What Salary Should I Ask For? A Step-by-Step Guide
Walking into a salary negotiation without a number is like buying a car without knowing its value. This step-by-step guide shows you exactly how to determine what to ask for — and how to ask for it.
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Step 1 — Research the Market Rate
Before anything else, research salaries for your specific role, location, and experience level. Use three sources: BLS.gov — official government median wages by occupation. Glassdoor/LinkedIn Salary — self-reported data filtered by company and location. Job postings — many now list salary ranges (required by law in NY, CA, CO, WA). Cross-reference all three for the most accurate range.
Step 2 — Calculate Your Total Compensation Value
Your current total compensation includes base salary + 401k match (typically 3%–6%) + health insurance (employer pays $7,000–$15,000/year) + bonus + equity + PTO value. Know this number before you negotiate because a new offer may look higher but have lower total value.
Step 3 — Set Your Three Numbers
Before any negotiation, write down three numbers: Ideal number — what you'd love to get. Target number — what you realistically expect. Walk-away number — the minimum you'd accept. Start negotiations at your ideal number. This anchors the conversation higher.
Step 4 — Time Your Ask Correctly
Best time to negotiate: After you receive an offer (never before). During annual reviews (fiscal year start). After a significant achievement or project win. When you have a competing offer. Worst time: When the company is doing layoffs or struggling financially.
Step 5 — Use These Exact Scripts
For a new offer: 'I'm very excited about this role. Based on my research and X years of experience, I was expecting something closer to $[ideal number]. Is there flexibility there?' For a raise: 'In the past year I've [specific achievement]. Based on market data, I believe my contributions warrant a salary of $[target]. Can we discuss that?'
How Much Should You Ask Above Your Target?
Ask 10%–15% above your target to leave room for negotiation. If you want $85,000, open at $92,000–$97,000. Research shows 85% of people who negotiate receive something — the average gain is $5,000–$10,000 per year. Use our pay raise calculator to see the long-term impact of getting that extra $5,000.
Frequently Asked Questions
Give a specific range, not a vague answer. Say: 'Based on my research and experience, I'm targeting $85,000–$92,000. Does that work within your budget?' This shows you've done your homework and anchors the conversation at your target.
Research is split. A specific number anchors more strongly. A range signals flexibility. Best approach: Give a range where your minimum is your actual target. If you want $85,000, say $85,000–$95,000. This way, even the low end of your range meets your goal.
Not at all — employers expect it. A 2024 Glassdoor survey found 75% of employers have room to negotiate and are not offended when candidates do. Failing to negotiate is the rudest thing you can do to your future self.
Entry-level: 5%–10% above the initial offer. Mid-career: 10%–15%. Senior roles: 15%–25%. If you have competing offers, leverage is higher regardless of level. The key is having data to support your ask.
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