Salary Negotiation in IT: How to Ask for More
Practice4 minInnovialabs editorial team
In short
Before the conversation, gather market data and set your minimum and target, name a range backed by the market and your value, answer counteroffers calmly with arguments, and if salary hits a ceiling, negotiate other terms.
The short answer: how to ask for more
Salary negotiation is a normal part of hiring, and companies expect it. A strong position rests on three things: market data, clear numbers of your own and calm arguments based on the value you bring. "I want more" without reasons rarely works. A request grounded in the market, your experience and the role's scope is an ordinary business conversation.
Step 1. Research the market
- Job postings with listed salary ranges on job boards and Telegram channels, for your role, level and stack.
- Public salary reports from job boards and professional communities. Check the methodology and the date.
- Conversations with peers and recruiters you know. Ask about ranges, not exact figures for specific people.
- Account for context: city or remote, currency, company size, foreign or local employer, gross or net.
The result is not one number but a range for your position.
Step 2. Set your numbers
Before the conversation, decide for yourself:
- Your minimum: below this you walk away. Base it on your expenses and your alternatives.
- Your target: a realistic market figure given your experience.
- Your opening number: slightly above the target, leaving room to negotiate.
Prepare arguments: relevant experience, results, rare skills and how closely your profile matches the role.
Step 3. When to name a number
- If the posting lists a range, use it and explain where in that range you fit.
- If you are asked for expectations early, you can give a market-based range or politely suggest returning to numbers once the scope and level are clear.
- The best moment for serious negotiation is after the company has decided to hire you but before you sign. That is when you have the most leverage.
- Name a range whose lower end you are happy with: the other side often anchors on it.
Step 4. Handling a counteroffer
- Do not answer immediately. Thank them and ask for time to think. That is normal.
- Clarify the full offer: bonuses, review schedule, probation, taxes, type of contract.
- Respond with arguments: "Given my experience with X and the scope of Y, I am looking for Z. Can we get closer to that?"
- Use other offers honestly. If you have them, you can mention it without pressure. Never invent alternatives.
- If your current employer counters, think about why you started looking. A raise does not always fix the original reason.
Step 5. What to negotiate beyond salary
When the salary budget is fixed, there is often flexibility elsewhere:
| Term | What to discuss |
|---|---|
| Review | Date and criteria for a salary review, for example after probation |
| Schedule | Remote, hybrid, flexible hours |
| Learning | Courses, conferences, certifications paid by the company |
| Time off | Extra vacation days |
| Equipment and expenses | Laptop, internet and home office costs |
| Role | Scope, level, growth path |
Put important agreements in writing, in the offer or at least in an email.
Common mistakes
- Going into the conversation without market data.
- Opening with your minimum.
- Accepting on the spot without time to think.
- Justifying the request with personal expenses instead of value to the company.
- Bluffing about offers that do not exist.
- Forgetting to check whether the figure is gross or net.