Get More: Your Playbook for Tech Salary Negotiation

They lowballed you. Maybe not egregiously, but definitely not their best. You’ve just spent months grinding LeetCode, optimizing your resume, and acing a grueling FAANG loop. Now a recruiter, probably fresh out of college, drops an offer that feels… okay. Just okay. That's not how we negotiate in tech, especially for your salary. We aim higher. This isn't about being greedy; it's about valuing your skills appropriately.

First, The Mindset Shift: You're Not Asking for a Favor

Forget the idea that negotiating is begging. You earned this. The company spent significant resources interviewing you. They believe you can solve their problems. Their offer is their first move in a negotiation, not a final decree. Think of it like a poker game: you wouldn't show your hand and fold at the first bet. They want you; you have something they need. That puts you in a position of power, even if it doesn't always feel like it. Your goal is to move them from their initial position to a better one, one that reflects your true market value and the impact you’ll bring.

Do Your Homework: Know Your Worth (and Theirs)

Before you even think about responding, you need data. This isn't optional; it's your ammunition. Go deep.

• Comp Platforms: Levels.fyi, Glassdoor, and Blind are your go-to. Don't just look at base salary; look at Total Compensation (TC) – base, bonus, and Restricted Stock Units (RSUs). For example, at Google, RSUs often make up 50-70% of a Senior Software Engineer's TC. Without considering that, you're looking at half the picture.
• Role & Level Specifics: A "Staff Engineer" at one company might be a "Senior Principal" at another. Match the responsibilities and impact of the role you're interviewing for to the data you find. Are you leading projects? Mentoring juniors? Architecting systems? That commands a higher premium.
• Location Adjustments: San Francisco Bay Area salaries are not Seattle salaries, which are not Austin salaries. Adjust your expectations and research accordingly. A $200k base in San Francisco might feel like $150k in a lower cost-of-living area.
• Industry & Company Size: Startups often pay lower base but offer more equity. Large, profitable tech companies generally pay top-tier TC. A late-stage startup (Series C/D) might offer a competitive package but with less stable equity than a public company. Understand the typical compensation structure for the type of company you're targeting.

You should have a clear, data-backed range for what someone with your experience, skills, and the specific role's requirements should be making at that company, in that location. Aim for the top third of that range.

The Art of the Counter: What to Say, How to Say It

When you get the initial offer, your first response is almost always "Thank you for the offer; I'm excited about this opportunity. I need some time to review it thoroughly." Don't accept on the spot. Don't blurt out a counter. Give yourself at least 24-48 hours.

When you're ready to counter, always do it over the phone, then follow up in writing. This allows for a more dynamic conversation and lets you gauge their reaction. Here's a script idea:

"Thank you again for the offer. After careful consideration and doing extensive research on market compensation for a [Your Level, e.g., Senior Software Engineer] with my background and expertise in [Specific Skills, e.g., distributed systems and cloud architecture] in the [Your Location] area, I believe a more appropriate total compensation package would be closer to X."

• Be Specific: Don't just say "more." Give a number. For instance, if they offered $280k TC, and your research shows $320k is reasonable, ask for $340k. Leave room for them to meet you in the middle.
• Anchor High: Studies show the first number mentioned often influences the final outcome. Your first counter should be higher than your actual desired outcome, but within reason. Don't ask for double their initial offer unless it was truly insulting.
• Reference Your Value: Briefly reiterate why you're worth it. "My experience building [Specific Project] at [Previous Company] directly aligns with the challenges you mentioned for the [New Role's Team] team."
• Express Enthusiasm (Again): Reiterate your excitement for the role and company. "I'm genuinely excited about the possibility of joining [Company Name] and contributing to [Specific Project/Mission]." This isn't manipulative; it's true, and it makes them want to work with you.

Sometimes, they'll push back immediately, saying "This is our top offer." That's often a bluff. Ask, "Is there any flexibility at all on the compensation package?" or "What parts of the package might have more flexibility?" They might move on stock, signing bonus, or even relocation instead of base.

Beyond the Base: Other Levers to Pull

Salary isn't just about the base. Especially in tech, other components can significantly impact your overall wealth.

• RSUs (Restricted Stock Units): This is often where the biggest chunk of a tech compensation package lies, especially at public companies. A grant of $150k over four years might vest quarterly or annually. Ask if they can increase the initial grant. If you have competing offers with higher stock, use that. "Company X offered an initial RSU grant of $200k. Can you match that?"
• Signing Bonus: A one-time lump sum, usually paid in your first paycheck or split over the first year. This is often the easiest lever for recruiters to pull without impacting future budgets. If you're leaving behind unvested equity, a signing bonus can help bridge that gap. Always ask for one if it's not offered.
• Performance Bonus: Typically a percentage of your base salary, contingent on individual and company performance. Understand the target percentage and how often it's paid out.
• Relocation Package: If you're moving, this can be substantial. Don't just accept a flat sum; ask for specifics: temporary housing, moving expenses, flight reimbursement. Sometimes this is negotiable as cash too.
• Vacation/PTO: Standard is usually 15-20 days. If you have more at your current role, ask them to match it. "I currently have four weeks of PTO; would it be possible to match that?"
• Title: Sometimes a higher title (e.g., Staff Engineer instead of Senior) can set you up for better compensation in future roles, even if it doesn't immediately change the current offer much. This is a trickier one, and often less flexible, but worth exploring if you're on the cusp. "Given my experience leading multiple critical projects, I was hoping for a Staff Engineer title. Is there room for that?"

Remember, not every component is equally negotiable. Base salary might have less wiggle room than RSUs or a signing bonus, especially at larger companies with strict pay bands. Prioritize what matters most to you. Maybe you're fine with a slightly lower base if the RSUs are significantly higher and the company's stock is trending up.

The Competing Offer Gambit: Use Your Cards Wisely

This is your strongest negotiating tool. If you have another offer, use it. But use it strategically.

• Be Honest (Mostly): Don't invent offers. Recruiters talk, and you'll burn bridges. However, you don't need to share every detail of the competing offer. "I've received another offer from Company Y for $X TC. I'm very interested in [Target Company], but I need to consider all my options seriously."
• The "Exploding Offer" Tactic: If a company gives you a very short deadline, that's often a tactic to pressure you. Politely push back. "Thank you for the offer. I'm very excited about it, but I also have another interview loop concluding with Company Z next week, and I'd like to make a fully informed decision. Could I have until [Date, usually 3-5 business days later] to respond?" Most reputable companies will extend.
• Don't Play Hardball Too Hard: If you have two offers and one is significantly better, use the higher one to push the company you prefer. If they can't match, or get close, be prepared to walk away. Sometimes, even with an offer from Google, a smaller, more interesting startup might not match the TC, but offers a better role or learning opportunity. That's a personal trade-off.

A caveat: this depends heavily on your market value and the strength of your competing offers. If you're a niche specialist in a high-demand area (like embedded Rust development for aerospace), you have more leverage than a junior generalist.

The "Final" Offer: When to Fold 'Em

Eventually, the recruiter will tell you, "This is our final offer." Sometimes it really is. Sometimes, it's just a strong tactic. How do you know?

• Tone: Is the recruiter apologetic but firm? Or do they sound like they're just reading a script?
• Rationale: Did they explain why it's their final offer (e.g., "This is the top of the band for this level, and we can't move you to the next level without another interview loop")?
• Your Gut: Have you pushed as hard as you comfortably can without feeling like you're being unreasonable or burning a bridge?

At this point, you have two choices: accept or decline. If the offer is still below your target, but you really want the role, you might accept. If it's too low, or you have a better competing offer, decline gracefully. "Thank you for your time and the revised offer. While I'm incredibly impressed with [Company Name] and the team, I've decided to accept another opportunity that aligns more closely with my compensation expectations at this time." Keep it professional.

Negotiating is a skill. You'll get better at it with practice. The more you do it, the less daunting it becomes. Don't leave money on the table; you've earned your worth.

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