Oct 12, 2026 ·
The five-second silence
The interview went well. Very well, in fact. You answered calmly, shared your achievements, and asked a good question at the end. The recruiter smiles, closes their notebook, and says, in a casual tone: "And tell me, what are your salary expectations?"
Silence. Five seconds that feel like five minutes. Your mind races: "If I ask for too much, I'll lose the job. If I ask for too little, I'll earn less than I deserve. What if they ask how much I earn now? What if..."
I've seen this moment many times, from the other side of the table. Brilliant candidates, who for forty minutes had demonstrated confidence, suddenly shrink, stammering a number they clearly hadn't thought about, or saying "whatever the company deems fair." And I, who wanted to help, couldn't: my role was to listen and record.
That's why I decided to write this article. Because salary negotiation is, for most people, the most uncomfortable moment of the entire process, and it is, at the same time, what can be worth the most money throughout a career. A small difference in starting salary follows you for years, in raises, benefits, and subsequent offers.
Good news is that negotiating is neither a gift nor an obscure art. It's a skill, and it's learned with preparation. Throughout this article, I will show you:
- what negotiating actually is (and what it isn't);
- how to prepare, with research and three simple numbers;
- what to negotiate beyond base salary;
- when to talk about money, and when to wait;
- how to answer the expectations question, with examples;
- how to evaluate an offer and make a counter-proposal;
- ready-to-use phrases for each moment;
- special situations (first job, career change, unemployment, promotion);
- what never to do, and how to close well if the answer is no.
A note of honesty: there is no formula that guarantees a raise. Each company, sector, and moment is different. What exists is a method that reduces risk and increases your chances, without sacrificing the relationship with your future employer.
Why we are so afraid (and what negotiating is, after all)
If the idea of negotiating salary gives you a knot in your stomach, rest assured: it's the most common reaction. And for understandable reasons.
The most frequent fears
- "They'll withdraw the offer." This is the biggest one. And, in practice, it's rare when negotiation is done with respect and justification;
- "They'll think I'm greedy." Talking about money seems, to some people, inelegant;
- "I don't know my worth." Lack of market reference;
- "I really need the job." Financial pressure leads to accepting the first offer;
- "I should be grateful." A curious idea: the contract is an exchange, not a favor;
- "I don't know what to say." The lack of ready phrases.
All these fears have solutions, and almost all are resolved with preparation.
What negotiating actually is
Negotiating is not an argument, a demand, or a bluffing game. It's a professional conversation between two parties who want to reach an agreement: the company wants the right person; the person wants fair compensation. Both want to close the deal.
A good recruiter, in fact, expects some negotiation. Many companies leave room in the initial offer precisely because they expect the candidate to ask for more. And a candidate who negotiates with arguments shows something valuable: awareness of their value and the ability to calmly defend a position, qualities any company wants in a team.
What negotiation is not
- It is not demanding or threatening ("if you don't give me X, I'll leave");
- It is not lying about other offers or current salary;
- It is not comparing yourself to colleagues or criticizing the company;
- It is not asking for the maximum possible, without justification;
- It is not winning at all costs. The goal is an agreement that is good for both.
A phrase to remember
Good negotiation is asking with justification, listening carefully, and proposing with respect. If you do this, the worst that can happen, in most cases, is to hear a polite "no," and proceed with the initial offer.
Step 1: The preparation that decides almost everything
Negotiation is won (or lost) before you enter the room. Those who arrive with information and clear numbers speak with confidence. Those who arrive with nothing, improvise and concede.
Research market value
The goal is to discover a realistic range for the role, industry, city, and your experience level. Useful sources:
- Job postings that indicate salary (read several to see the pattern);
- Conversations with professionals in the same role (colleagues, former colleagues, LinkedIn contacts). Asking "what's the typical range for someone starting in this role?" is much easier than asking "how much do you earn?";
- Recruitment agencies and consultants, who usually have knowledge of market ranges;
- Professional associations and industry salary reports, where available;
- Salary platforms, with caution: each country, city, and company has its specificities, and values are indicative;
- The company itself: the type, size, and sector (banking, oil, telecommunications, NGO, public administration) make a big difference.
An honest warning: in some markets, salary information is scarce and uneven. Always cross-reference multiple sources and treat any number as a reference, not a certainty.
Know your three numbers
Before the interview, define in writing:
- Minimum: the value below which you will not accept (your "limit"), considering your expenses and the market. This helps you know when to say "no";
- Target: what you consider fair for the role and your experience. This is your realistic goal;
- Ambitious: a higher value, which you can justify with strong arguments. This is the anchor for the conversation.
Your minimum should be based on your real expenses (rent, transport, food, debts, family) and not on vague desires. Do the math: how much do you need, at a minimum, to live stably? Then add what you want to save or invest.
Prepare your arguments
No one deserves more money just because they need it. The company pays for the value you bring. Prepare three to five concrete arguments:
- Results you have already achieved (savings, increased sales, error reduction);
- Rare or in-demand skills you master (a tool, a language, a certification);
- Specific experience in the sector or with the company's type of problem;
- Responsibilities you have already taken on (teams, budgets, key clients);
- What you can do in the first few months for the company.
Define your alternative
A negotiation principle is to know what you will do if you don't reach an agreement. Do you have other interviews? Are you currently employed? Can you wait? The stronger your alternative, the more calmly you negotiate. If you have none, preparation is even more important.
Practice out loud
Write down key phrases (we'll see them later) and practice them alone, or with a friend. The first time you say a number out loud is difficult. The fifth time, it's not.
Step 2: Negotiate the package, not just the number
A very common mistake is to focus all negotiation on the base salary. But compensation is more than that, and some companies have room to concede on other points when the base salary is fixed.
Note: benefits and allowances vary by company, sector, and legislation. Always confirm in the contract and, if in doubt, seek advice from a professional (lawyer or accountant). I am not a lawyer or financial consultant: I share general negotiation principles.
What can be part of the package
- Monetary compensation: base salary, contractual allowances, performance or attendance bonuses, commissions, and annual bonuses;
- Benefits: health insurance, life insurance, transport allowance, meal or housing allowance, company phone or computer, company car;
- Time and flexibility: additional vacation days, flexible hours, remote or hybrid work, days off;
- Development: paid training, certifications, master's degrees, conferences, mentorship;
- Career progression: salary review after 6 or 12 months, written career plan, anticipated promotion;
- Starting conditions: start date, probationary period, relocation assistance.
Why it's worth thinking about the package
If the company says the base salary is fixed, there may be flexibility on other points, such as training, vacation days, a six-month review, or a transport allowance. And a benefit that saves you money every month has real value, even if it doesn't appear on your payslip as salary.
Calculate the total value
When comparing offers, convert everything to the total monthly value: salary, allowances, insurance, transport, food. Two offers with the same base salary can have very different total values.