You just got a job offer. Your heart’s racing. The number looks decent—maybe even good. And every instinct screams: accept it before they change their mind.

Don’t.

That impulse is about to cost you tens of thousands of dollars. Not just this year—but compounded over your entire career.

Here’s the uncomfortable truth: the other side expects you to negotiate. They’ve built room into that offer. When you don’t push back, you’re not being gracious or grateful—you’re leaving money on the table that they fully anticipated giving you.

I’ve watched IT professionals leave $10,000, $20,000, even $50,000 behind because they were afraid of a conversation that takes 15 minutes. Let me show you how to have that conversation—and win.

The Numbers Don’t Lie: Why Negotiation Matters

Let’s start with the math that should make you uncomfortable.

According to Dice’s latest research, the average tech professional earns $112,521. But here’s what they don’t mention: that’s the average. The professionals who negotiate consistently earn 10-20% more than those who don’t.

Run that through a compound interest calculator over a 30-year career. A $10,000 starting salary difference—assuming 3% annual raises—translates to over $500,000 in lost lifetime earnings. That’s a house. That’s your kids’ college education. That’s retiring five years earlier.

And here’s the kicker: roughly two-thirds of people who negotiate get what they ask for. Two-thirds. Those are better odds than most lottery tickets you buy for fun.

Yet only about 60% of tech professionals negotiate at all. The rest just… accept.

Don’t be in that group.

The 7 Negotiation Mistakes Costing You Thousands

Before we talk strategy, let’s talk about what’s probably already gone wrong. These are the mistakes I see IT pros make constantly—and they’re expensive ones.

Mistake #1: Accepting the First Offer

I get it. You’re relieved. You’re excited. And the offer seems reasonable.

But companies don’t offer their best number first. They offer the lowest number they think you’ll accept. There’s always room—often 10-20% more than the initial figure.

One hiring manager confessed to me: “I build in negotiation room on every offer. When someone just accepts, I think… well, that was easy.” Don’t be easy.

Mistake #2: Revealing Your Current Salary

This is a trap, and it’s increasingly illegal.

Salary history bans now exist in 21 states, including California, New York, and Massachusetts. Why? Because anchoring your new salary to your old one perpetuates underpayment.

If you’re making $70,000 and the role should pay $95,000, sharing your current salary gives the employer an excuse to offer $80,000 and call it a “significant raise.”

What to say instead: “I’d prefer to focus on the value I’ll bring to this role and what’s competitive in the current market.”

Mistake #3: Negotiating Too Early

Don’t tip your hand before you have an offer in writing.

When a recruiter asks “What are your salary expectations?” in the first call, they’re fishing for an anchor. If you say $90,000 and they were planning to offer $110,000, congratulations—you just cost yourself $20,000.

Better response: “I’d like to learn more about the role and responsibilities before discussing compensation. What range has the company budgeted for this position?”

In states like California and New York, they’re legally required to share the compensation range anyway.

Mistake #4: Using Inaccurate Salary Data

Here’s something the compensation sites don’t want you to know: Glassdoor, Payscale, and Comparably are wildly inaccurate for tech salaries.

These sites heavily mistreat equity compensation (which can represent 20-50% of total comp at tech companies) and are often years out of date. I’ve seen them undershoot actual market rates by $30,000 or more.

Better sources:

  • Levels.fyi - Actual verified compensation data from tech workers
  • Robert Half Salary Guide - Updated annually with regional data
  • LinkedIn’s salary insights - Based on member-reported data
  • Actual conversations with people in similar roles

That last one is the gold standard. Nothing beats asking someone who does what you do, at a similar company, what they actually earn.

Mistake #5: Only Negotiating Base Salary

Total compensation includes far more than your base. At many tech companies, base salary is just 50-60% of the package.

Components you can negotiate:

  • Signing bonus - Often the easiest to increase
  • Equity/RSUs - Can be worth more than salary over time
  • Annual bonus target - Often 10-25% of base
  • Remote work flexibility - Has monetary value
  • PTO/vacation days - Extra week = ~2% raise
  • Professional development budget - Certifications, conferences
  • Relocation assistance - Even if you’re not moving far

Dice’s research found massive gaps between what tech workers want and what they get. Only 19% receive work-from-home stipends despite 53% wanting them. That’s negotiating leverage.

Mistake #6: Using Personal Financial Needs as Justification

“I need $X because I have student loans” or “I just bought a house” are not negotiating arguments. They’re irrelevant to your market value.

Your worth is determined by:

  • The market rate for your skills
  • The value you bring to the company
  • Supply and demand for your expertise

Personal expenses, however sympathetic, won’t convince a hiring manager. They might even hurt you—it signals you haven’t done your homework on market rates.

What works instead: “Based on my research into market compensation for this role and my [specific skills/experience], I believe $X is a fair figure.”

Mistake #7: Negotiating Against Yourself

I’ve seen candidates do this: “I was thinking around $90,000… but honestly, $85,000 would be fine too.”

Stop. Never negotiate against yourself. State your number. Then be quiet.

Silence is uncomfortable—embrace it. The recruiter will respond. If they push back, that’s when you can discuss flexibility. But don’t undercut your own position before they even object.

What IT Salaries Actually Look Like in 2026

Before you negotiate, you need ammunition. Here’s what the Bureau of Labor Statistics reports as median salaries in 2024 (add 3-5% for 2026 estimates):

RoleMedian Salary
Computer and Information Systems Managers$171,200
Software Developers$133,080
Information Security Analysts$124,910
Computer Systems Analysts$103,790
Network Support Specialists$73,340
Computer User Support Specialists$60,340

But these are medians. The 75th percentile often earns 20-30% more. For sysadmins specifically, Robert Half’s data shows:

  • 25th percentile: $68,000
  • 50th percentile: $81,500
  • 75th percentile: $97,750
  • Top performers: $115,750+

Where do you fall? More importantly—where should you fall based on your skills?

The AI Premium: Your Strongest Negotiating Card

Here’s something most IT pros don’t realize: AI skills are worth real money right now.

According to Robert Half’s compensation research, professionals working on AI solutions earn 17.7% more than their non-AI peers. Some sources report premiums as high as 50%.

And the demand is exploding. Dice reports that AI requirements in job postings jumped from 10% to nearly 33% in just one year.

If you have any AI/ML skills—even foundational ones—leverage them hard:

  • Experience with LLMs or prompt engineering
  • Machine learning implementation
  • AI tool integration (GitHub Copilot, ChatGPT API, etc.)
  • Data pipeline work that feeds ML models

These skills have premium value. Price them accordingly.

For more on developing high-value skills, check out our guide on technical skills in demand. And if you’re looking to boost your credentials, explore our IT certifications hub for the most valuable certs in 2026.

The Negotiation Playbook: Step by Step

Enough theory. Here’s exactly what to do when that offer comes in.

Step 1: Buy Yourself Time

Never accept on the spot. Even if the offer is amazing.

What to say: “Thank you so much—I’m really excited about this opportunity. I’d like to take a few days to review the full offer. Can you send me the details in writing?”

This accomplishes three things:

  1. You get the offer documented
  2. You have time to research and prepare
  3. You signal that you’re a thoughtful professional, not desperate

Ask for at least 3-5 business days. A week is better.

Step 2: Research Your Market Value

Now you do your homework. Pull data from:

  • Levels.fyi for your specific company (if available)
  • LinkedIn salary insights for your role and location
  • Robert Half or Dice salary guides
  • Conversations with peers (if comfortable)

For IT-specific salary data, our IT salary survey and salary reality guide have detailed breakdowns. If you’re targeting a cybersecurity role, our cybersecurity salary guide provides role-specific ranges. For developers, check out our Python developer salary guide or JavaScript developer salary analysis.

Step 3: Identify Your BATNA

BATNA = Best Alternative To a Negotiated Agreement.

In plain English: what’s your backup plan if this negotiation fails?

Strong BATNA:

  • Another offer from a different company
  • A current job you’re happy enough to keep
  • Strong demand for your skills in the market

Weak BATNA:

  • Unemployed with no other prospects
  • Desperate to leave current job
  • Niche skills with few openings

Your BATNA determines how aggressively you can negotiate. With another offer in hand, you can push hard. With nothing else lined up, you’ll want to be more strategic.

The best thing you can do? Interview at multiple companies simultaneously. Competing offers are the ultimate negotiating leverage.

Step 4: Calculate Your Counter

Here’s the math:

  • If the offer is below market: Counter 15-25% higher
  • If the offer is at market: Counter 10-15% higher
  • If the offer is above market: Counter 5-10% higher (focus on other benefits)

Why counter even above-market offers? Because they expect it, and there’s usually room. The counter shows you know your worth.

Step 5: Make the Ask

This is where most people freeze. Here are scripts that actually work:

For phone/video:

“Thank you for this offer. I’m genuinely excited about joining [Company] and working on [specific project/team]. After reviewing the market data for this role and considering my experience with [specific valuable skills], I was hoping we could discuss the base salary. Would the team have flexibility to move to $[X]?”

For email:

Subject: Re: [Job Title] Offer - Follow Up Questions

Hi [Recruiter Name],

Thank you again for the offer to join [Company] as [Title]. I’ve had time to review the details and I’m very enthusiastic about the opportunity.

After researching market compensation for this role and reflecting on the value I’ll bring—particularly my experience with [specific skills/achievements]—I’d like to discuss whether there’s flexibility on the base compensation. Based on my research, I believe $[X] would be more aligned with the market for someone with my background.

I’m also interested in discussing [signing bonus/equity/other benefits] as part of the overall package.

I’m committed to making this work and excited to continue the conversation.

Best, [Your Name]

Key elements:

  • Express enthusiasm (you want them to fight for you)
  • Reference specific value you bring
  • Cite market research, not personal needs
  • Make a specific ask—not a range
  • Leave room for discussion on other components

Step 6: Handle the Pushback

They might say yes immediately. More likely, you’ll get pushback. Here’s how to respond:

“This is our final offer.”

“I understand there may be constraints on base salary. Are there other components of the package that have more flexibility—like signing bonus, equity, or start date?”

“We can’t go that high.”

“I appreciate you looking into it. What’s the highest the team could go? I want to make sure we can find something that works for both sides.”

“We need an answer today.”

“I’m very interested in this role, but this is an important decision. I can commit to having an answer by [reasonable date—2-3 days].” (Note: pressure tactics often indicate a company you might not want to work for anyway.)

“What’s your current salary?”

“I’d prefer to focus on the market rate for this role and what I can contribute. Can you share what range you’ve budgeted?”

Negotiating Beyond the Job Offer

Salary negotiation isn’t just for new jobs. You should also negotiate:

Annual Raises

Most companies give 3% annual raises automatically. Top performers often receive nothing extra unless they ask.

Approach your manager 1-2 months before review cycles with:

  • Specific accomplishments from the past year
  • Evidence of expanded responsibilities
  • Market data showing your current salary vs. market rate
  • A specific number you’re asking for

Don’t wait for them to offer more. Ask directly.

Promotions

Promotion often comes with a default salary bump of 5-10%. That’s usually negotiable to 15-20% if you can demonstrate the market rate for the new role exceeds what they’re offering.

Counter-Offers (When Leaving)

If you’ve accepted an offer elsewhere and your current employer counter-offers, be cautious. Data suggests that 50-80% of people who accept counter-offers leave within 18 months anyway.

Why? The underlying reasons you were leaving usually don’t change. You just temporarily cost more.

Special Situations

Negotiating Your First IT Job

New to IT? You still negotiate—just differently.

You may not have leverage on salary, but you can negotiate:

  • Start date - Extra time to wrap up current commitments
  • Review timeline - “Can we revisit compensation at 6 months instead of 12?”
  • Training/certification budget - Invest in yourself
  • Remote work flexibility - Increasingly valuable

Read our guide on entry-level IT jobs for more on landing and negotiating your first role. If you’re exploring certification options to boost your starting pay, check out which IT certification to get first or learn about CompTIA A+ career outcomes.

Negotiating Remote IT Positions

Remote roles add complexity because companies often adjust for location.

Key considerations:

  • Know if they pay “location-based” or “same for everyone”
  • Cost of living adjustments may apply
  • Remote stipend/equipment budget is often negotiable
  • Timezone flexibility has value

Our remote IT jobs guide covers high-paying remote positions specifically. See also our comprehensive guide on remote IT jobs in 2026 for more options.

Negotiating at Startups vs. Big Tech

Different beasts entirely.

Startups:

  • Base salary is often more constrained
  • Equity is usually very negotiable
  • Titles are flexible (and matter for future jobs)
  • Non-monetary perks often have room

Big Tech:

  • Levels/bands often dictate base salary ranges
  • Signing bonus is usually most flexible
  • Equity refreshers can be negotiated
  • Competing offers move the needle significantly

Negotiating After a Layoff

This is psychologically hard but strategically no different.

You might feel desperate—but don’t show it. The market doesn’t know your situation unless you tell them. You still have skills. You still have market value.

If anything, the current tech unemployment rate of 2.5% means demand for IT talent remains strong. Use that.

What About Internal Transfers?

Negotiating an internal transfer or promotion is different from external offers because you have less leverage (no competing offer) but more information (you know the company, they know you).

Strategy adjustments:

  • Document your value extensively - Projects shipped, money saved, problems solved
  • Research internal pay bands - Sometimes this info is findable
  • Know your market value externally - “I’ve received recruiter outreach at $X” is powerful
  • Be prepared to leave - Sometimes the only way to get market rate is to actually leave

If internal negotiation fails, our guide on switching IT careers can help plan your next move. Also read Reddit sysadmin career advice for real-world perspectives from IT veterans.

The Gender Gap in Tech Negotiation

Let’s address this directly: research shows women in tech who negotiate receive average raises of 15%, compared to 19.7% for men who negotiate.

This gap exists despite women negotiating at nearly the same rate (60% vs. 68%).

What helps:

  • Have concrete data - Makes it harder to dismiss your ask
  • Anchor high - Research suggests women often anchor lower
  • Practice - Rehearse with friends or mentors
  • Know it’s expected - You’re not being “difficult”

For more on navigating tech careers as a woman, see our article on women breaking barriers in IT. Our cybersecurity careers hub also covers high-paying security roles with strong demand.

The Mental Game: Getting Over the Fear

Let’s be honest: negotiation feels uncomfortable. You might worry:

  • “What if they rescind the offer?”
  • “What if they think I’m greedy?”
  • “What if I damage the relationship?”

Here’s reality:

Offers are almost never rescinded for negotiating. It happens less than 0.5% of the time. Companies invest significant time and money in hiring. They don’t throw that away because you asked for more money.

They expect you to negotiate. Not negotiating actually signals that you might not advocate for yourself—or the company—in other situations.

It’s a business transaction. The recruiter isn’t personally offended. They negotiate with candidates constantly. It’s their job.

The worst realistic outcome? They say “no, this is our best offer” and you decide whether to accept. That’s it.

FAQ

How much should I ask for above the initial offer?

A counter of 10-20% above the initial offer is generally considered reasonable. If the offer is significantly below market rate, you can go higher with justification. The key is having data to support your number.

What if the company says the offer is non-negotiable?

Some companies genuinely have fixed compensation bands. In that case, negotiate other elements: signing bonus, equity, vacation time, remote flexibility, review timeline, or professional development budget. There’s almost always something flexible.

Should I negotiate even if I’m happy with the offer?

Yes—with nuance. If the offer is already at or above market rate and you don’t want to risk the relationship, you might accept base salary but negotiate something smaller (extra vacation, signing bonus, or start date). The key is to demonstrate you know your worth.

Is it okay to negotiate via email vs. phone?

Both work. Email gives you time to craft your message perfectly and creates documentation. Phone/video allows for real-time discussion and reading reactions. Many people prefer to negotiate over phone but follow up via email to confirm agreements.

How do I negotiate when I really need this job?

Carefully—but you still negotiate. Even a modest counter (5-10%) is worth attempting. Focus on expressing enthusiasm while making your ask. And remember: the company doesn’t know you’re desperate unless you tell them.

The Bottom Line

Salary negotiation isn’t optional if you want to earn what you’re worth. The data is clear: most people who negotiate succeed, and those who don’t leave hundreds of thousands of dollars on the table over their careers.

The skills you need are learnable:

  • Research your market value
  • Practice your scripts
  • Make the ask
  • Handle objections professionally

Every negotiation gets easier. The first one is the hardest. But that first one might also be worth $10,000 or more.

You’ve worked hard to build your IT skills. Now make sure you’re paid for them.

Ready to level up your career? Check out our IT career advice guide or explore how to prepare for technical interviews to nail your next opportunity.

Sources and Citations

Salary Data and Industry Reports

Negotiation Research and Statistics

Negotiation Strategies and Guides