The number most engineers never touch
Studies consistently find that fewer than 40% of candidates negotiate their job offers. Among software engineers, the figure is higher — but still well below majority. The most common reason people give for not negotiating: they're afraid of losing the offer.
This fear is almost never warranted. Offers are rarely rescinded for negotiating. Companies expect it. A recruiter who extends an offer has already invested weeks in the process — they're not walking away because you asked for more money.
What they will do is give you less if you don't ask.
When to negotiate — and the one rule about timing
Negotiate after you have the offer in writing, not before. Never share your salary expectations or your current compensation before the offer stage if you can avoid it. Any number you give before the offer anchors the negotiation against you.
If asked "What are you looking for in terms of compensation?" before an offer: "I'd prefer to see the full compensation package first, then we can discuss whether it works for both sides." This is a complete, professional answer. Most interviewers will accept it.
Know your number before the call
Research compensation for your role, seniority, company size, and location before the negotiation call. Sources that are useful:
- levels.fyi — the most accurate for TC (total compensation) at tech companies, including equity breakdowns
- Glassdoor — broader coverage, less detailed on equity
- LinkedIn Salary — useful for non-tech roles
- Blind / Team Blind — self-reported, real-time data from employees at specific companies
Know three numbers before you get on the call: your target (what you'd be happy with), your minimum (the point below which you'd decline), and your BATNA (your best alternative — what you'd do if this offer fell through).
The scripts
The basic counter
Recruiter sends the offer. You respond by email or on the next call:
"Thank you — I'm genuinely excited about the role and the team. Based on my research into compensation for this level at companies of [company size] in [location], and factoring in my experience with [specific relevant thing], I was expecting something closer to [target number]. Is there flexibility to get there?"
When they say the base is fixed
Many companies — especially startups — have salary bands that genuinely aren't flexible. This doesn't mean the total compensation is fixed.
"I understand the base salary band has limited room. Would there be flexibility on the equity component / signing bonus / additional PTO / remote work allowance?"
When you have a competing offer
A competing offer is the most powerful tool in the negotiation. Use it directly, but honestly:
"I want to be transparent — I have another offer at [X], and my first preference is to join [this company]. If you're able to get closer to [number], I can commit to you this week."
When they push back
"I understand — is there any flexibility at all, even on the signing bonus or equity? I want to make this work, but I want to make sure I'm not leaving a significant amount on the table."
What's actually negotiable
At large tech companies: base salary, equity grant (shares/options), signing bonus, performance review timing (asking for a 6-month review instead of annual), remote flexibility.
At startups: equity percentage / cliff / vesting schedule is often more negotiable than base. A signing bonus is common as a one-time way to bridge the gap without raising the base salary band.
The floor for negotiation
If the offer is already at or above the top of the market range for your role, negotiating may not be productive — you're unlikely to get much more, and the conversation costs goodwill. Know your market data. If their first offer is at market rate and you negotiate to 8% above, you've done well. If their first offer is already 15% above market, a counter might not land the same way.
Get the job first. Use Applyr's free ATS checker to make sure your resume gets you to the offer stage — then negotiate from there.