Salary Negotiation Tactics

You're in a job interview, you get the offer—but the salary? Way lower than expected. The worst move? Accepting on the spot. The second worst? Declining outright. Here's how you can take the 'ick' out of negotiating: 1. Start with Gratitude →“Thank you for the offer.” 2. Share Excitement →“I’m really excited about the role and joining the company.” 3. Address the Salary →“Before I accept, I’d like to discuss the salary. It’s below what I believe reflects the market value for my experience.” 4. Reinforce Your Value →“I’m confident my expertise in A and B, and my contributions to C and D will drive success here.” 5. Reiterate Market Value →“Based on my research and track record, I believe a salary range of X to Y would be more in line with the industry.” Where to do research? Check salary data on sites like Glassdoor, Payscale, and LinkedIn, or ask industry peers and recruiters for real-world insights. Pro tip: Use multiple sources to get a well-rounded view and always adjust for location and years of experience. P.S. Have you ever accepted a salary because you didn't know how to negotiation? I'll go first: Yes, I have...

"I like my job and my company, but my salary doesn’t feel right". Aisha had been working in her company for three years. She enjoyed her work. Her team liked her. Her manager was supportive. But every time she saw her salary, she felt unhappy. “I’m doing more work now, but my salary is still the same,” she thought. This happens to many people. They’re happy with their company, but not with their pay. Aisha decided to take it up. Here’s what she did (and what you can learn too): 1. She did her research. Aisha checked online to see what others in her role were earning. She made sure her salary request was fair. 2. She picked the right time. She didn’t just ask suddenly. She booked a proper meeting with her manager—at a time when things were calm at work. 3. She made a list of her work. She wrote down her achievements: A process she improved Clients she helped keep happy Extra tasks she had taken on This showed how she was helping the company grow. 4. She knew what to ask for. Aisha had a clear number in mind. Not too high, not too low—just right for her skills and work. 5. She practiced what to say. She talked through her points with a friend first, so she could speak clearly and with confidence. 6. She stayed calm and polite. During the meeting, she didn’t complain or compare. She simply explained her work and asked for a raise. 7. She talked about the future. Aisha also shared her plans to keep learning and doing even better work in the company. 8. She was ready to talk it out. Her manager didn’t agree right away. There was some back-and-forth. Aisha listened and stayed open to different options, like bonuses or new projects. 9. She followed up. After the meeting, she said thank you. This showed she respected her manager’s time. 📌 What happened next? A few weeks later, Aisha got a raise—and a new opportunity at work. 💡 What can we learn? If you like your job but feel underpaid, don’t stay silent. Make a plan, stay professional, and speak up—just like Aisha did. Hope you have liked the article on how to ask for Salary Increment. Follow Me Smriti Gupta for Career & Resume tips #salarynegotiation #career #leadership

7 Insider Tips for a Winning Salary Negotiation: I have negotiated and been negotiated with more than 100 times over roles and #salaries, in the last decade of my career. In this career insight, I will be sharing 7 MUST salary negotiation hacks that worked like a charm for me. Read the last one (it's my favorite). 1. Overcome the #fear of asking: Most of us don't negotiate because we fear being perceived as greedy or getting our offers revoked. Only ~30% of employees negotiate their salaries. These folks actually end up getting their initial salary raised. HRs are trained to handle such conversations. As someone who is leading an organization, I have obliged to requests if are good reasons for it. 2. Ask for #extreme: Robert Cialdini winning book ‘Influence: The Psychology of Persuasion” highlights this point excellently. Ask for A++ if you want 'A'. The other party will often give you an 'A' happily. This can apply asking for a senior role also. 3. Bring a real #value to the table: Don’t just command that you would like a raise. Instead, write a detailed note of exact 3 unique values and skills you'd bring to the firm. 4. Do your #homework: Don't send a generic list of skills you'd add to the table. Talk to people in the organization, team, and the work they do. You will have a winning salary negotiation if your skills ideally solve a problem for them. 5. #Request, not assert: It's a popular myth that negotiations are always done in a commanding way. Your negotiation email can be in the following format- "Dear XX, thank you so much for the offer. I am really excited to join your organization and your mission. However, I would request you to relook into my offered salary because I will bring 5 unique values to your organization and team. Request to reconsider your offer..." 6. Try to get a #competitive offer: You get leverage once you have a competitive offer. Don't shop around or fake it, since organizations cross-check. Have clarity on which organizations you would prefer to work for and make the request. 7. Understand human #psychology: Research in the USA concluded, judges tended to give fewer death sentences after the lunch break because of fatigue. If you reach out to someone on a Monday, likelihood of your salary negotiation getting approved is low. Thus, try negotiating your salary post lunch on Thursday or Friday. And thank me later :) ** As I wrap up this career insight, I want to say one last thing- Don't take less salary than what you're worth. The future is scary only if we try to avoid it ✊.

Stop wasting job seekers' time. Add the salary in the job description! Salary should be transparent. But since many companies still play games. You need to handle salary conversations strategically. To get paid what you’re worth. 💰 How To Talk About Salary Like A Pro 1️⃣ Know The Market Rate ↳ Research salaries for your role, industry & location. ↳ Use sites like Glassdoor, Levels.fyi, and LinkedIn Salary Insights. 2️⃣ Don’t Disclose Your Current Salary ↳ It’s irrelevant. It can be used to low-ball you. ↳ Your pay should be based on the value you bring. 3️⃣ If No Salary Range Is Listed - Ask! ↳ They may ask for your salary expectations. ↳ Flip it back on them: "I need to learn more about the role but I'm happy to move forward if the salary is in line with the market rate, can you please share the budgeted salary range?" 4️⃣ When Given A Salary Range - Ask If There’s Room For Negotiation ↳ This set expectations & keeps the door open for later. ↳Simply say: "Thanks for sharing, is this range fixed, or is there room for negotiation based on experience and skills?" (You don't need to do this if you're happy with the range). 5️⃣ When You’re Ready To Provide A Range - Be Strategic ↳ Base your range on market research and your expectations. ↳ Make the lower end of your range close to your ideal salary. 6️⃣ Negotiate At Offer Stage ↳ This is when you have the most leverage. ↳ When you get the offer, respond with: "Thank you for the offer! I’m really excited about this role and I loved learning about the team and goals. Based on my skills and the value I feel I can bring to this, I was wondering if you would consider increasing the offer to something in the range of [range]? Is there flexibility to align with that?" I recently helped a friend negotiate an extra 15% increase for a Director level role - he called it a "life changing" amount of money. Don't leave money on the table: - Know your worth - Ask the right questions - Negotiate with confidence ♻️ Repost to help others get paid what they deserve. 👋🏼 Follow Dan Mian for more job search insights.

If you don’t want a 30% hike in your CTC at your next job, scroll past. But if you’re tired of hearing “This is our final offer” and settling for less then this is for you. Your negotiation doesn’t start when HR asks about your expectations. It starts the moment you know your worth. Here’s what most people get wrong: ✖️ They accept the first number without question. ✖️ They’re afraid to “seem greedy.” ✖️ They haven’t researched what the market pays for their skills. Here’s what I teach my students to do differently: ✔️ Research like a pro: Don’t just Google “average salary.” Dig deeper. Use real-time data, talk to peers, and know the exact range for your role in your city. Use platforms like Glassdoor, LinkedIn Salary Insights, and industry forums to know the real numbers for your role and experience. ✔️ Lead with results, not requests: Instead of “I want a higher salary,” say “I’ve increased team efficiency by 25% in my last role, and industry data shows my profile commands ₹X–₹Y in this market.” ✔️ Let HR speak first: Don’t rush to reveal your number. Listen, then counter with data and confidence. ✔️ Be ready for a ‘no’ and have a backup: If the number can’t move, negotiate for bonuses, extra leave, or learning opportunities. Sometimes, the real value is in the benefits package. ✔️ Never apologize for asking: You’re not being difficult. You’re being professional. Employers expect negotiation from top talent. If you’re preparing for interviews this month, don’t just focus on clearing rounds. Prepare for the conversation that determines your true worth. Because while everyone else is accepting what they’re given, you’ll be the one walking out with the offer you actually deserve. #salarynegotation #knowyourworth #jobsearch #interviewpreparation #careergrowth #hike

10 Steps to Negotiate a Big Pay Rise with Specific Tips Mastering these strategies has enabled my senior leadership clients across industries and geographies to secure promotions and salary hikes exceeding 35%, even in challenging economic times. Because these steps helped them demonstrate their value as the professionals their companies need to navigate tough periods successfully. 1️⃣ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗬𝗼𝘂𝗿 𝗠𝗮𝗿𝗸𝗲𝘁 𝗩𝗮𝗹𝘂𝗲 ↳ Ask people you trust in your network in similar industries and in senior roles, to understand the band of salaries for your role/industry/location/experience combo. ↳ Make note of the upper limits. ↳ The next points will help you position your value as exceeding and deserving of those upper limits. 2️⃣ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗩𝗮𝗹𝘂𝗲-𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 ↳ Create a results-driven portfolio highlighting your contributions and impact. ↳ List accomplishments like revenue generated, costs saved, team improvements, or successful projects. 3️⃣ Prepare Your Business Case (𝗬𝗼𝘂𝗿 𝗩𝗮𝗹𝘂𝗲 = 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗥𝗲𝘀𝘂𝗹𝘁𝘀) ↳ Frame your ask in terms of value to the organization. ↳ Draft a precise pitch that connects your achievements to the company’s goals ↳ “I’ve led initiatives that saved $100M annually, and the pipeline is a solid $150M, and I’d like my compensation to reflect the value I bring.” 4️⃣ 𝗣𝗶𝗰𝗸 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗧𝗶𝗺𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 ↳ Pick the right moment, such as after a successful project or during annual budget planning. ↳ Schedule a meeting with your manager to discuss your growth and compensation explicitly. 5️⃣ 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗡𝘂𝗺𝗯𝗲𝗿 ↳ Decide on your desired salary, the range within which you’re willing to play, and a walk-away point. ↳ Be confident and prepared to share the rationale behind your number. 6️⃣ 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗬𝗼𝘂𝗿 𝗣𝗶𝘁𝗰𝗵 ↳ Practice with your coach to avoid wobbles. ↳ Role-play the conversation, focusing on staying calm and concise. Anticipate objections and prepare confident, value-driven responses. 7️⃣ 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗙𝘂𝘁𝘂𝗿𝗲 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗶𝗼𝗻𝘀 ↳ Emphasize your ongoing value, not just past performance. ↳ Outline a plan of how you’ll contribute in the next 6-12 months. 8️⃣ 𝗦𝘁𝗮𝘆 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 ↳ Avoid emotional arguments or ultimatums. ↳ Phrase your ask constructively, such as, “I really enjoy working here ..” 9️⃣ 𝗕𝗲 𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗼𝗳𝗳𝗲𝗿𝘀 ↳ If your initial ask isn’t met, consider non-monetary benefits. ↳ Negotiate for perks like additional vacation days, a performance bonus, or professional development funding if salary adjustments aren’t possible immediately. 🔟 𝗙𝗼𝗹𝗹𝗼𝘄 𝗨𝗽 𝗶𝗻 𝗪𝗿𝗶𝘁𝗶𝗻𝗴 ↳ Ensure clarity and commitment by documenting the discussion. ↳ Send a polite email summarizing your conversation, agreement, and next steps. ♻️ Share the post to inspire your tribe. 🔔 Follow Meera Remani for practical insights on leadership success.

"I am about to get tapped for a promotion. The job I'm being asked to do will require significantly more hours, time on the road, and mental strain than the position I'm in now. My company has an internal promotion salary cap at 10%. I already feel underpaid. A 10% increase isn't going to feel worth it to me. I am really torn because the opportunity is a great way to expand my leadership experience and make a significant impact on the business. Still, I want to ensure my time is valued. What should I do?" Dear Job Seeker: Oh the old internal candidate arbitrary salary limit: 𝗣𝗮𝘆 𝘁𝗵𝗲𝗺 𝗹𝗲𝘀𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗰𝘁 𝗺𝗼𝗿𝗲. Here's your playbook: 1. Figure out what is at stake. - What is the worst that can happen? If you turn down the opportunity, can you stay in your current role? What relationships are at play? 2. Benchmark salaries HR needs data. In order to build a case for expanding the salary, present numbers. How do you find salary data? California, Colorado, Connecticut*, Hawaii, Illinois, Maryland*, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington require companies (some dependent on size) to include salary information in posted job descriptions. Search LinkedIn or Google jobs for job titles at companies with similar headcount/revenue and review salary insights. Most HR professionals consider PayScale to be the most accurate free salary transparency website. However, it primarily provides industry averages rather than insights specific to individual organizations. Personally, I find that insights directly from job descriptions are more valuable. 3. Present your leadership with a counteroffer. The presence of a negotiation often allows for easier passage over some structural barriers. The best time to negotiate your salary is when you're in demand. Negotiate before accepting the new offer. Armed with data, present your case for why the role should be paid at a higher rate. Remember-- they will pay more if they have to hire an external candidate. If they say no-- push for a timeline. Ask if they will consider a date for a mid-cycle review or put a bonus structure plan in place for the position. If you do not ask, you will not receive. 4. If they still say no.... you have a decision to make. ┿ Take the job and know you're underpaid. ┿ Decline the opportunity and stay in your current role. ┿ Take the job and start job searching right away. Leverage the new title in your job search efforts. 𝗕𝗲 𝗺𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗿𝗮𝗱𝗲𝗼𝗳𝗳 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝘁𝗶𝗺𝗲 𝗮𝗻𝗱 𝗺𝗼𝗻𝗲𝘆 Remember, your time is valuable. When you work more hours, that time is subtracted from other areas, potentially leaving you with less time for family, hobbies, or unpaid activities. Career coaches, HR leaders, and professionals: What advice do you have for this candidate who is navigating an internal promotion? #internalpromotion #salarynegotiation

A client of mine just turned in incredible performance, was given a bigger role, but got a TINY raise. Why? Here is why and how to get a big raise instead: Companies normally give very small raises that are in line with inflation. This is because they usually are not making a lot more money themselves, so raising salary or total compensation faster than their profits go up is unsustainable. Companies give small raises as a matter of budget control. But, managers (specifically your manager) may fight to give you more. If you want that, you need a few things: 1. A manager willing to push to get you an "exception". 2. Strong performance data that this manager can use to make that case 3. (Optional but valuable): A higher competing offer The manager's motivation can come from liking, trusting, and valuing you, and/or from the fear of loss from a competing offer. You can absolutely get your manager to want to fight for you: --Build a partnership where it is truly in their OWN best interest. Be valuable enough to the manager and the company that they believe they should invest in getting you an outsize raise. You do this through both relationship AND value. Both being easy to work with / liked and delivering a lot of results that make the manager's job easier. --Help them to believe that paying you more is "fair." This is related to being valued, but also involves showing them your market value, or how your compensation is lower than others who are doing less. Ultimately you want you manager to feel that they have a morale, logical, and personal case to fight for you. You want them to believe that paying you more is right, is good business sense, and is also crucial to their own success. Finally, you cannot leave these things to chance. In most companies your manager is given a budget and some default recommendations. They are busy, and fighting these recommendations takes a lot of time and effort. If you have not set them up with both different expectations (knowing clearly that you want more) and the information / performance for them to make that case, then they will likely just accept the defaults. If you want a bigger change, you have to create the circumstances. Get promoted, get a competing offer, or have a manager who is ready to really fight for you. If you know another way to get a bigger raise, share it!

“I don’t want to come across as that candidate.” That’s what my client said right before we started working on her salary negotiation strategy. She was already the top choice for the role. She had aced the interviews. The offer was coming. But when it came to the money talk, she froze. She didn’t want to sound greedy, pushy, or risk losing the offer altogether. Here’s what we worked on instead: ✨ Positioning herself as a star candidate from the start - resume, referrals, and interviews all building her credibility. ✨ Gathering context and data before numbers - bonuses, benefits, and everything that adds value. ✨ Keeping her tone collaborative, not confrontational. When the offer came, she simply said, “I’ll miss about seven months of bonuses at my current company.” No demands. No ultimatums. Just calm, factual context. Within 12 hours, she got a 10% sign-on bonus on top of a 25% pay bump. Great negotiation isn’t about being aggressive. It’s about being informed, clear, and confident.

If you accept the first salary offer, you just left money on the table. Most people do this. They get an offer, and instead of pushing back some… they just take it. That’s exactly what one of my students almost did, until I showed them how to negotiate like they should. Here’s what happened: They were working as a Systems Engineer and landed an offer for $10K more than their current salary. Not bad, right? But then they did some research. The market rate for their role was actually $10K-$20K HIGHER than what they were offered. So they came to me and said, “Broadus, I know I deserve more, but how do I ask for it?” This is what I told them: You don’t just ask for more money. You PROVE why you’re worth it. Here’s the exact script I gave them: 👉🏾 Hey [Recruiter’s Name], based on my research and experience, I’d love to revisit the salary discussion. Here are four key reasons why: 1️⃣ I’ve been in an engineering role for over a year and a half, gaining the necessary experience. 2️⃣ During interviews, hiring managers told me I exceeded expectations. 3️⃣ As an internal hire, I understand the company’s process, reducing ramp-up time. 4️⃣ I already have 70-80% of the required skills for this position. Based on industry data, this role in my location typically pays between $X and $Y. 👉🏾 What are the chances we can meet at [$X] instead? And guess what? The recruiter came back with a $10K increase. Here’s why this works: 👉🏾 It’s a logical, value-based argument, not an emotional plea. 👉🏾 It provides specific proof, you’re showing, not just telling. 👉🏾 It uses market data, you’re backing your ask with facts. 👉🏾 It’s a COLLABORATION, not a demand, the phrase “What are the chances?” makes it a discussion. If you’re about to negotiate your salary, do these three things: ✅ Research your salary range (Glassdoor, Levels.fyi, LinkedIn Salary Insights). ✅ List out your key value points, what makes you the best choice? ✅ Use this script and ask with confidence. The first offer? It’s NEVER their best offer. Negotiate. Ask. Demand your worth. If you want more real-world strategies to land high-paying cloud roles, drop a "Script" in the comments, and I will send you a script you can use on your negotiations!