Tech Salary Negotiation: Complete Guide for 2025
A structured process with research, anchors, counters, and timing to maximize total comp.
Compensation Components
- Base salary
- Equity/RSUs/options (vesting, refreshers)
- Bonus (annual, performance)
- Sign-on (cash and/or equity)
- Benefits and stipends (remote, education, wellness)
Negotiation Timeline
- Pre-interview: research ranges by level/company/region.
- Post-offer: express excitement, request full package and leveling details.
- Counter: anchor on top-of-range with rationale (market data + impact).
Anchoring & Rationale
Use market data and your impact story to justify your anchor. Highlight leverage (competing processes, niche skills, relocation costs avoided).
Counter Script
I’m excited about the team and scope. Based on market data for [Level] in [Region] and my experience leading [impact with metrics], I was targeting a [base/equity/bonus] closer to [anchor]. Is there flexibility to get closer to that range?
When They Won’t Move on Base
- Ask for sign-on, equity refreshers, earlier refresh cycle, or a review in 6 months tied to goals.
- Negotiate non-cash: conference budget, home office, education stipend, extra PTO.
FAQ
“Will negotiating risk my offer?” Professional, respectful negotiation rarely does. Always signal excitement and problem-solve together.
Looking for More Career Advice?
Explore our other articles on career development, or browse available tech jobs.