When starting a new job, you can negotiate a higher salary by waiting until you have a formal offer, researching market rates for your role and location, and making a specific counteroffer with a clear reason behind it. Most employers expect candidates to negotiate, and a well-prepared ask rarely puts an offer at risk. Below you’ll find answers to the most common questions that come up when navigating this process.
When is the right time to bring up salary in the hiring process?
The right time to bring up salary is after you have received a formal job offer. Before that point, you are still being evaluated, and raising compensation too early can shift the focus away from your value as a candidate. Once an offer is on the table, the dynamic changes: the employer has already decided they want you, which gives you real leverage.
If a recruiter asks about your salary expectations early in the process, it is fine to give a range based on your research rather than a hard number. Saying something like “Based on my research and experience, I am looking at something in the range of X to Y, but I am happy to discuss once we know more about the full scope of the role” keeps the conversation moving without locking you in too soon.
How do you research what salary to ask for?
Salary benchmarking starts with gathering data from multiple sources: job boards like LinkedIn, Glassdoor, and Nationale Vacaturebank often list salary ranges for similar roles. You can also talk to peers in your industry, check sector-specific salary surveys, and look at what comparable companies publicly advertise for similar positions in your city.
When doing your research, factor in your years of experience, the specific skills you bring, the size and sector of the company, and the location. A marketing manager role in Amsterdam typically pays differently than the same title at an SME in a smaller city. Aim to identify a realistic range rather than a single number, and set your target at the higher end of what the data supports. That way, even if the employer negotiates down, you land somewhere you are genuinely happy with.
What should you actually say when negotiating salary?
Keep it direct, warm, and grounded in your value. A simple and effective approach is to thank the employer for the offer, express your enthusiasm for the role, and then make your ask with a brief reason attached. For example: “Thank you so much for the offer. I am really excited about this opportunity. Based on my research and the experience I bring, I was hoping we could look at X. Is there flexibility there?”
The key is to name a specific number rather than saying “a bit more” or “something higher.” Vague requests are harder to act on and can signal uncertainty. Pairing your number with a short, confident rationale, such as your track record, a specific skill, or market data, makes the ask feel grounded rather than opportunistic. Then stop talking and let the employer respond. Silence after a negotiation ask is normal and not a bad sign.
What if the employer says the salary is non-negotiable?
If an employer says the salary is fixed, it does not always mean the conversation is over. You can shift the negotiation to other parts of the package: an earlier performance review, extra vacation days, a signing bonus, flexible working arrangements, or a professional development budget. These elements often have more flexibility than the base salary, especially in larger organizations with rigid pay bands.
It is also worth asking a clarifying question: “Is that fixed across the board, or is there any room depending on experience?” Sometimes “non-negotiable” is a first response rather than a firm final position. If the package truly cannot move and it does not meet your needs, that is also useful information. You are allowed to take time to consider the offer before accepting.
Should you negotiate salary over email or in person?
Negotiating salary over a call or in person gives you more control over tone and allows for a real back-and-forth conversation. You can read the other person’s reactions, clarify misunderstandings on the spot, and keep the exchange feeling collaborative rather than transactional. Most experienced recruiters and hiring managers prefer this format too.
That said, following up with a brief email after a verbal negotiation is a smart move. It creates a written record of what was discussed and agreed upon, and it gives the employer something to pass along internally when seeking approval. If the entire hiring process has been conducted by email and a call is not possible, a well-written email negotiation can absolutely work. Just make sure your tone is warm and your ask is specific and clearly explained.
How much higher can you realistically ask for?
A realistic counteroffer is typically 10 to 20 percent above the initial offer, depending on how the offer compares to market rates and your experience level. If the initial offer is already at the top of the market range for your role, pushing for 20 percent is unlikely to land well. If it is below market, a stronger counteroffer is entirely reasonable and well-supported by your research.
The most important thing is that your ask is backed by logic, not just desire. If you can point to your research, your specific skills, or the value you bring to the role, a higher ask feels justified to both sides. Going in too high without a rationale can create friction, but going in too low leaves money on the table. Use your benchmarking data to find the number that is both ambitious and defensible.
Salary negotiation is a skill, and like any skill, it gets easier the more you practice it. At Female Ventures, we run workshops and events where women practice exactly this kind of conversation in a safe, supportive environment. If you want to build your confidence around negotiation, communication, and career growth, check out our upcoming events this year or take the step to join our community and connect with women who are navigating the same conversations.
Frequently Asked Questions
What should I do if I freeze up or feel nervous during the negotiation conversation?
It is completely normal to feel nervous, especially if you have not negotiated salary before. The best way to manage it is to prepare your opening line word for word and practice it out loud beforehand, ideally with a friend or in a workshop setting. Having a script ready means your brain does not have to improvise under pressure. Remember: a brief pause before you respond always comes across as composed and thoughtful, not uncertain.
Is it okay to negotiate salary if I am switching careers or do not have direct experience in the new role?
Yes, you can absolutely still negotiate, but your rationale will need to lean on transferable skills, relevant accomplishments, and the unique perspective you bring rather than years in the same title. Frame your ask around the value you deliver, not just the experience you have. If your research shows the offer is below market even for someone entering the role, that data alone is a valid reason to negotiate.
What if the employer withdraws the offer after I try to negotiate?
This is one of the most common fears candidates have, but it is extremely rare when the negotiation is handled professionally and respectfully. Employers invest significant time and resources in selecting a candidate, and a polite, well-reasoned counteroffer almost never puts that at risk. If an employer does withdraw an offer over a reasonable negotiation, that tells you something important about the company culture before you even start.
Should I share competing offers or other job opportunities to strengthen my negotiation?
Mentioning a competing offer can be effective leverage, but only if it is genuine. If you do have another offer, you can reference it factually and without pressure: 'I do have another offer I am considering, but this role is my preference, which is why I wanted to see if there is any flexibility on the compensation.' Never fabricate or exaggerate a competing offer, as this can seriously damage trust if discovered and undermine an otherwise strong negotiation.
How do I handle salary negotiations differently when working with a recruiter versus directly with the hiring manager?
When negotiating through a recruiter, keep in mind that they are often incentivized to close the deal and may act as an intermediary rather than a direct advocate for your interests. Be clear and specific about your number and reasoning so nothing gets lost in translation. When negotiating directly with a hiring manager, you have more room for a genuine conversation about fit, value, and flexibility, so lean into that relationship and make it collaborative.
Once I have accepted an offer, can I still negotiate my salary later?
Once you have verbally or formally accepted an offer, renegotiating the starting salary is generally considered poor form and can damage trust before you even begin. That is why it is so important to negotiate before you accept, not after. However, you can absolutely set yourself up for a strong salary review by agreeing during the offer stage on a specific timeline, such as a six-month performance review with a clear target, and getting that commitment in writing.
Are there specific mistakes women tend to make in salary negotiations, and how can they be avoided?
Research consistently shows that women are more likely to accept the first offer, ask for less than male counterparts, or over-apologize when making a counteroffer. One practical way to counter this is to reframe negotiation as advocating for fair compensation rather than asking for a favour, which makes it easier to hold your position confidently. Practicing the conversation out loud, anchoring your ask in market data, and connecting with a community of women who share negotiation experiences can all make a meaningful difference.