 확인
[ ] 시작일, PTO 정책, 원격 근무 조건 서면 명시 여부 확인
[ ] 비경쟁 조항(Non-compete), IP 양도 조항 등 법적 조항 검토
[ ] 모든 조건에 동의한 후에만 현 직장에 사직서 제출
References
If you want to learn more about salary negotiation, I recommend the following resources:
- Levels.fyi - Provides actual compensation data of tech companies by level. An essential data source for TC comparison and level mapping.
- Glassdoor - A platform where you can comprehensively check salary ranges, interview reviews, and company reviews for each company.
- Salary Negotiation by Patrick McKenzie (patio11) - An article called the bible of software engineer salary negotiation. It covers the psychology and strategies of negotiation in depth.
- Taro: The Insider's Guide to Negotiating Your Tech Salary - Tech salary negotiation course created by a former Meta and Google Recruiter. Provides real-life scenarios and insights from a recruiter’s perspective.
- Candor Salary Negotiation Guide - A practical guide that provides negotiation strategies, offer comparisons, and counter-offer templates for each tech company.
Conclusion: Negotiation is a skill
Salary negotiation is not an innate talent, but a skill that anyone can improve with practice and preparation. The framework covered in this article can be summarized as follows.
First, Arm yourself with data. Objective data such as Levels.fyi, Glassdoor, competitive offers, etc. justifies your request. Instead of saying, “Give me more,” say, “According to market data, the appropriate range is Y.”
Second, Look at the entire package. Compare and negotiate with TCs that include not only base salary but also RSUs, bonuses, signing bonuses, and non-monetary terms.
Third, Preserve the relationship. Negotiation is also the process of establishing relationships on the first day of employment. Being aggressive or irrational may get you a few thousand dollars more in the short term, but it can damage relationships and growth opportunities within your team in the long term.
Fourth, Practice. Read the conversation simulation in this article out loud and role-play it with a trusted colleague or friend. If negotiating in English is awkward, just memorizing key sentences in advance can make a big difference in practice.
Coding skills aren't the only thing that determines the financial outcome of your career. The ability to properly communicate your value and receive reasonable compensation can make a difference of hundreds of thousands of dollars in the long run. Let’s prepare for the next negotiation starting today.