Salary negotiation is a professional discussion aimed at aligning your value, the role’s expectations, and the organisation’s constraints.
Think of salary negotiation as a structured exchange of information, not a personal request. As the employer’s conviction in your suitability increases, your negotiating power naturally grows. Confidence grows when you prepare thoroughly, understand your leverage, and communicate with clarity.
Three Step Salary Negotiation Framework
1. Do Your Research Thoroughly
Validate market compensation ranges for your role, level, and location using several reliable sources. Always look at total compensation: base salary, bonus, equity, benefits, and perks.
Analyse the scope of the role (team size, ownership, complexity). Scope often influences compensation more significantly than job titles.
2. Share a Well‑Researched Range and Aim High
Ask early on what the compensation range for the role is. If you are asked if this aligns with your expectation, position your response in the upper quartile of the market that you can credibly justify.
Anchor with clear evidence, such as: Comparable offers, verified market data and examples of your measurable impact
3. Negotiate the Entire Package, Not Just the Base Salary
Consider multiple elements that can enhance the total value of your offer:
Base salary
Bonus (size, structure, guarantees)
Equity (amount, vesting schedule, refresh cycles)
Sign‑on bonuses (helpful for reaching market parity)
Title/level and clarity of scope
Flexible/hybrid working arrangements
Professional development budget and certifications
Promotion review timelines
Annual leave and benefits
Salary Negotiation Scripts
When Asked for Expectations Early
“I’m focusing on the right role and team first. Based on similar roles in [location], total compensation typically falls between £X–£Y. I’m confident we can align once we confirm the scope.”
When Countering a First Offer
“Thank you! I’m very excited about the opportunity. Based on the scope and the market for this level, I had expected total compensation closer to £Y, with a base salary of around £X. If we can get into that range, I’m ready to move forward.”
If the Employer Says the Budget Is Fixed
“I understand. Could we explore a higher sign‑on bonus, a 12‑month promotion review with defined criteria, or additional learning budget? These elements would make the package significantly more compelling.”
When Declining to Disclose Current Salary
“I prefer to focus on the market value for this role. My expectation is in the range of £X–£Y total compensation, aligned to the scope and impact of the position.”
Tactics That Consistently Work
Time your compensation discussion after a strong interview process, work sample, or panel session.
Use relevant comparables: “Professionals in similar roles within [industry] and [location] typically receive £X–£Y.” Keep your tone positive, enthusiastic, and constructive.
However, be prepared to walk away if the difference between your expectation and their job offer is significant and non‑negotiable.