The First Truth: Everything Is Negotiable
Most developers think negotiation is for a select few who are especially brave or in high demand. The data says otherwise: in a 2024 survey of tech hiring managers, 85% said candidates who negotiated were not viewed negatively for it, and the average negotiated offer was 10-15% higher than the initial offer.
Every offer is a negotiation. The question is whether you participate.
Before You Negotiate: Research
Negotiation without data is guessing. Research these before any offer:
Salary databases:
- Levels.fyi — detailed compensation data (base, equity, bonus) for tech companies
- Glassdoor — broader, less detailed
- LinkedIn Salary — good for non-FAANG
- Blind — self-reported, often skewed high but useful for calibration
What to look for:
- Total compensation (TC) at your target level (L4, L5, Senior, Staff)
- Breakdown: base salary, signing bonus, equity (RSUs), annual bonus
- Vesting schedule for equity (standard: 4 years with 1-year cliff)
Know your BATNA (Best Alternative to Negotiated Agreement) — another offer, your current compensation, or your bottom line.
The Golden Rule: Never Give a Number First
When asked "What are your salary expectations?" or "What's your current comp?":
Don't say a number. Turn it back:
"I'd rather learn more about the role and the full compensation package before discussing numbers — I want to make sure it's the right fit on both sides first."
Or:
"I'm open to discussing compensation once I have a full picture. What's the budgeted range for this role?"
Why: If you name a number first, you anchor the negotiation at that point. If you're too high, you may scare them off. If you're too low, you've set a ceiling.
Responding to an Initial Offer
First response (always):
"Thank you — I'm genuinely excited about this role. Can I take a day to review the full package and come back to you?"
Never accept on the spot. Always get time. Even 24 hours changes the power dynamic.
Reviewing the offer:
- Base salary
- Equity: total value, vesting schedule, cliff
- Signing bonus
- Annual bonus (guaranteed vs performance-based?)
- Benefits (healthcare, 401k match, equity refresh)
Calculate the 4-year total: (Base × 4) + Equity + Signing + (Annual Bonus × 4) + Benefits
The Counter-Offer Script
Simple and effective:
"I'm very excited about [Company] and this role — after doing research and considering the full package, I was hoping we could get to [specific number]. Based on market data for this role and my experience with [specific skill/experience], I believe [target comp] better reflects my market value. Is there flexibility there?"
Key elements:
- Express enthusiasm (sincere, not sycophantic)
- Ask specifically and directly — not "could you do better?"
- Give a reason (market data, your value)
- End with a question
The number to ask for: 10-20% above the initial offer, or to the top of the range you've researched.
Negotiating Beyond Base Salary
If base is firm, try:
Signing bonus: Often easier to move. It's a one-time cost, not recurring.
"If the base is firm, could we look at the signing bonus? I have a year-end bonus at my current company I'd be forfeiting."
Equity: Ask for more RSUs or a higher refresh.
"Is there flexibility on the equity package? Given the 4-year vesting, that's a significant component of total comp."
Other levers:
- Extra vacation days
- Remote work flexibility
- Professional development budget
- Earlier performance review (6 months instead of 1 year)
Handling Common Pushbacks
"That's at the top of our band for this level."
"Is there any flexibility on the equity, signing bonus, or start-level? I want to make this work."
"We have other strong candidates."
Silence is fine here. Then: "I understand. I'm genuinely interested in [Company] — I want to make sure we can get to terms that work for both sides."
"We need an answer by end of day."
"I appreciate the urgency. I want to give you a confident yes, which means I need until [tomorrow/specific time] to finalize my decision. Can you give me that?"
When to Stop Negotiating
When you've pushed on all levers and they've held firm, make a decision:
- If the total comp meets your needs and the role is right: accept gracefully
- If it doesn't: decline professionally (always — tech is small)
"I've enjoyed this process and I have tremendous respect for the team. After careful consideration, the compensation package isn't where I need it to be to make this transition. I hope we can work together in the future."
Key Takeaways
- Research first: Levels.fyi, Glassdoor, LinkedIn Salary — know the market
- Never name a number first — redirect or ask for their range
- Always take time before responding to an offer
- Counter with a specific number and a reason (market data, your value)
- Base salary isn't the only lever: signing bonus, equity, vacation, reviews
- Negotiating doesn't hurt you — 85% of hiring managers expect it