Salary, offers and negotiation

By Justina Lydia · Reviewed 30 Oct 2026 · 4-minute read

After a long search, it's tempting to accept the first number out of relief. I understand that. A few calm steps before and after the offer can add up over the next few years, and they rarely put the offer at risk.

This page is general information. It's not legal advice or financial advice. Pay laws differ by country, state and city, and they change, so check the official source for where the job is.

Most people don't ask, and most who ask get something

In a 2023 Pew Research Center survey of US workers, only 32% of men and 28% of women said they'd asked for more pay than they were first offered in their current job. Of those who asked, 28% got what they asked for and 38% got more than the first offer but less than they'd asked. The other 35% were given the original offer⁠^[1].

That's a survey about people's own memories, not a promise. Still, in that survey about two in three of the people who asked came away with more, and the rest were left with the original offer.

Research a range before the first screen

Have a range written down before anyone asks. Three places to look:

1. Posted ranges. More and more postings include one, because some places require it. California and Washington require employers with 15 or more employees to include a pay scale or range in job postings⁠^[2]⁠^[3], and New York State requires it of businesses with four or more employees⁠^[4]. Several other states and cities have similar rules.
2. Official wage data. In the US, the Bureau of Labor Statistics publishes wage estimates for about 830 occupations, by state and metro area⁠^[7]. In the UK, the Office for National Statistics publishes earnings by occupation, region, industry and age⁠^[8].
3. People in the field. Ask in your advice calls: "What range would you expect for a role like this here?" People who won't share their own pay will often share a range.

In the EU, the Pay Transparency Directive gives applicants the right to information about the starting pay or its range, for example in the job advert or before the interview. It also says employers may not ask about pay history⁠^[5]. Countries had until 7 June 2026 to put it into national law⁠^[5]. A tracker run by Trusaic, a compliance software company, reported in October 2026 that only four of the 27 had met that deadline⁠^[6], so check the rules in the country where the job is.

When they ask what you're looking for

It often comes up in the first call with a recruiter. Give your range, then ask for theirs:

Based on the scope and what I'm seeing for similar roles, I'm targeting [range]. I'm flexible for the right fit. What's the budgeted range for this role?

Make the bottom of your range a number you'd be glad to accept, because offers tend to land near it.

If they ask what you earn now

Some places ban the question. California and Washington don't allow employers to seek an applicant's pay history⁠^[2]⁠^[3], and the EU directive bans it once national law is in force⁠^[5]. Where it's allowed, you can still choose to steer back to what you're looking for:

I'd rather focus on the value of this role. For this scope, I'm targeting [range].

When the offer comes

1. Thank them, and say you're glad to have it.
2. Ask for the full offer in writing: base pay, bonus, benefits, start date and any conditions.
3. Ask for time: "Could I come back to you by Thursday?" A day or two is a normal request.
4. Don't accept on the call, even if you're delighted. You can be delighted by email tomorrow.

Ask for one or two things, with a reason

Pick the one or two things that matter most to you, and give a reason for each. Base pay, a sign-on bonus, the start date, the title, remote days and a learning budget are all common asks. A focused ask is easier to say yes to than a long list, in my experience.

I'm excited about this role and the team. Given [one piece of proof, such as the onboarding results we discussed], I was hoping for [number]. Is there flexibility on the base?

Then stop talking and let them answer. If the answer on base pay is no, you can ask about one other item: "If the base is fixed, could we look at a sign-on bonus or an earlier review?"

Accepting, declining and closing other processes

When you accept, do it in writing and confirm the start date. Then tell the other companies you're talking to, briefly and kindly: "I've accepted another offer, so I'm withdrawing from the process. Thank you for your time; I'd be glad to stay in touch."

If you decline, thank them, give a short reason if you want to, and leave the door open. People move between companies, and the recruiter you decline today may call you about a better fit next year.

If an offer asks you to pay for training or equipment before you start, stop and read spotting job scams first.