Negotiating is not greedy — it is expected. Employers leave room in their first offer, and a single conversation can be worth tens of thousands over a few years. The key is preparation, not aggression.
Know your number before you talk
Research market ranges for the role, level and location using salary data, peer conversations and recruiter intel. Define three figures: your walk-away minimum, a realistic target, and an ambitious-but-defensible anchor.
Let them name a number first when you can
If asked your expectations early, deflect politely toward the role and market range. When you must answer, give a researched range with your target near the bottom so there is room to climb.
Negotiate the whole package
Base salary is only one lever. Equity, signing bonus, annual bonus, remote flexibility, vacation, learning budget and start date are all negotiable — and often easier for a company to move on than base.
Use a calm, collaborative script
Frame it as problem-solving, not conflict: "I am genuinely excited about this role. Based on my research and the value I will bring, I was targeting X. Is there flexibility to get closer to that?" Then stop talking and let them respond.
Get it in writing
Once you reach agreement, confirm every component in the written offer before resigning anywhere. Verbal promises are not a contract.
Frequently asked questions
Is it rude to negotiate a job offer?
No. Recruiters expect it and almost always build in room. A respectful, well-researched negotiation rarely costs you an offer and frequently improves it.
Can I negotiate if I have no competing offer?
Yes. Your value, market data and enthusiasm are leverage on their own. A competing offer helps but is not required to ask professionally.