3 Steps To Negotiate A Higher Salary Before Accepting A Job Offer
getty
You've survived the interview process, impressed the hiring team, and finally landed a job offer. But before you eagerly accept, consider these statistics. According to Resume Genius's 2025 Salary Negotiation & Expectations Survey, 55% of professionals accept the initial job offer without negotiating. However, the same research shows that nearly 8 in 10 (78%) of those who did negotiate ended up with a higher salary.
In reality, employers often propose a lower initial salary than they're willing to pay. By accepting it, you might miss out on thousands of dollars in potential earnings over time. For instance, if you negotiate a starting salary of $5,000 more than the initial job offer and receive an average annual raise of 5%, that initial negotiation will earn you an extra $27,500 over five years. The impact of changing jobs is even more compelling. Since future employers often base their job offers partly on your current salary, a successful salary negotiation can significantly boost your earnings throughout your entire career.
With the right preparation and approach, you can secure a job offer that truly reflects your value. Here's a simple three-step process to help you confidently negotiate a higher salary.
Before entering any negotiation, you need to know your market value. Use resources like Glassdoor, PayScale, and the Department of Labor to research salary ranges for your specific:
This research provides the factual foundation for your negotiation. When you can confidently say, "Based on my research of similar positions in this market, the typical range is X to Y," you transform the conversation from a personal request to a data-driven discussion.
Establish three key figures before your negotiation:
Your ideal number: The salary you'd be excited to receive based on your research and qualifications.
Your target number: A realistic figure slightly above what you expect to get, giving you room to negotiate down.
Your walk-away number: The absolute minimum you're willing to accept, based on your financial needs and the position's value to your career.
Ideally, ask for a higher salary that's slightly above your target so that if the offer comes in lower than expected, you may still end up close to your goal.
Negotiating a higher salary is just one component of your compensation. Be prepared to discuss:
Sometimes, when there's limited flexibility on base salary, you can gain significant value through these additional benefits.
Most hiring managers build negotiation room into their initial offers. They won't be surprised or offended when you counter. In fact, they might be surprised if you don't. However, companies also have budget limitations and internal equity concerns. Understanding these constraints can help you focus your negotiation on areas where they have flexibility.
Let the employer bring up compensation first. Discussing salary too early in the process can signal that money is your primary concern rather than the role itself. The ideal time to negotiate a higher salary is after you've received a formal job offer but before you've accepted it.
When the job offer is presented, express genuine enthusiasm for the role and the company before discussing compensation. This approach sets a collaborative tone for the negotiation.
For example: "I'm very excited about this opportunity and can see myself making significant contributions to the team. I appreciate the offer of $X, and I'd like to discuss the compensation package further."
When countering, provide a specific number rather than a range, and justify your request with evidence. Whatever counteroffer you make should include logic that the employer feels is fair and reasonable.
Here's an effective approach: "Based on my research of similar roles in this market and the specific experience I bring in [relevant skill], I was hoping for a salary closer to $X. My background in [specific achievement] will allow me to contribute immediately to your team's goals of [company objective]."
If the employer resists your counteroffer, don't immediately concede. Instead, ask questions to understand their constraints and explore creative solutions.
You might say: "I understand there may be budget considerations. Could we discuss a performance review after six months with the potential for an adjustment based on results? Or are there other elements of the compensation package we could ?"
If the employer comes back with a counteroffer, don't immediately accept it. Take time to consider whether it meets your needs and whether there's room for further discussion. Express appreciation for their flexibility while continuing the conversation.
Once you've reached an agreement, request the complete offer in writing, including all the elements of the compensation package you've discussed. Review this document carefully to ensure it reflects your understanding of the terms.
Sometimes, your best leverage is your willingness to decline an offer that doesn't meet your needs. Career experts recognize that you often have more power when you're prepared to walk away. When you've established yourself as a strong candidate through the interview process and negotiations, respectfully declining an inadequate offer can actually enhance your professional reputation. Companies remember candidates who know their worth and stand by it, which can lead to better opportunities—either with that same employer in the future or elsewhere in your industry.
Whether you accept or decline, express appreciation for the employer's time and consideration. If accepting, convey your excitement about joining the team. If declining, keep the door open for future opportunities by maintaining a positive, professional relationship.
Negotiating your job offer isn't just about getting more money. It's about establishing your professional value from day one. The moment between receiving and accepting a job offer represents your greatest leverage in the employment relationship. Now that the opportunity is on the table, it's your move. Use these steps to ensure you make the most of it.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Forbes
6 hours ago
- Forbes
Financial Considerations Of Contract Negotiations For A New Job
When you are considering a new role, there are so many aspects of financial compensation beyond just salary. It's critical to understand and negotiate not only your base salary, but also bonus options, retirement plan options, insurance, and equity compensation. These are the financial considerations of contract negotiations for a new job. Understanding Your Worth Nowadays, understanding the going rate for your role has gotten easier than ever. Between LinkedIn, Glassdoor, and other job sites, you should be able to find a benchmark for salary and benefits for someone in your role with your experience level. Once you have an understanding, you can open negotiations with a fair target in mind. Employment Type Typically, employees are faced with two types of roles: contractors and W2 employees. Contractors typically receive no benefits to minor benefits, paired with a higher salary or commission-based payout. Contractors also usually pay higher taxes per dollar earned, are not entitled to severance, and cannot collect unemployment if they lose their role. W2 employees typically receive health insurance and a retirement plan at a minimum on top of a base salary and other compensation opportunities. If you're looking at net compensation holistically and want to work for a single employer, a W2 role will typically yield the best results. Bonuses When discussing bonuses, it's essential to define metrics for how the bonus pays out. I've seen companies offer employees a 20% performance-based bonus, the person performs above and beyond their job requirements, and the bonus never pays out because the performance threshold was never defined. You'll also want to understand if the bonus is paid in cash or equity compensation. Typically, when you're looking at equity compensation, there are additional considerations regarding liquidity, risk, and taxation. Once everything is to your satisfaction, ensure the language is included in your contract. Equity Compensation How valuable equity compensation is really depends on the company itself. Privately held companies with no hope of ever going public cause shareholders to face significant liquidity risk because they would need to locate a buyer before they can sell their stock. Stocks traded publicly on an exchange are priced daily and match buyers and sellers, making it possible to have cash in hand within a day of choosing to sell. In a contract negotiation, most people want to maximize their cash compensation and have the equity compensation as icing on the cake. The most common forms of equity compensation are as follows: Typically, restricted stock units are doled out as sign-on bonuses and ongoing incentives to stay with the company for a longer time. They also most closely mimic direct compensation out of all these options. Stock units come with vesting schedules so if you leave your employer while the stock is still unvested, you are no longer entitled to that stock. They are also taxable as income as they become available, so if your equity compensation is large and your salary is low, you may be forced to liquidate or pull from other sources to cover your tax bill. Insurance Benefits Independently insuring things like healthcare and disability can come at great personal cost. Having sound insurance benefits in line with yours and your family's needs are critical in negotiation because without coverage, a single event can completely dismantle your entire financial plan. Retirement Benefits At this point, most employers must offer W2 employees some form of a retirement savings plan. For many companies, this comes in the form of a 401(k). For select individuals and executives, you may be able to negotiate higher profit-sharing levels or other executive compensation plans like deferred compensation, which is additional compensation that is tax-deferred, usually until retirement. Contractors are in a different position. Like with insurance benefits, many contractors aren't entitled to retirement benefits but that doesn't mean they can't negotiate. I recently met with a woman who is a top-performing salesperson and an independent contractor. Even though the woman is a top performer, she had historically struggled to save money. Then, the employer decided to allow contractors to have a percentage of her commission checks go directly into their personal retirement plans. This change made it so she could meet her retirement goals in a disciplined way while remaining a contractor. She's also said that if she ever moves employers, she will ensure this type of arrangement is included in her contract. Conclusion When negotiating a new job contract, financial considerations extend far beyond salary. By evaluating bonuses, equity compensation, insurance, and retirement benefits, you can secure a package that aligns with your needs and goals. Understanding your worth and employment type is key to navigating these discussions effectively. A well-negotiated contract ensures long-term financial stability and career satisfaction.
Fast Company
a day ago
- Fast Company
Ready or not, Gen Z Is managing you
By the end of this year, one in ten managers will be from Generation Z. That's not a distant projection. It's happening right now. It's not just a statistic. It's a cultural turning point. I've spent the last decade teaching leadership and strategy to Gen Z students. I've watched them go from unsure first years to confident professionals. And what I've learned is simple: Gen Z isn't waiting for the workplace to change. They're changing it themselves. Recently, Glassdoor released new data showing dramatic increases in the way workplace culture is being discussed. And the results are striking: Well-being mentions are up 222% Burnout is up 126% Boundaries are up 99% Empathy and inclusion are up 76% Clarity is up 52% Each of these tells a story. Each one signals the arrival of a new leadership style, one built on care, communication, and clarity. Let's break them down. 1. +222% in Well-being Mentions Well-being isn't just about yoga and flexible schedules. It's about creating environments where people can thrive. Gen Z leaders don't see this as a perk. They see it as a basic requirement. They talk openly about mental health. They normalize asking for help. And they understand that productivity is impossible without psychological safety. Older generations were often taught to 'leave it at the door.' Gen Z is asking, Why does it need to be that way? They believe the human experience belongs in the workplace—not in spite of professionalism, but as part of it. 2. +126% in Burnout Mentions Gen Z is not afraid to talk about burnout. In fact, they insist on it. Not because they are weaker or less driven, but because they've watched what happens when burnout is glamorized. They've seen family members and mentors pushed to the brink for companies that treated exhaustion as loyalty. Instead, they are redefining ambition. For them, ambition doesn't mean sacrificing your health or identity. It means building sustainable careers with room to breathe and grow. They are more likely to flag unrealistic expectations and call out toxic urgency—not to avoid hard work, but to preserve the long-term well-being of their teams. 3. +99% in Boundaries This is one of the most defining traits of Gen Z leadership. Boundaries are not barriers. They are frameworks for trust. And Gen Z leaders model them openly. They log off when they say they will. They tell their teams not to email at midnight. They expect mutual respect around time, space, and energy. What's most striking is that they apply this to others, not just themselves. They respect their team members' boundaries and hold space for flexibility in a way that older leadership models rarely emphasized. It's not a lack of commitment—it's a different way of leading. 4. +76% in Empathy and Inclusion Gen Z isn't just hoping people feel seen. They're trying to figure out how to make that happen. They want teams where people speak honestly, feel respected, and know their ideas carry weight. They're not chasing perfection, but by all accounts desire connection. And they know that leading with empathy means more than saying the right thing. It's about learning how to listen, adjust, and earn trust over time. Sure, some of it might seem unfamiliar or even off-putting to older generations. But much of the skepticism comes down to communication style, not capability. Gen Z is more comfortable naming feelings. They're more likely to ask for clarity or set a boundary out loud. What's different is that Gen Z managers are open about the learning curve. They want feedback. They want to get it right. And in that effort, they're building something rare, a culture that values presence over polish. 5. +52% in Clarity Clarity is often underrated. But to Gen Z, it's everything. They grew up in a world of information overload and constantly shifting expectations. As leaders, they don't want their teams guessing. They prioritize clear goals, transparent feedback, and honest conversations. They don't believe in vague corporate speak or ambiguous road maps. They believe in being upfront—even when the answer is 'I don't know yet.' This is a powerful shift. It builds trust quickly and reduces anxiety across the board. Clarity is not control. It's confidence. And Gen Z leaders understand the difference. Clarity, Kindness, and Fairness All of this reinforces what I've long believed. And frankly, I'm not surprised. My own research over the past decade has pointed to the same themes—especially around clarity, kindness, and fairness. These aren't just nice-to-have traits. They're the backbone of effective leadership today. What's striking is that Gen Z isn't adopting these values because a consultant told them to. It's how they naturally operate. It's what they expect in a workplace, and it's how they're choosing to lead. The shift is already underway. It didn't come with a press release. It wasn't driven by a top-down directive. It's happening because Gen Z professionals are quietly stepping into leadership roles—and leading in a way that feels more human, more honest, and more sustainable. We don't have to agree on every approach. But we do have a choice: we can dismiss the shift, or we can engage with it. We can meet Gen Z leaders where they are and learn from the clarity, care, and courage they're bringing to the table. Because the future of leadership isn't a battle. It's a bridge. And we're all better off if we're willing to cross it together.
Fast Company
2 days ago
- Fast Company
These 8 highly rated tech companies have 300+ remote jobs to fill
Ditch the commute and embrace the pajama pants-powered productivity of remote work. Plenty of fantastic tech companies are not only offering remote positions but are also highly regarded by their employees. I've scoured the job boards and employee reviews to bring you eight that are actively hiring for hundreds of remote roles right now. Judging from their Glassdoor ratings, these outfits are borderline-beloved by the folks who work at them. If you're on the hunt for a flexible work setup at a company where people genuinely enjoy their jobs, this list is for you. Rula (Glassdoor Rating: 4.6) Rula is a behavioral health technology company on a mission to make high-quality mental healthcare accessible to everyone. It builds tools and services that empower therapists and streamline the process for individuals seeking support. Employees rave about Rula's mission-driven culture and commitment to employee well-being.
