How do I negotiate a salary offer?

The central fact is that an initial offer is frequently not the maximum, and that asking is normal and expected in most professional contexts. Employers who would withdraw an offer over a polite, reasonable negotiation are rare, and the behaviour tells you something useful about them.

Preparation is most of the outcome. Establish a range from published salary data, sector surveys, advertised roles at comparable organisations and, where possible, people in the field. Enter with a figure and a justification rather than a feeling.

Timing matters. Negotiate once an offer is made, when the employer has decided they want you and has invested in the process. Raising it too early competes with proving you should be hired at all.

Mechanically, let them state a number first where you can. When asked your expectations, giving a researched range with a reason is a reasonable response. Then respond to the offer with a specific figure rather than a vague request for more, and tie it to evidence: market rate, the scope of the role, what you bring that the role requires.

Remain warm throughout. This is a conversation with people you intend to work with, not an adversarial exchange, and framing it as a shared problem works better than framing it as a contest.

Salary is not the only variable. Where base pay is constrained by a band, holiday, flexible or remote working, a signing bonus, a review date, a title, training budget or a start date can all move.

Get the final agreement in writing before resigning from anything.