What to Ask in a Salary Negotiation

Most people think of salary negotiation as a single number conversation: you have a number, they have a number, you meet somewhere in the middle. In reality, compensation is a multi-variable package - and each variable is negotiable to different degrees and at different companies.

Knowing what to ask about - and in what order - is as important as knowing how to ask.

Base salary is usually the most negotiable element and the one that has the biggest long-term impact, since future raises, bonuses, and retirement contributions are often calculated as a percentage of it. Counter with a specific number (not a range) that's 10-15% above the offer, backed by market research.

If the employer says the base is firm, ask whether there are other elements that have more flexibility. This shifts the conversation without creating an adversarial dynamic.

For tech companies and growth-stage startups, equity compensation can be significant - sometimes more valuable than the base salary if the company has strong prospects. Understand the structure: options or RSUs, vesting schedule, cliff period, strike price vs. current valuation, and the company's most recent valuation or last funding round.

For performance bonuses, ask about the structure and historical payout rates. A 'target bonus of 15%' at a company that regularly pays out 50% of target is very different from one that pays out 100%.

If base and equity are firm, shift to benefits that have real value: additional PTO, a signing bonus (often has more budget flexibility than recurring salary), professional development budget, a home office stipend, or flexible scheduling.

One specific, well-justified ask is more effective than a list of everything you'd like. Pick the thing that matters most to you or where you see the most room to negotiate, and make that ask clearly.

Signing bonuses are often easier to negotiate than recurring salary because they're a one-time cost that doesn't affect comp ratios, benefits calculations, or future salary baselines. If you're stuck on base salary, ask: 'Is there flexibility on a signing bonus to help bridge the gap?' Many companies have more room here than they do in the recurring comp budget.

Always get the full offer in writing before you accept anything. A verbal offer is not an offer.