You’ve just received a job offer. The salary looks… okay. Your instinct says accept it before they change their minds.

Here’s what that instinct is costing you: an average of $5,000 per negotiation, according to research published in the Journal of Organizational Behavior. Over a 30-year career? That’s potentially $600,000+ in lost earnings.

Yet 55% of candidates accept the first offer without negotiating. Among those who do negotiate, 66% get exactly what they ask for.

This isn’t a guide about being aggressive or playing hardball. It’s about understanding a simple truth: employers expect you to negotiate. When you don’t, you’re not being humble—you’re leaving money on the table that was already set aside for you.

Let’s fix that.

Why Most IT Professionals Don’t Negotiate (And Why They Should)

The excuses are predictable:

  • “I don’t want to seem greedy”
  • “They might rescind the offer”
  • “I’m just happy to have the job”
  • “I don’t have leverage in this market”

Here’s the reality: hiring managers budget for negotiation. When you accept the first offer, that extra money doesn’t go to charity—it goes back into the hiring budget or someone else’s pocket.

In the r/ITCareerQuestions community, you’ll find countless posts from people who accepted without negotiating, then discovered their coworkers make significantly more. The regret is real.

The Numbers Don’t Lie

Research from Procurement Tactics’ salary negotiation statistics reveals:

  • Candidates who negotiate receive an average 18.83% increase from initial offers
  • The lowest reported increase was 5%, the highest was 100%
  • 73% of candidates with multiple offers achieve 15-21% higher compensation
  • 87% of tech hiring managers typically offer higher salaries to candidates with specialized skills

These aren’t theoretical numbers. This is money you could be earning right now.

If you’re wondering whether your skills are in demand, our guide on technical skills in demand can help you understand your market position.

When to Negotiate (Timing Is Everything)

The Golden Window

Your leverage is highest after you receive a written offer but before you accept it. This is when:

  • The company has already decided they want you
  • They’ve invested significant time and money in the hiring process
  • Losing you means starting over with their second-choice candidate
  • Your competition (other candidates) is gone

The moment you say “yes,” your leverage drops to near zero.

When NOT to Negotiate

Don’t negotiate during:

  • The recruiter screen: They’ll ask about salary expectations—deflect politely
  • Technical interviews: Focus on demonstrating your skills
  • Before receiving a written offer: Verbal offers don’t count

The exception: If they pressure you for a number early, you can say:

“I’m focusing on finding the right fit right now. Once we determine this is a mutual match, I’m confident we can work out compensation that reflects my value.”

The Pre-Negotiation Research Phase

Walking into a negotiation without data is like walking into a technical interview without knowing the tech stack. You might survive, but you won’t thrive.

Step 1: Know Your Market Value

Use these resources to establish your baseline:

  1. Levels.fyi - Crowdsourced compensation data with breakdowns by company and level
  2. Glassdoor Salaries - Broad salary data with company-specific info
  3. Bureau of Labor Statistics - Government data on tech occupations
  4. LinkedIn Salary Insights - Available through LinkedIn Premium

For specific role benchmarks, check our comprehensive guides:

Also explore our IT certifications topic hub for credentials that boost your negotiating power, and our cybersecurity careers hub if you’re targeting security roles.

Step 2: Leverage Pay Transparency Laws

As of 2025, approximately 15 states have pay transparency laws, including California, New York, Colorado, and Washington. Employers in these states must include salary ranges in job postings.

Use this to your advantage:

  • Screenshot the original job posting with the salary range
  • If offered at the bottom of the range, you have data to request the middle or top
  • Even if you’re not in these states, jobs posted there reveal company pay bands

Step 3: Create Your “Thrill Number”

Your thrill number isn’t your bottom line—it’s the salary that would make you genuinely excited.

How to calculate it:

  1. Start with your current salary (or market median if you’re switching careers)
  2. Add 20-30% for a compelling move
  3. Factor in cost of living differences (if relocating)
  4. Consider the full compensation picture (more on this below)

This number guides your counter-offer. It should be ambitious but defensible.

Understanding Total Compensation (It’s Not Just Base Salary)

Junior IT professionals often fixate on base salary while ignoring thousands in additional compensation. In tech, total comp includes:

The Full Package Breakdown

ComponentDescriptionNegotiability
Base SalaryYour fixed annual payMedium-High
Signing BonusOne-time payment to startHigh
Annual BonusPerformance-based pay (10-20% typical)Low-Medium
Equity/RSUsStock grants, usually vesting over 4 yearsHigh
401(k) MatchEmployer retirement contributionLow
PTOVacation days, sick leaveMedium
Remote WorkFlexibility arrangementMedium-High
Professional DevelopmentTraining budget, certificationsHigh

The Order of Negotiation Difficulty

According to Candor’s salary negotiation guide, components from easiest to hardest to negotiate:

  1. Signing bonus (easiest—doesn’t affect ongoing budget)
  2. Equity/RSUs
  3. Start date (can sometimes include extra sign-on)
  4. Base salary (hardest—affects future raises)

Pro tip: If they can’t budge on base salary, shift to signing bonus. A $10,000 signing bonus is often easier to approve than a $10,000 salary increase because it doesn’t compound annually.

For more context on what different IT roles actually pay, our IT salary survey analysis breaks down compensation by specialization and experience level.

The Negotiation Script: What to Actually Say

Theory is nice. Scripts are better.

When They Call With the Offer

Recruiter: “We’d like to extend an offer! The base salary is $95,000 with a $5,000 signing bonus and standard benefits.”

You: “Thank you so much—I’m excited to receive this offer. I’ve really enjoyed meeting the team, and [specific positive thing about interviews]. I’d like to take some time to review the complete package. Could you send over the full details in writing? And is there flexibility on the timeline to respond?”

Why this works:

  • You expressed enthusiasm (important!)
  • You didn’t say yes OR no
  • You asked for time and details in writing
  • You’re signaling this isn’t a done deal

The Counter-Offer Call

Always negotiate by phone, not email. Email is for scheduling the call and confirming agreements afterward.

You: “Thanks for giving me time to review. I’m genuinely excited about this opportunity and [Company]. After researching the market and considering my experience with [specific relevant skill], I was hoping we could discuss the compensation package.”

Recruiter: “Sure, what did you have in mind?”

You: “Based on my research using Levels.fyi and Glassdoor, and given my [X years of experience with Y technology], I was hoping we could get closer to $115,000 for the base salary. I’m also curious if there’s flexibility on the signing bonus or equity.”

Recruiter: [Various responses—see below]

Handling Common Responses

“This is the best we can do.”

“I understand there may be constraints. If the base salary is firm, is there flexibility on the signing bonus? An additional $10,000 sign-on would help bridge the gap.”

“We don’t negotiate with candidates at your level.”

“I appreciate the transparency. Could you help me understand the typical timeline for performance reviews and salary adjustments? And is there any flexibility on PTO or professional development budget?”

“We need to check with the hiring manager.”

“Of course, I completely understand. I’m available [specific times] if they’d like to discuss directly.”

“The budget for this role is set.”

“I hear you. What about the equity component? Or could we discuss an accelerated review timeline—say, a six-month check-in with the potential for adjustment based on performance?”

The Follow-Up Email

After your call, send a brief confirmation:

Subject: Following Up on [Position] Compensation Discussion

Hi [Recruiter],

Thank you for the conversation today. To confirm, I’m requesting:

  • Base salary adjustment to $115,000 (from $95,000)
  • Alternatively, an increased signing bonus of $15,000 (from $5,000)

I’m very interested in joining [Company] and confident we can find a number that works for both of us.

Looking forward to hearing back.

[Your name]

Equity and RSUs: The Negotiation Most People Skip

If your offer includes equity, you have another significant lever to pull. For IT professionals at startups or public tech companies, equity can represent 20-50% of total compensation.

Understanding Your Equity

RSUs (Restricted Stock Units): Essentially stock shares given to you over a vesting period (typically 4 years). At public companies, these have clear value.

Stock Options: The right to buy shares at a “strike price.” Profitable if the company’s value increases above your strike price.

According to EquityFTW’s negotiation guide, the initial grant is usually your best opportunity to negotiate equity—refreshers tend to be standard.

Questions to Ask About Equity

  • What is the vesting schedule? (Standard is 4 years with 1-year cliff)
  • How many total shares outstanding? (Helps you calculate percentage ownership)
  • What was the last 409A valuation? (For private companies)
  • What’s the exercise window if I leave? (For options)

Valuing Equity at Different Stages

Candor’s guide suggests discounting equity value based on company stage:

Company StageSuggested Value Discount
Public company (stable)80-90% of face value
Public company (volatile)60-80%
Late-stage startup (pre-IPO)50-70%
Series B-C startup30-50%
Early-stage startup10-30% or treat as lottery ticket

Translation: If a startup offers $50,000 in equity, you might value it at $15,000-25,000 depending on the stage.

The 7 Biggest Negotiation Mistakes in IT

1. Sharing Your Number First

The first person to name a number sets the anchor. Avoid revealing your current salary or expectations until you have an offer in hand.

When pushed: “I’d prefer to focus on finding the right fit first. Once we’ve determined this is mutual, I’m confident we can agree on fair compensation.”

2. Negotiating Over Email

Email feels safer because you can craft the perfect message. But it removes the human element that makes negotiation effective. Recruiters are less likely to go the extra mile over email.

Use email only to:

  • Request the conversation
  • Confirm agreements afterward

3. Forgetting to Express Enthusiasm

Negotiation isn’t confrontation. Throughout the process, remind them why you want the job:

  • “I’m really excited about the team’s work on [project]”
  • “This role aligns perfectly with my career goals”
  • “I can see myself contributing to [specific initiative]”

This isn’t manipulation—it’s honest signaling that you’re negotiating in good faith.

4. Treating It as Win-Lose

The best negotiations leave both parties feeling good. Frame your asks around mutual benefit:

❌ “I want more money.”

✅ “I want to make sure my compensation reflects the value I’ll bring, so we’re both starting this relationship on solid ground.”

5. Not Having a Walkaway Point

Know the minimum you’ll accept before the conversation. If they can’t meet your needs, you should be prepared to decline politely.

This doesn’t mean being rigid—but it does mean knowing your limits.

6. Ignoring the Full Package

As discussed earlier, fixating on base salary alone means missing thousands in other compensation. Always evaluate the complete picture.

7. Accepting Immediately to “Be Nice”

Taking 24-48 hours to consider an offer isn’t rude—it’s expected. Immediate acceptance can actually seem impulsive to hiring managers.

“Thank you so much. I want to give this the consideration it deserves. Can I follow up by [day]?”

Negotiating for Your First IT Job

If you’re new to IT, you might think you have no leverage. Wrong.

Our IT career advice guide for beginners covers this in depth, but here’s the key insight: even entry-level candidates have negotiating power.

What Entry-Level Candidates Can Negotiate

  • Signing bonus: Easier to approve than salary increases
  • Start date: Delaying a few weeks can give you time to wrap up other commitments
  • Professional development budget: Many companies have unused training funds
  • Review timeline: Request a 6-month performance review instead of 12-month
  • Remote/hybrid flexibility: Often negotiable even when not advertised

How to Build Leverage Without Experience

  1. Certifications matter: Having CompTIA A+ or Security+ gives you credential-based leverage
  2. Multiple offers: Even entry-level roles become more negotiable when you have competition
  3. Specific skills: Any specialized skill (cloud platforms, specific programming languages) increases your value

For more on certification ROI, see why get IT certifications.

Negotiating Remote Work and Flexibility

Post-2020, flexibility is often as valuable as salary increases. Our comprehensive remote IT jobs guide covers this in depth, but here are negotiation-specific tips:

What’s Negotiable

  • Number of required in-office days
  • Which days you need to be in-office
  • Home office equipment stipend
  • Co-working space reimbursement

How to Frame the Ask

“I’ve been most productive in environments where I have flexibility on when I’m in the office. Would the team be open to a hybrid arrangement where I’m on-site Tuesday through Thursday, with Monday and Friday remote?”

Companies that require some in-person time often have more flexibility on which days than how many days.

Negotiating a Raise at Your Current Job

Everything above applies to internal negotiations too, with a few modifications:

Timing Your Internal Ask

Best times to ask:

  • After completing a significant project
  • During performance review season
  • When taking on new responsibilities
  • After receiving external offers (handle carefully)

Worst times:

  • During company layoffs or freezes
  • When your performance has been mediocre
  • Right after starting

The Internal Raise Script

“I’d like to discuss my compensation. Over the past year, I’ve [specific accomplishments with metrics]. Based on market research using Levels.fyi and Glassdoor, my current salary of $X appears to be below market for someone with my responsibilities. I’m requesting an adjustment to $Y to bring my compensation in line with both my contributions and market rates.”

If They Say No

  • Ask what it would take to get the raise
  • Request a specific review date
  • Consider whether the no is temporary (budget freeze) or permanent (they don’t value you)

For more on career progression, our guide on IT specialization paths can help you position yourself for future raises.

Special Situations

Negotiating When You Have Another Offer

Having a competing offer is your strongest leverage—but use it carefully.

Do:

  • Mention you have another opportunity
  • Be honest about the competing offer details
  • Give them a reasonable deadline to respond

Don’t:

  • Bluff about offers you don’t have
  • Use it as a threat (“Match this or I’m gone”)
  • Pit companies against each other aggressively

Script:

“I want to be transparent with you. I’ve received another offer at $X, and while I prefer [your company] because of [specific reason], the compensation difference is significant. Is there room to close that gap?”

Negotiating During a Recession or Hiring Freeze

Flexibility becomes key when budgets are tight:

  • Focus on non-cash compensation (PTO, flexibility, title)
  • Request guaranteed review timelines
  • Negotiate signing bonuses (one-time vs. ongoing cost)
  • Ask about equity or profit-sharing

Negotiating After a Layoff

Being unemployed doesn’t eliminate your leverage:

  • You still have skills the company needs
  • They’re still better off hiring you than restarting their search
  • Focus on the value you’ll provide, not your circumstances

What you should NOT do: Accept a lowball offer out of desperation. Research suggests that 87% of tech hiring managers are willing to negotiate for candidates with needed skills—regardless of employment status.

Tracking Your Negotiation Progress

After every negotiation conversation, document:

  • What was discussed
  • What they said was/wasn’t flexible
  • What you asked for
  • What timeline they gave

This creates a record for follow-up and helps you identify patterns across multiple offers.

The Negotiation Checklist

Before accepting any offer, verify you’ve:

  • Received the full offer in writing
  • Researched market rates for your role and location
  • Calculated your total compensation (base + bonus + equity + benefits)
  • Identified 2-3 specific items to negotiate
  • Prepared your counter-offer number with justification
  • Practiced your scripts out loud
  • Set a walkaway point you won’t go below
  • Expressed genuine enthusiasm for the role

Frequently Asked Questions

Can negotiating get a job offer rescinded?

In over a decade of hiring, I’ve never seen an offer rescinded because someone negotiated professionally. The risk is vastly overstated. Employers expect negotiation—they budget for it.

How much should I counter-offer?

A reasonable counter is 10-20% above the initial offer, depending on market data. Going too high (50%+) without justification can seem unrealistic, but having data to support your ask makes even aggressive counters acceptable.

Should I reveal my current salary?

Generally no, especially in states where asking is illegal. If pressed, redirect: “I’d prefer to focus on the value I’ll bring to this role and what fair market compensation looks like.”

What if I’ve already accepted but realized I should have negotiated?

You can’t renegotiate an accepted offer. However, you can:

  • Excel in your role and negotiate aggressively at your first review
  • Build skills that increase your market value
  • Consider other opportunities earlier than you might have planned

Is negotiating different for women and minorities?

Research shows women and minorities face different reception when negotiating. Strategies that help:

  • Emphasize mutual benefit (“we” language)
  • Lead with data rather than personal asks
  • Consider negotiating through a third party (recruiter)
  • Document everything in writing

Stop Leaving Money on the Table

Here’s the uncomfortable truth: employers have been negotiating compensation for decades. They have training, scripts, and budgets specifically designed for this process.

You’re not being greedy by advocating for yourself—you’re being professional. The same skills that make you good at IT (research, preparation, problem-solving) make you good at negotiation.

The next time you receive an offer, remember:

  1. They expect you to negotiate - Not negotiating is the unusual choice
  2. You have more leverage than you think - They chose you over other candidates
  3. Everything is negotiable - Base, bonus, equity, flexibility, timeline
  4. This affects your entire career - Starting higher means compounding higher

For more on navigating IT careers successfully, explore our guides on IT career hard truths and preparing for technical interviews.

You deserve fair compensation for your skills. Now go get it.

Sources and Citations