Salary Negotiation: Complete Guide

A negotiation is won before it even starts. Preparation is everything.

Know your market value:

Collect data on: • Compensation studies (Hays, Robert Half, Michael Page) • Glassdoor, LinkedIn Salary • Exchanges with peers at the same level • Similar job offers with displayed salary

Define your objectives:

| Element | Your number | |---------|-------------| | Minimum acceptable salary | €... | | Target salary (realistic) | €... | | Ideal salary (stretch) | €... |

Rule: Never communicate your minimum. Start with ideal or target.

List your arguments:

Prepare 3-5 factual arguments: • Recent quantified achievements • Rare skills or certifications • Additional responsibilities taken • Market benchmark • Seniority and loyalty (if relevant)

Anticipate objections:

| Likely objection | Your response | |------------------|---------------| | "It's above budget" | ... | | "Let's revisit in 6 months" | ... | | "Others are at the same level" | ... | | "The context is difficult" | ... |

Tip: Write your arguments and practice them out loud. Fluency comes with practice.

Timing can make the difference between a yes and a no.

Best times to negotiate:

In a job interview: • After receiving an offer (not before) • When they've confirmed wanting to hire you • Before signing anything

In position (raise): • Annual review (expected time) • After a major success (project delivered, deal signed) • When taking on additional responsibilities • When you have an external offer (with caution)

Times to avoid:

❌ Layoff or restructuring period ❌ Just after a mistake or failure ❌ When your manager is under pressure ❌ Monday morning or Friday evening ❌ By email or message (prefer face-to-face)

Create the opportunity:

If no natural moment presents itself:

"I'd like us to take a moment to discuss my development and compensation. When would you be available this week?"

Tip: Request a dedicated meeting. Never negotiate "between two doors".

Negotiation is an art. Here are the most effective techniques.

Technique 1: Anchoring

Whoever gives the first number "anchors" the negotiation.

• If you're confident about your value: give your number first (high but justifiable) • If you're uncertain: let them start, then negotiate upward

Technique 2: The high range

Never give a single number. Give a range.

❌ "I want €55,000" ✅ "I'm in the €55,000 to €62,000 range"

The other party will focus on the bottom of the range, which is already your target.

Technique 3: Silence

After stating your request, be quiet.

Silence is uncomfortable. Most people fill it by making concessions. Don't be that person.

Technique 4: The overall package

If salary is blocked, negotiate other elements: • Bonus / variable • Remote work • Additional vacation days • Training / development budget • Title / position evolution • Shares / equity • Company car

Technique 5: The conditional

"If you can't go to €60K now, what conditions should I meet to get there in 6 months?"

This opens the door to a future agreement and shows your flexibility.

Ready-to-use phrases for each situation.

Asking for a raise (in position):

"[First name], I'd like to discuss my compensation. This year, I [achievement 1] and [achievement 2], which resulted in [quantified impact].

Given these contributions and the current market for my profile, I'd like a salary increase to [target amount].

What do you think?"

Responding to a job offer:

"Thank you for this offer, I'm very excited about joining [company].

The position is exactly what I'm looking for. Regarding the proposed compensation of €[X], given my experience in [field] and the achievements I've presented, I was expecting a range between €[Y] and €[Z].

Is there room for discussion?"

If asked for expectations too early:

"I'd prefer to first understand the position and your expectations before talking numbers. What's the planned range for this position?"

If refused:

"I understand the current constraints. What would it take to revisit this topic in 6 months? Can we define clear objectives and commit to a review at that date?"

If offered less than your minimum:

"I appreciate the offer, but honestly, this level doesn't match my current market value. For me to commit confidently, I would need to be at minimum €[X]. Is that feasible?"

Objections are not refusals. They're invitations to argue.

"It's above our grid/budget"

Response: "I understand grid constraints. However, my profile and achievements are above average. Can we consider an exception given [specific argument]? Or what other package elements could we adjust?"

"Others at the same level earn less"

Response: "I don't know others' situations, but I can speak about mine: [recap of achievements]. I think my contribution justifies this level. What do you think objectively?"

"The economic context is difficult"

Response: "I understand the context. That's exactly why, during this period, I contributed to [positive result despite context]. Can we find a compromise, even partial, that recognizes this contribution?"

"Let's talk again in 6 months"

Response: "Agreed for a check-in in 6 months. But so I can plan ahead, can we now define the objective criteria that will enable this raise? And can we formalize this commitment?"

"You're already well paid"

Response: "I'm not comparing to my past situation, but to my current market value. With my new skills in [X] and recent achievements, the market benchmark is at [range]. That's the basis for my request."

Golden rule: Never get angry, never threaten, stay professional and factual.

The negotiation doesn't stop at "yes" or "no".

If it's yes:

• Ask for written confirmation (email or amendment) • Thank sincerely • Don't come back immediately after • Keep your commitments if objectives were set

If it's "yes but later":

• Get the review date confirmed in writing • Define measurable objective criteria • Set a reminder in your calendar • Document your achievements until then

If it's no:

• Stay professional (don't slam the door) • Ask what would be needed for a future yes • Evaluate your options (stay, leave) • If you stay, set an internal deadline

Should you bluff with an external offer?

It's risky but sometimes effective.

✅ Do if: • The offer is real (never lie) • You're ready to leave if refused • You have a good relationship with your manager

❌ Avoid if: • The offer is fictitious • You're not ready to leave • The company culture is hostile to such tactics

Tip: Even if refused, a well-conducted negotiation request strengthens your image as a professional who knows their value.

Adapt your approach according to your situation.

First job / Junior:

• Less negotiation room (but it exists) • Focus on the overall package (training, remote work) • Negotiate a review clause at 6 months or 1 year • Accept a reasonable salary if learning is delivered

Freelance / Daily rate:

• Never accept the first proposed rate • Always ask for 10-20% more than your target • Also negotiate duration, renewal conditions • If budget is truly fixed, reduce the scope

Script: "My standard daily rate is €[X]. For this type of assignment, I can go down to €[Y] if [condition: long duration, interesting assignment, etc.]"

Annual raise:

• Prepare 2-3 months before the review • Document your achievements all year • Quantify your impact (revenue, savings, time saved) • Propose a percentage AND an amount

Internal promotion:

• Promotion must come with a raise • Negotiate BEFORE accepting new responsibilities • Benchmark: +10-20% for a significant level change • If no immediate raise, get a written commitment

Salary catch-up:

• If you discover being underpaid vs colleagues • Stay factual, not emotional • Present the market benchmark • Ask for a progressive catch-up plan if significant gap