Salary negotiation

Usually yes when the employer has room and you have a credible range — which is most professional offers. Skip hard negotiation only when the package already meets your walk-away number, the employer stated a non-negotiable fixed band you verified, or negotiating would violate a clear policy (some government or union roles). Even then, you can still ask clarifying questions about leveling and review timing.

Rarely, if you stay respectful, evidence-based, and within a reasonable band. Withdrawals almost always follow ultimatums, fabricated competing offers, or large asks with no rationale. Frame your counter as enthusiasm plus a request to close a gap — not a threat.

Aim for a counter that sits inside your researched range and leaves room to land near your target. A common pattern is to counter toward the upper third of your range when the offer is at or below midpoint. Avoid round-number leaps that ignore their stated ceiling.

Lean on transferable scope: team size, revenue impact, on-call burden, scarcity of skills, and competing demand — not only years in the exact title. Ask how they leveled you and what would justify the next band.

Prefer not to when you can legally decline. Share a target range instead. If required by process, be accurate and immediately re-anchor on market value for the new role’s scope, not your old paycheck.

It depends on runway, dilution, strike price, vesting, and your cash needs. Early-stage equity can dominate long-term upside but is illiquid and risky; base and bonus fund your life. Model scenarios before trading cash for paper.

Strong interview prep raises your leverage: clearer leveling conversations, better stories about impact, and confidence when you discuss scope. Use Role Prep or Job prep to show up ready — then use this guide when the offer arrives.