When I was just starting my career, I was convinced that if a company made an offer, it meant that was the maximum they were willing to give. I accepted the first offer without asking a single question. Back then, I thought asking for more would be rude.

Spoiler: I was very wrong.

A lot has changed since then. I’ve been both a candidate and a hiring manager. I’ve helped managers at various levels and specialists in different fields negotiate and land offers significantly higher than the original ones. And you know what I’ve realized? Negotiation isn’t about talent or luck. It’s a skill. One you can and should develop.
That’s exactly what we’re going to talk about today. No fluff. No manipulation. Just what actually works.

Negotiation isn’t about greed. It’s about self-respect
One of the most common fears: “What if I come across as greedy?”
Let me be clear: if you negotiate with respect and valid arguments — you’re not greedy. You’re a grown professional who understands their value. And the sooner you accept that, the easier it’ll be for you not just in hiring, but in life.
When you don’t negotiate, you’re agreeing to work for less than what you’re truly worth. And it’s not just about lost money. It’s your starting point. Everything will be based on it — bonuses, raises, even your next offer at another company. So we’re not talking about a few minor differences. We’re talking about serious numbers — over a few years.
Imagine this: you accept a lower offer than you could’ve gotten. In a couple of years, the gap becomes significant. And if you’re switching jobs regularly?
Now ask yourself: was it really worth not “being pushy”?

When do negotiations begin? Much earlier than you think
Most people assume negotiations begin after the offer. In reality — they start long before that. Sometimes even before your first contact with a recruiter.
You’re already negotiating when you:
• Write your LinkedIn summary.
• Decide who to send your CV to.
• Respond to the first message in chat or email.
• Choose where to “practice” and where to give it your all.
All of this is part of your strategy. And yes, if you want a strong offer — play the long game.

Four Conditions for Receiving a Strong Offer
I call this the formula for a confident offer:

1. You’re pleasant to talk to. People aren’t hired just for skills — but for their vibe. Calmness, respect, a light smile — these aren’t weaknesses, they’re assets.
2. You come across as an expert. Case studies, results, confident speech, structure — all of this supports your “price range.”
3. You’re easy to sell internally. Even if the recruiter is impressed, they’ll have to convince others. Help them: provide clear numbers and a short presentation.
4. If it feels like you’re just using the offer to negotiate with another company — interest can fade quickly. Employers want to see genuine interest in the role, not someone just collecting offers “for comparison.” That’s why it’s important to create a sense of honest dialogue: you’re open, attentive, asking questions — and making it clear you’re seriously considering this as a potential step forward.

What Leverage Is — and How to Create It Even If You’re “One on One”
Leverage is your advantage in a negotiation. And no, it doesn’t always mean having another offer in hand.
There are three types of leverage:

1. You actually have alternatives. The key is not to threaten, but to show respectful interest: “I have a couple of offers, but your team is my priority. Let’s discuss the terms under which I can say yes.”
2. You’re ready to walk away. Even without other offers, if you’re mentally ready to say “no,” it shows. And that gives you power.
3. You’re well-prepared. Market data, clear arguments, a solid plan — and you already sound like someone worth taking seriously.

Research: How Much Are You Worth
Don’t enter negotiations blind. Spend an evening — and collect the data:
• levels.fyi — especially for IT, Product, Design
• Blind — sometimes chaotic, but very useful
• Conversations with former employees of your target companies
• Executive recruiters and coaches
• Competitors (if you can’t find data on the company you want)
Glassdoor tends to underestimate numbers. Use with caution!

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Your Three Numbers: Anchor, Target, Minimum
Before you talk money, define for yourself:

1. Anchor — the number that feels scary to name. It sets your ceiling.
2. Target — the amount you’d happily say “Yes, I’m in” to.
3. Minimum — anything below this is a no-go. Unless there’s significant compensation (equity, remote work, growth opportunities or something else).

These numbers are your internal compass. You don’t need to say them out loud — but you must feel them.

First Conversation with a Recruiter: Don’t Rush to Give Up Initiative
It usually sounds like: “What are your salary expectations?”
The most common mistake is blurting out a number. But this is exactly where you can lay the groundwork for a successful negotiation.

Here’s one way to respond:
“I’m sure we can find a comfortable level once we go over the responsibilities and expectations. Right now, I’m focused on understanding the role and the company’s goals better.”

If the conversation is going well, you can clarify:

• What’s the salary range allocated for this role?
• Who makes the final decision on level and compensation?
• Do you use an internal grading system, and how do you assess me within it?

These questions aren’t about pressure — they’re about clarity. And the better you understand their framework, the easier it’ll be to move forward.

The Interview: A Moment Where You Don’t Just Answer — You Build Value
Everything you say in the interview will either work for you in the negotiation — or against you. This isn’t just a dialogue — it’s an investment in your future position at the table.

Here’s what to emphasize:

• Show that you’ve solved similar problems before. The more specific, the better.
• Speak the language of business. Not “I know JavaScript,” but “I optimized a module and cut load time by 40%.”Learn how to translate this into your own skills.
• Demonstrate your thinking: I understand how my work impacts the product.
• Don’t be afraid to ask questions. It shows that you’re making a choice — not just waiting for approval.

If you can — outline a “30/60/90 day plan”: how you plan to ramp up, what you’ll focus on early, what you aim to achieve in the first few months. This sends a strong signal to the hiring manager.

Got an Offer — What Next?
First — don’t celebrate out loud just yet. Even if the offer is strong, a polite pause works in your favor.

Here’s one way to respond:
“Thank you! I appreciate receiving an offer from your team. I’d like to take some time to think it through and align it with my priorities. Can we revisit this conversation in a day or two?”

Ask for the offer in writing — it’s about clarity, and about respecting yourself.

And then — analyze. Where can you strengthen the offer?

• Base salary.
• Stock options.
• Sign-on bonus.
• Flexible schedule.
• Potential for a review in 6 months.
• Support for learning, mentorship, and development.
Choose 1–2 key areas. Don’t ask for everything at once.

How to make a counteroffer — without pressure or ultimatums
A counteroffer isn’t a battle. It’s a partnership conversation. The structure is simple:

1. Gratitude for the offer.
2. Confirmation of your interest.
3. Arguments: experience, results, market data.
4. A specific proposal.
5. A confident, calm tone.

Example:
“I’m genuinely excited about your team and the challenges ahead. After analyzing the market and seeking advice, I believe a fair level of compensation would be around X. If we can find a solution in that range, I’d be happy to join.”

It sounds like an adult conversation. And that’s exactly the kind of candidate companies tend to choose.

If you have multiple offers: how not to get lost and make the right choice
Having options isn’t a reason to “run an auction.” It’s a reason to pause and ask: what really matters to me?

Before comparing offers side by side, ask yourself a few questions:
• Where will I grow faster?
• Who do I want to work with?
• Where do the tasks spark genuine interest?
• Which team feels closer in spirit?
• Where will I feel comfortable in the long run?

Only after that — spreadsheets, numbers, bonuses.
Sometimes, an offer with slightly lower compensation gives you much more — thanks to the people, the mission, the opportunities. And sometimes the “fattest” offer can turn out to be a trap.

How to stay confident — even if you’re nervous
Negotiations are, first and foremost, about your inner state. Here are a few techniques that work:

1. Framing. You’re not begging. You’re offering value. It’s an exchange.
2. Preparation. Say key phrases out loud. Even in front of a mirror. Better to stumble at home than during the real conversation.
3. Breathing. Inhale slowly for 4 seconds — pause — exhale for 4 — pause again. Five cycles like this — and you’ll feel grounded.
4. Mental rehearsal. Imagine the negotiation going perfectly. It’s not magic — it’s mindset.

The offer came in lower than expected?
Don’t panic. It’s not a rejection — it’s an opening for a conversation.

Ask a clarifying question:
“Did you base this on a standard budget for the role, or is this your assessment of my level?”

If it’s a formal grade — you can discuss the scope of responsibilities and the potential for a review.
If they underestimated you — this is your chance to present additional arguments: case studies, feedback, numbers.

And don’t rush into a harsh reaction. Sometimes the company is testing your response. Your task is to stay composed and act like someone who truly knows their worth.

After the deal — document the agreements and keep building
If you’ve managed to reach an agreement — great. Confirm everything in writing:
“Thank you for the discussion. I confirm that we’ve agreed on the following terms, with a possibility to revisit them in six months.”
This isn’t bureaucracy. It’s protection — for both sides.
And from there — work in a way that makes your contribution obvious. That’s when the next step won’t take long to arrive.

One last thing I want to say
Negotiation isn’t a trick, a performance, or manipulation. It’s a mature skill. And it develops with every step.
The first time — it’s scary. The second — nerve-racking. But then, you start to get a feel for it. Confidence. Control.
And at some point, there’s a shift: you’re no longer hoping for a good offer. You know how to create one.
Which means — you’re truly negotiating.
Constructively. Honestly. Like an adult.
Thank you for reading to the end. If this article was helpful to you, I’d be grateful if you shared it with someone who might benefit from it too.

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