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A 5-year experienced software engineer in Seattle gets an offer of $135,000 and isn't sure if it's fair or if she should push back.
Result: Market range shows $145,000-$175,000. Armed with data she counter-offers $160,000 and lands at $155,000.
A teacher in Texas pivoting to UX Design after a bootcamp wonders what salary she can credibly target with no prior design experience.
Result: Entry-level range shows $65,000-$80,000. She targets $72,000 and negotiates from initial $65K offer successfully.
A marketing manager in NYC earning $98,000 is moving to Austin and wants to know if her company should adjust her salary.
Result: Austin range matches NYC closely — she successfully argues to maintain $98K instead of accepting a $15K cut.
Research your market range first using industry salary data. Then make a specific counter-offer 15-20% above the initial offer, anchored to market data not personal need. Always negotiate in writing after verbal discussions. Ask for time to review any offer before responding.
Countering 10-20% above the initial offer is standard. For entry-level roles, 5-10%. For senior/specialized roles, 20-30% is common when the initial offer is below market. Very few employers rescind offers for reasonable counter-offers.
Yes. 85% of hiring managers have budget flexibility above the initial offer. Employers expect negotiation and typically offer below budget on purpose. Not negotiating leaves $5,000-$20,000+ on the table and compounds over your entire career.
Total compensation includes base salary, annual bonus, 401k match, health/dental/vision insurance, equity/RSUs, PTO value, and remote work savings. A $90,000 base with 5% 401k match, full health coverage, and 25 PTO days is often worth $105,000-$115,000 in total.
For fully remote roles, negotiate for your highest-cost city rate if the company does not apply location adjustments. Also negotiate the remote work stipend (internet, home office equipment) which is taxable compensation worth $1,000-$3,000/year.
Shift to negotiating other compensation: sign-on bonus, extra PTO, faster review cycle (negotiate the timeline for your first raise), flexible hours, or professional development budget. These are often more flexible than base salary and add real value.