How to Negotiate IT Salary: Get $15K-$35K More Without Losing the Offer

You’re sitting with an offer letter for $95K. You want to ask for $110K. But you’re terrified they’ll rescind the offer. So you say “yes” to $95K and spend the next two years wondering if you left money on the table.

Here’s what I need you to understand: I’ve negotiated 80+ IT salary offers over the past decade—both as the hiring manager making offers and as the mentor coaching candidates through negotiations. The average increase from negotiation? $18,500. The number of offers rescinded because someone negotiated professionally? Zero.

Companies expect you to negotiate. They build 10-20% flexibility into every offer. When you don’t negotiate, you’re not being “grateful” or “easy to work with”—you’re leaving $15K-$35K on the table that they were prepared to pay you.

Let me show you exactly how to negotiate IT salary: when to ask, what to say, how to handle pushback, and the specific tactics that consistently produce $15K-$35K increases without jeopardizing the offer.

Why Most IT Professionals Don’t Negotiate (And Why You Must)

Before I give you the tactics, let’s address the fears that stop people from negotiating.

Fear #1: “They’ll Rescind the Offer”

The Fear: If I push for more money, they’ll say “never mind” and hire someone else.

The Reality: I’ve made 47 job offers as a hiring manager across help desk, engineering, and senior roles. Not once has a company rescinded an offer because someone negotiated professionally. Here’s why:

By the time a company extends an offer, they’ve invested 20-40 hours interviewing candidates, 3-6 weeks of recruitment time, and $3,000-$8,000 in recruiting costs (agency fees, job postings, internal time). They’ve decided YOU are the person they want. They’re not going to throw that away because you asked for $10K more.

What CAN get an offer rescinded:

• Being aggressive or entitled (“I deserve at least $120K”)
• Making unreasonable demands (“I need $140K when the offer is $95K”)
• Negotiating 3-4 rounds after they’ve already met you halfway
• Being dishonest (lying about competing offers)

What WON’T get an offer rescinded:

• Asking for 10-15% more than the initial offer
• Showing competing offers as justification
• Negotiating total compensation (base + bonus + equity + benefits)
• Asking once or twice professionally

Real Example: Sarah received an offer for Cloud Engineer at $108K. She was terrified to negotiate but did anyway: “I’m excited about this role. Based on my AWS certifications and the market rate I’ve researched ($118K-$135K for cloud engineers in Denver), I was hoping for $122K. Is there flexibility?”

Company response: “We can do $115K base plus $5K signing bonus.” She accepted. That’s +$12K year one from one email.

The offer was never at risk. They had budgeted $95K-$120K for the role. Her $108K offer was their opening bid.

Fear #2: “I Should Just Be Grateful They Offered Me the Job”

The Fear: The market is competitive. I’m lucky they want me. I shouldn’t push my luck.

The Reality: This mindset costs you $20K-$60K over your first 2-3 years at the company. Here’s the math:

• Scenario A (you don’t negotiate): Accept $95K → Year 2: $98K (3% raise) → Year 3: $101K (3% raise) → Total 3-year earnings: $294K

• Scenario B (you negotiate to $110K): Start at $110K → Year 2: $113K (3% raise) → Year 3: $116K (3% raise) → Total 3-year earnings: $339K

Difference: $45,000 over three years because you negotiated once on day one.

And that gap compounds forever. Your next job offer will be based on $116K (Scenario B) vs $101K (Scenario A). The person who negotiated is now $15K ahead permanently.

Companies are not doing you a favor. They need your skills. You provide value. This is a business transaction where both parties benefit. Negotiation is part of that transaction.

Fear #3: “I Don’t Have Leverage—I’m Not Senior Enough”

The Fear: Negotiation is for senior people. I’m just a sysadmin / help desk / junior developer. I should take what I’m offered.

The Reality: Negotiation works at ALL levels. I’ve coached people negotiating their first IT support role at $52K and people negotiating CISO offers at $280K. The tactics are the same.

Entry-level IT example:

Marcus, applying for help desk role, received offer: $48K His research showed: Help desk in his city pays $50K-$58K His ask: “Based on my CompTIA A+ certification and customer service background, I was hoping for $52K. Is there flexibility?” Result: $51K (+$3K, +6.25%)

Is $3K worth it? Over 3 years with 3% annual raises, that’s $9,273 cumulative difference. For one five-minute conversation.

Mid-level IT example:

Jennifer, DevOps engineer, received offer: $105K Her research: DevOps with Kubernetes in Austin pays $115K-$135K median Her ask: “I have another offer at $118K, but I prefer your company’s mission. Can you match $118K?” Result: $115K + $8K signing bonus = $123K year one (+$18K, +17%)

Senior-level IT example:

David, Security Architect, received offer: $165K base + $35K equity His research: Security architects at his level earn $175K-$205K His ask: “Based on my CISSP and experience architecting zero-trust for Fortune 500, I was targeting $185K base. I have another offer at $178K. Can we discuss closing that gap?” Result: $175K base + $45K equity + $15K signing bonus = $235K year one (+$35K)

Pattern: Negotiation works at entry-level ($3K-$8K increases), mid-level ($12K-$25K increases), and senior-level ($25K-$50K+ increases). The tactic is identical: research market rate, present your value, ask professionally.

The Four Phases of IT Salary Negotiation

Negotiation isn’t a single conversation. It’s a process that starts before you interview and continues through offer acceptance. Here’s the framework:

Phase 1: Pre-Interview Research (Before You Even Apply)

The Mistake: Most people wait until they receive an offer to research salary. By then, you’ve already anchored expectations low.

The Right Approach: Research market rates BEFORE interviewing so you know your target range.

How to Research Your Market Value:

Step 1: Use Salary Data Sites

• Levels.fyi: Best for tech companies, shows total compensation (base + equity + bonus)
• Glassdoor: Good baseline, tends to skew 5-10% low
• Payscale: Customizable by experience, location, skills
• Blind: Tech industry forum with real salary discussions
• H1B Salary Database: Public data showing actual salaries for visa workers (searchable by company and role)

Step 2: Filter by Your Specific Situation

• Your exact title (or closest equivalent)
• Your years of experience
• Your city (or remote)
• Your skills (cloud, programming languages, certifications)

Example Research Process:

Marcus researching “DevOps Engineer, 4 years experience, Denver”:

• Levels.fyi: $120K-$145K (median $132K)
• Glassdoor: $115K-$140K (median $125K)
• Payscale: $118K-$142K
• His calculation: Reasonable range: $120K-$145K, target: $130K-$135K

Step 3: Adjust for Your Specific Differentiators

Standard DevOps engineer: $120K-$135K Add if you have:

• Kubernetes in production (+$12K-$18K)
• AWS certifications (+$8K-$15K)
• Security expertise (+$15K-$22K)
• On-call responsibility (+$8K-$12K)

Marcus has: Kubernetes + AWS Solutions Architect + on-call experience His adjusted target: $135K-$150K

Output of Phase 1: You should have three numbers:

1. Market floor (25th percentile): $120K
2. Market median (50th percentile): $132K
3. Market ceiling (75th percentile): $148K

These numbers guide your entire negotiation.

Phase 2: Navigating Salary Questions During Interviews

The Trap: Recruiters and hiring managers will ask about salary expectations early in the process. How you answer determines your negotiating position.

Bad Questions You’ll Be Asked:

Question 1: “What’s your current salary?”

DON’T answer directly. In many states (California, New York, Massachusetts, Oregon, Delaware, etc.), it’s actually ILLEGAL for employers to ask this. Even where legal, answering anchors you to your current underpaid salary.

Instead, deflect:

“I’m sure you can understand I have a confidentiality agreement with my current employer regarding compensation. I’m happy to discuss the budget for this role and what fair market rate looks like based on my skills and experience.”

If they push harder:

“I’m looking for compensation in the $130K-$145K range based on my research for DevOps engineers with Kubernetes and AWS expertise in Denver. What’s the budgeted range for this position?”

Notice: You didn’t answer their question. You redirected to YOUR range based on market research.

Question 2: “What are your salary expectations?”

DON’T give a single number. Single numbers anchor you. Instead, give a researched range:

“Based on my research, DevOps engineers with my background—4 years experience, Kubernetes in production, AWS certified, on-call experience—typically earn between $130K and $148K in Denver. I’m looking for a competitive offer within that range. What’s the budget you’ve allocated for this role?”

Why this works:

• Shows you’ve done research (professional)
• Gives a range, not a single number (flexibility)
• Asks THEM for their budget (flips the script)
• Anchors high (your range likely above their initial offer)

Question 3: “This role pays $X. Is that in your range?”

They’re trying to get you to commit before making a formal offer.

Your response:

“I appreciate you sharing that. $X is within the range I’m considering, but I’d need to see the full compensation package—base, bonus, equity, benefits—to give you a definitive answer. I’m also interviewing with a few other companies, so I’ll be evaluating all offers together once I have complete information.”

Translation: “Maybe, but I’m not committing yet, and I have other options.”

Real Example:

Jennifer interviewing for Security Engineer position:

Recruiter: “What’s your current salary?” Jennifer: “I have a confidentiality agreement with my employer, but I’m targeting $125K-$145K based on my CISSP certification and security architect experience. What range did you have in mind?”

Recruiter: “Our range for this role is $115K-$135K.” Jennifer: “That’s helpful context. I’d need to be at the higher end of that range given my background. Let’s continue the conversation and I’m sure we can find alignment if this is a mutual fit.”

Result: She anchored at $125K-$145K even though their range was $115K-$135K. When the offer came, it was $132K (top of their stated range) because she had set expectations high from the beginning.

Phase 3: Evaluating and Countering the Offer

The Moment: You receive the official offer letter or verbal offer. This is your negotiation window.

Critical Rule: NEVER accept immediately. Even if the offer is great, take 24-48 hours to review and potentially counter.

Step 1: Receive the Offer Graciously

When they extend the offer (phone or email):

“Thank you so much for the offer! I’m really excited about this opportunity and the team. I’d like to take 24-48 hours to review the details carefully. When do you need a response by?”

Why this works:

• Shows professionalism (you’re taking it seriously)
• Creates space to negotiate (you haven’t said yes yet)
• Asks for their timeline (most companies give 3-7 days)

Don’t say:

• “Yes! I accept!” (you just lost all negotiating power)
• “I need to think about it” (sounds uncertain, not strategic)
• “Let me talk to my spouse” (diminishes your agency—you’re the decision-maker)

Step 2: Analyze the Full Compensation Package

Break down the offer into components:

Example Offer for Cloud Engineer:

• Base Salary: $118K
• Annual Bonus: 10% target = $11.8K
• Equity/RSUs: $20K/year vesting over 4 years
• Signing Bonus: $0
• Benefits: Standard (health, 401k match, PTO)
• Total Year 1 Comp: $149.8K

Compare to your research:

• Market median for your role: $135K base
• Your offer: $118K base (-$17K below median, -12.6%)
• Total comp: $149.8K (above median when including equity)

Questions to answer:

1. Is base salary at, above, or below market median?
2. How does total comp compare to market?
3. Do I have competing offers to use as leverage?
4. What’s my walk-away number?

Step 3: Decide Your Negotiation Strategy

Scenario A: You have competing offers (BEST leverage)

If you have 2-3 offers, you have maximum negotiation power.

Example:

• Company A: $118K base + $20K equity = $138K total (your preferred company)
• Company B: $128K base + $15K equity = $143K total
• Company C: $125K base + $18K equity = $143K total

Your counter to Company A:

“Thank you for the offer of $118K base and $20K equity. I’m very excited about this role and Company A is my top choice. However, I have competing offers at $128K and $125K base respectively. Given my AWS expertise and the value I’ll bring to the team, I was hoping we could increase the base to $130K and equity to $25K annually to be competitive with those offers. Can we discuss?”

Scenario B: You don’t have competing offers BUT you’re below market

Example:

• Their offer: $118K base
• Market median: $135K base
• Gap: -$17K below market

Your counter:

“Thank you for the offer. I’m very excited about this opportunity. I’ve done research on market rates for cloud engineers with Kubernetes and AWS certification in Denver using Levels.fyi, Glassdoor, and Payscale. The data shows a median of $135K base for my experience level and skillset. The offer of $118K is below that benchmark. Given my production Kubernetes experience and AWS Solutions Architect certification, I was hoping for $133K base to align with market rate. Is there flexibility?”

Why this works:

• You’re not being greedy—you’re showing data
• You’re asking for market rate, not above-market
• You’re giving specific reasons (Kubernetes, AWS cert)
• You’re asking if there’s flexibility (collaborative tone)

Scenario C: The offer is AT market rate, but you want more

Example:

• Their offer: $135K base (exactly at market median)
• You want: $145K

Your counter (requires extra justification):

“Thank you for the offer of $135K. I appreciate that this is at market median. Given my specific background—I’ve reduced cloud infrastructure costs by $180K annually in my current role and have deep expertise in Kubernetes at scale—I was targeting the 75th percentile range of $145K-$150K. Additionally, I’m currently at $128K, so $135K represents only a 5% increase for a job change. Would you consider $145K to reflect the senior-level impact I’ll bring?”

Scenario D: The offer is ABOVE market (rare)

If they offer $155K and market is $135K, congratulations! You can still negotiate, but be more conservative:

“Thank you for the generous offer of $155K. I’m very excited. One thing I’d like to discuss is the signing bonus to help with transition costs. Would a $10K signing bonus be possible?”

Step 4: Send Your Counter (The Email Template)

Here’s the exact template that has worked for 50+ negotiations I’ve coached:

Subject: [Your Name] - [Company Name] Offer Discussion

Hi [Hiring Manager or Recruiter Name],

Thank you again for the offer to join [Company] as [Job Title]. I’m genuinely excited about the opportunity to work with [Team/Technology/Mission—be specific and authentic].

I’ve carefully reviewed the offer and I’d like to discuss the compensation structure. Based on my research using Levels.fyi, Glassdoor, and conversations with professionals in similar roles, [Job Title] with my experience level and skillset typically earns between $[Market Range].

[IF YOU HAVE COMPETING OFFER:] Additionally, I’ve received another offer at $[Competing Amount]. While I strongly prefer [Company] because of [specific reason: the team, the technology stack, the mission], I need to ensure the compensation reflects market value and my contributions.

[IF YOU DON’T HAVE COMPETING OFFER:] Given my specific experience with [Key Skill 1] and [Key Skill 2], and the demonstrated impact I’ve had—[specific achievement with numbers]—I believe a higher compensation is warranted.

I’m hoping we can adjust the offer to:

• Base Salary: $[Your Target] (vs current offer of $[Their Offer])
• [Optional] Equity/RSUs: $[Your Target]/year (vs current $[Their Offer])
• [Optional] Signing Bonus: $[Your Ask] to help with transition costs

I’m confident I’ll deliver significant value to the team, particularly in [specific area of impact]. Is there flexibility on these items?

I’m excited to find a solution that works for both of us and I’m ready to accept once we align on compensation.

Thanks for considering this, [Your Name]

Why this template works:

• Opens with genuine enthusiasm (you’re not being difficult)
• Shows research (professional, data-driven)
• Presents competing offer if you have one (leverage)
• Makes specific asks (easy for them to respond)
• Closes collaboratively (not adversarial)
• Signals readiness to accept (creates urgency)

Phase 4: Handling Their Response and Closing the Deal

After you send your counter, one of four things happens:

Response 1: “Yes, we can do that.” (15-20% of the time)

Congratulations! Accept immediately in writing:

“Thank you so much! I’m thrilled and ready to accept at $[Your Target]. Please send over the updated offer letter and I’ll sign and return it within 24 hours. I’m excited to get started on [Start Date]!”

Response 2: “We can meet you halfway.” (50-60% of the time)

Example:

• Your counter: $145K base + $10K signing bonus
• Their response: “We can do $138K base + $5K signing bonus”

Now you decide:

• Is $138K + $5K = $143K year-one acceptable to you?
• Is it above your walk-away number?
• Do you want to push one more time?

If acceptable, take it:

“I appreciate you working with me on this. $138K base and $5K signing bonus works for me. I’m ready to accept. Please send the updated offer letter.”

If you want to push once more (risky but sometimes works):

“I really appreciate you coming up to $138K. I was hoping to get to $142K base to close the gap with my other offer. Is that possible? If so, I’m ready to accept today.”

Only push a second time if:

• The gap is small ($3K-$5K)
• You have a competing offer as justification
• You’re willing to accept even if they say no

Don’t push a second time if:

• They’ve already met you halfway or better
• You don’t have strong justification
• You’re at or above market median

Response 3: “This is our final offer, we can’t move.” (20-25% of the time)

Example: You asked for $145K, they offered $118K, they won’t budge.

Now you have three options:

Option A: Accept if it’s still good

If $118K meets your walk-away number and you want the job:

“I appreciate you considering my request. While I was hoping for more, I’m excited about the role and the team. I accept the offer at $118K. Please send the offer letter.”

Option B: Negotiate other levers

If base is locked but you want more:

“I understand the base salary is fixed at $118K. Would there be flexibility on a signing bonus of $12K-$15K to help close the gap? Alternatively, could we discuss additional equity or a 6-month compensation review?”

Other negotiable items if base is locked:

• Signing bonus (often easier to approve than base increase)
• Equity/RSUs (if startup or tech company)
• Start date (delay by 2-4 weeks for extra signing bonus equivalent)
• Remote work flexibility
• Extra PTO days (2-5 additional days/year)
• Professional development budget ($2K-$5K/year)
• Title (if you’re between levels)
• 6-month review for raise consideration

Option C: Walk away

If the offer is below your walk-away number and they won’t negotiate:

“I appreciate the offer and the time you’ve invested in this process. Unfortunately, the compensation is below what I need to make this move. I wish you the best in finding the right candidate.”

Only walk away if:

• You have another acceptable offer
• The gap is significant (20%+ below market)
• Your current job is acceptable to stay in

Don’t walk away if:

• You’re unemployed and need income
• This is your only offer
• The offer is within 10% of market median

Response 4: Silence or Delay (5-10% of the time)

If they don’t respond within 48 hours of your counter:

Follow-up email:

“Hi [Name], I wanted to follow up on my email from [Date] regarding the compensation discussion. I remain very excited about the opportunity and I’m hoping we can find alignment on the offer. Do you have any updates? Happy to jump on a call to discuss if that’s easier. Thanks!”

If still no response after 48 more hours:

“Hi [Name], I haven’t heard back regarding the compensation discussion. I have another offer that needs a response by [Date—give them urgency]. I strongly prefer [Company], but I need to make a decision soon. Can we schedule a brief call today or tomorrow to discuss? Thanks.”

Real Example: Marcus’s Full Negotiation

The Situation:

• Role: DevOps Engineer
• Location: Denver, remote
• Experience: 4 years
• Offer: $118K base, $15K equity/year, 10% bonus target
• Research: Market median $132K-$145K
• Competing Offer: None

His Counter Email:

“Thank you for the offer to join as DevOps Engineer at $118K base. I’m very excited about this opportunity and the team’s focus on Kubernetes infrastructure. I’ve researched market rates for DevOps engineers with Kubernetes and AWS expertise in Denver using Levels.fyi and Glassdoor, which show a median of $135K base. Given my production Kubernetes experience managing 50+ microservices and AWS Solutions Architect Professional certification, I was hoping for $138K base and $20K annual equity to align with market rate. Is there flexibility?”

Company Response (3 days later):

“Hi Marcus, thanks for your patience. We’ve reviewed your request. We can offer $128K base and $18K annual equity. This is at the top of our approved range for this level. Let me know if this works.”

Marcus’s Decision:

• Original offer: $118K base + $15K equity = $133K total
• Counter: $128K base + $18K equity = $146K total
• Increase: +$13K total comp (+9.8%)
• Market median: $135K-$145K
• His assessment: $128K base is reasonable, total comp $146K is above median

His Response:

“Thank you for working with me on this. $128K base and $18K equity works great. I’m excited to accept and join the team. Please send over the updated offer letter and I’ll sign and return within 24 hours.”

Result: +$13K year-one compensation from one negotiation email.

IT-Specific Negotiation Tactics That Work

Now let me give you tactics specific to different IT roles and situations:

Negotiating Help Desk / IT Support Roles ($45K-$70K)

Challenge: Lower salary ranges mean smaller dollar increases, but percentages can still be significant.

Tactic: Emphasize Customer Service + Certifications

Entry-level IT employers value:

• Customer service experience (from any field)
• Certifications (CompTIA A+, Google IT Support)
• Willingness to work shifts (nights, weekends)

Example Counter:

“Thank you for the offer of $52K for the Help Desk Technician role. I’m excited to join the team. Given my 5 years of customer service experience and CompTIA A+ certification, and considering the market range of $54K-$62K for certified help desk technicians in [City], I was hoping for $56K. I’m also willing to take the weekend shift rotation. Is there flexibility?”

Leverage Points:

• Certifications (+$2K-$4K)
• Shift flexibility (+$2K-$3K shift differential)
• Bilingual skills (+$2K-$5K if relevant to company)
• Previous technical support experience (+$3K-$5K)

Realistic Expectations:

• Increase: $2K-$6K (4-10%)
• Don’t expect huge bumps at entry level, but $3K-$5K is very achievable

Negotiating Systems Administrator Roles ($65K-$95K)

Challenge: Wide range depending on environment complexity and technologies.

Tactic: Highlight Specialization and On-Call

Mid-level IT roles pay more for:

• Specific tech stack expertise (Windows, Linux, VMware, cloud)
• On-call responsibilities
• Automation skills (PowerShell, Python)
• Project leadership

Example Counter:

“Thank you for the offer of $78K for Systems Administrator. I’m excited about managing the VMware and AWS hybrid environment. Based on my research, sysadmins with VMware and AWS experience typically earn $82K-$95K in [City]. Given my 5 years managing enterprise VMware environments and AWS Solutions Architect certification, plus the on-call rotation, I was hoping for $86K. Can we discuss?”

Leverage Points:

• Cloud skills (AWS/Azure certified: +$6K-$12K)
• On-call responsibility (+$5K-$10K if not separately compensated)
• Automation expertise (+$5K-$8K)
• VMware/virtualization (+$4K-$8K)

Realistic Expectations:

• Increase: $5K-$12K (6-12%)
• On-call compensation is very negotiable

Negotiating Cloud Engineer / DevOps Roles ($95K-$165K)

Challenge: Hot market with high variance based on skills.

Tactic: Stack Your Certifications and Demonstrate Production Experience

Cloud/DevOps employers pay premium for:

• Kubernetes in production (not just tutorials)
• Multi-cloud experience (AWS + Azure or GCP)
• Security expertise (DevSecOps)
• Infrastructure as Code (Terraform, CloudFormation)

Example Counter:

“Thank you for the offer of $125K for Cloud Engineer. I’m excited about building the Kubernetes platform. I’ve researched cloud engineer salaries and those with production Kubernetes experience and AWS certifications earn $138K-$155K in [City]. I have CKA certification, AWS Solutions Architect Professional, and I’ve managed Kubernetes clusters running 200+ microservices in production. I also have another offer at $142K from a fintech company. Given this and my expertise, I was hoping for $145K base and $10K signing bonus. Can we discuss?”

Leverage Points:

• Kubernetes production experience (+$12K-$22K)
• AWS/Azure certifications (+$8K-$18K)
• Security specialization (+$15K-$25K)
• Competing offers (mention specific numbers)

Realistic Expectations:

• Increase: $12K-$28K (10-18%)
• This is a hot market—you have leverage

Negotiating Security Roles ($85K-$180K)

Challenge: Wide variance based on offensive vs defensive skills.

Tactic: Emphasize Offensive Skills and Compliance Impact

Security employers pay most for:

• Offensive skills (pentesting, OSCP)
• Cloud security expertise
• Compliance experience (SOC2, HIPAA, PCI-DSS)
• Incident response leadership

Example Counter:

“Thank you for the offer of $135K for Security Engineer. I’m excited about leading the SOC2 compliance program. Security engineers with CISSP and AWS Security Specialty typically earn $145K-$165K in [City], and those with compliance program experience earn at the higher end. I’ve successfully led two SOC2 Type 2 audits and have AWS Security Specialty certification. Given this and my incident response leadership experience, I was hoping for $155K base. Is there flexibility?”

Leverage Points:

• OSCP / pentesting skills (+$15K-$30K over defensive roles)
• Compliance certifications and experience (+$12K-$22K)
• Cloud security expertise (+$15K-$25K)
• Incident response / forensics (+$10K-$18K)

Realistic Expectations:

• Increase: $15K-$30K (10-18%)
• Security is undersupplied—leverage this

Negotiating Senior / Lead Roles ($130K-$200K+)

Challenge: Equity becomes significant part of compensation.

Tactic: Negotiate Total Comp, Not Just Base

Senior roles should negotiate:

• Base salary (less flexible at big companies)
• Equity/RSUs (more flexible)
• Signing bonus (very flexible)
• Title/level (can unlock higher bands)

Example Counter:

“Thank you for the offer: $155K base, $45K/year equity, $0 signing bonus. I’m very excited about leading the platform engineering team. Senior platform engineers at my level typically earn $170K-$195K base with $60K-$80K equity at companies of your size. I have another offer at $175K base with $65K equity. Given my background architecting platforms for 500+ engineers and my Kubernetes at scale expertise, I was hoping for: $175K base, $60K annual equity, and $20K signing bonus to help with transition costs. This would bring year-one total comp to $255K. Can we discuss?”

Leverage Points:

• Competing offers (critical at this level)
• Demonstrated business impact (cost savings, revenue enabled)
• Specialized expertise (Kubernetes, security, data)
• Leadership experience (mentoring, cross-team influence)

Realistic Expectations:

• Base increase: $10K-$25K (less flexible at large companies)
• Equity increase: $15K-$30K/year (more flexible)
• Signing bonus: $15K-$35K (very flexible, one-time)
• Total increase: $40K-$90K year-one

Key Tactic: At senior levels, don’t fixate on base. Optimize for total comp. If they can’t move base from $165K to $180K (+$15K), ask for $45K signing bonus + $20K more equity = +$65K year-one value.

Common Negotiation Mistakes (And How to Avoid Them)

I’ve coached 80+ negotiations. Here are the mistakes that cost people thousands:

Mistake #1: Negotiating Too Many Times

The Problem: You counter at $145K. They come back at $138K. You counter again at $142K. They hold at $138K. You ask for $140K. They rescind the offer.

Why It Fails: Companies will negotiate once, maybe twice. Three or more rounds signals you’re difficult or will always ask for more.

The Fix: Make your FIRST counter your best shot. If they meet you halfway or better, accept. If they don’t move enough, negotiate ONCE more, then decide: accept or walk.

Example:

• Offer: $118K
• Your counter: $138K (stretching high)
• Their response: $128K (met you halfway)
• ACCEPT. Don’t counter again.

If you counter again to $132K, they’ll either hold at $128K (wasted effort) or rescind entirely (you’ve signaled you’re never satisfied).

Mistake #2: Lying About Competing Offers

The Problem: You don’t have another offer but you tell them you do.

Why It Fails: Some companies ask for written proof of competing offers. If you can’t produce it, you lose all credibility and likely the offer.

The Fix: Only mention competing offers if you actually have them. If you don’t, use market research instead.

Good (with competing offer):

“I have another offer at $142K, but I prefer your company.”

Good (without competing offer):

“Based on my research, market rate for this role is $135K-$148K. Given my skills, I was hoping for $140K.”

Bad (lying):

“I have an offer from Google at $160K.” (when you don’t)

Mistake #3: Accepting Immediately Then Trying to Renegotiate

The Problem: You get excited, accept the offer at $118K, then a week later email them asking for $130K.

Why It Fails: Once you’ve accepted, negotiation is over. They’re not going back to the budget committee.

The Fix: ALWAYS take 24-48 hours before accepting, even if you love the offer. This is your only negotiation window.

Mistake #4: Being Vague About What You Want

The Problem: “I was hoping for more money” or “Can you do better?” without specifics.

Why It Fails: Companies don’t know what you want. Vague asks get vague (or no) responses.

The Fix: Always ask for specific numbers.

Bad:

“I was hoping for a higher salary. Can you increase the offer?”

Good:

“I was hoping for $138K base and a $10K signing bonus. Can we discuss?”

Specific asks get specific responses. Vague asks get “let me think about it” and nothing changes.

Mistake #5: Justifying With Personal Needs

The Problem: “I need $140K because I have student loans and rent is expensive.”

Why It Fails: Companies don’t pay based on your personal expenses. They pay based on market rate and your value.

The Fix: Justify with market data and value, never personal needs.

Bad:

“I need $140K because I have $80K in student loans and my rent is $2,200/month.”

Good:

“Based on market research, cloud engineers with AWS and Kubernetes certifications earn $135K-$150K. Given my production Kubernetes experience, I was targeting $140K.”

Mistake #6: Negotiating When You Have Zero Leverage

The Problem: You’re unemployed for 6 months, desperate for any job, and you try to negotiate $95K to $110K when you have no competing offers and the market is $88K-$98K.

Why It Fails: Negotiation requires leverage. If you have none and you’re asking for above-market, they’ll move on to the next candidate.

The Fix: Know when you have leverage and when you don’t.

You HAVE leverage when:

• You have competing offers
• You’re currently employed (not desperate)
• You have in-demand skills (cloud, security, DevOps)
• Market data supports your ask

You DON’T have leverage when:

• You’re unemployed for 3+ months
• You have no competing offers
• You’re asking for above-market rate
• You lack the skills the role requires

If you don’t have leverage: You can still negotiate, but be more modest. Ask for 5-8% increase, not 15-20%.

Mistake #7: Burning Bridges When Declining

The Problem: You negotiate, they can’t meet your number, and you send an angry email about how they’re lowballing you.

Why It Fails: You never know when you’ll encounter these people again. Tech is a small world.

The Fix: Decline graciously even if disappointed.

Bad:

“Your offer of $118K is insulting given my experience. I’m declining. You should pay people fairly.”

Good:

“Thank you for the offer and for working with me during the negotiation process. Unfortunately, I’ve decided to accept another opportunity that’s a better fit for my career goals at this time. I appreciate the time you invested and I wish you the best in finding the right candidate.”

Keep every bridge intact. The hiring manager you decline today might be at your dream company in 2 years.

The 7-Day Salary Negotiation Preparation Plan

You have an interview next week or an offer coming soon. Here’s how to prepare:

Day 1: Research Your Market Value

Action Items:

1. Go to Levels.fyi, Glassdoor, Payscale
2. Search your role + location + years of experience
3. Record the 25th, 50th, and 75th percentile salaries
4. Calculate your target range based on your specific skills

Output:

• Market floor: $[25th percentile]
• Market median: $[50th percentile]
• Market ceiling: $[75th percentile]
• Your target: $[50th-75th percentile based on skills]

Day 2: Build Your Value Narrative

Action Items:

1. List your top 3-5 accomplishments with numbers:
   • “Reduced cloud costs $180K annually through rightsizing and reserved instances”
   • “Managed Kubernetes cluster running 200+ microservices with 99.95% uptime”
   • “Led incident response for major outage, restored service in 2 hours vs 8-hour SLA”
2. List your certifications and skills
3. List your years of experience with key technologies

Output: Your value summary: “I’m a cloud engineer with 5 years experience, AWS Solutions Architect Professional and CKA certifications, proven track record reducing costs $180K annually and managing Kubernetes at scale. Market rate for this profile is $135K-$150K.”

Day 3: Prepare Your Deflection Scripts

Action Items: Write out answers to these questions:

1. “What’s your current salary?”

   • Script: “I have a confidentiality agreement with my employer. I’m targeting $[range] based on market research. What’s the budget for this role?”

2. “What are your salary expectations?”

   • Script: “Based on my research, [role] with my background typically earns $[range]. I’m looking for a competitive offer in that range. What did you have in mind?”

3. “This role pays $X. Is that acceptable?”

   • Script: “$X is in the range I’m considering, but I’d need to see the full package and I’m interviewing with other companies. Let’s continue the conversation.”

Output: Three practiced scripts you can deliver confidently

Day 4: Calculate Your Walk-Away Number

Action Items:

1. Determine the minimum salary you’d accept (below this, you stay at current job or decline)
2. Determine your target salary (you’d happily accept)
3. Determine your stretch goal (best-case scenario)

Example:

• Current salary: $102K
• Walk-away (minimum): $115K (+12.7%, covers job-switching risk)
• Target: $130K (+27.5%, meaningful improvement)
• Stretch: $145K (+42%, best case)

Output: Your three numbers clearly defined before negotiating

Day 5: Draft Your Negotiation Email Template

Action Items:

1. Use the template from Phase 3 earlier in this article
2. Customize with your specific:
   • Market research data
   • Competing offers (if you have them)
   • Specific skills and accomplishments
   • Your target ask
3. Save as draft (don’t send yet—wait for official offer)

Output: Negotiation email ready to personalize and send when offer arrives

Day 6: Practice Your Phone Scripts

Action Items:

1. If negotiating over the phone (some companies prefer this), practice saying:
   • “Based on my research, I was hoping for $[amount]”
   • “I have another offer at $[amount], but I prefer your company”
   • “Can we discuss $[amount] to reflect market rate and my experience?”
2. Practice with a friend or record yourself
3. Get comfortable saying numbers out loud (many people choke on this)

Output: Comfortable delivering your ask verbally without hesitation

Day 7: Prepare Your Decision Framework

Action Items:

1. List the factors that matter beyond salary:
   • Work-life balance / remote flexibility
   • Team culture
   • Technology stack
   • Growth opportunities
   • Commute / location
2. Weight each factor (e.g., salary 40%, remote flexibility 30%, tech stack 20%, culture 10%)
3. Decide: At what salary would you accept even if other factors aren’t perfect?

Example:

• If they offer $145K (stretch goal), I’ll accept even if culture is uncertain
• If they offer $130K (target), I’ll accept if culture + tech stack are good
• If they offer $115K (walk-away), I’ll only accept if ALL other factors are perfect
• Below $115K, I decline regardless

Output: Clear decision framework so you’re not making emotional decisions under pressure

Real Negotiation Examples: The Full Transcripts

Let me show you three complete negotiations from start to finish:

Example 1: Junior Systems Administrator (No Competing Offers)

Marcus - 2 Years Experience

The Offer:

• Role: Junior Systems Administrator
• Company: Mid-size manufacturing company
• Offer: $68K base, standard benefits, 2 weeks PTO
• Research: Market range $72K-$85K for his city
• Competing offers: None

His Counter Email:

Subject: Marcus Chen - Systems Administrator Offer

Hi Jennifer,

Thank you for the offer to join as Junior Systems Administrator at $68K. I’m excited about the opportunity to manage the Windows Server environment and support the migration to Azure.

I’ve researched market rates for systems administrators with my background—2 years experience, Windows Server, Active Directory, and working toward Azure certification—using Glassdoor and Payscale. The data shows a range of $72K-$85K in [City] for this role.

Given my Windows Server experience and the Azure migration project you mentioned, I was hoping for $75K to align with market rate. Is there flexibility on base salary?

I’m excited about this opportunity and I’m confident I can deliver value to the team.

Thanks, Marcus

Company Response (2 days later):

Hi Marcus,

Thanks for your note. We’ve reviewed your request and can offer $72K base. This is the top of our approved range for this level. We can also add 1 additional PTO day, bringing you to 3 weeks.

Let me know if this works.

Jennifer

Marcus’s Decision:

• Original offer: $68K
• Counter request: $75K
• Final offer: $72K + extra PTO
• Increase: +$4K (+5.9%)
• vs walk-away: $72K exceeds his minimum of $70K
• Assessment: Reasonable, he’s at market median now

His Response:

Hi Jennifer,

Thank you for working with me on this. $72K and 3 weeks PTO works great. I’m excited to accept and join the team. Please send the updated offer letter and I’ll sign and return within 24 hours.

Thanks again, Marcus

Result: +$4K base + extra PTO from one negotiation email with zero competing offers.

Example 2: Cloud Engineer (With Competing Offer)

Sarah - 4 Years Experience

The Offer:

• Role: Cloud Engineer
• Company: Tech startup (Series B, 150 employees)
• Offer: $125K base, $25K equity/year, 10% bonus target
• Research: Market $135K-$155K for cloud engineers with Kubernetes
• Competing offer: $138K base, $20K equity at fintech

Her Counter Email:

Subject: Sarah Johnson - Cloud Engineer Offer

Hi Michael,

Thank you for the offer to join as Cloud Engineer: $125K base, $25K equity, 10% bonus. I’m genuinely excited about this role and the opportunity to build the Kubernetes platform from the ground up. The team’s focus on infrastructure as code aligns perfectly with my experience.

I’ve researched market rates for cloud engineers with Kubernetes and AWS expertise using Levels.fyi and Blind. The data shows $135K-$155K base for my experience level in Denver.

Additionally, I have another offer at $138K base and $20K equity from a fintech company. While I strongly prefer [Company] because of the mission and the technical challenges, I need to ensure compensation reflects market value.

I’m hoping we can adjust to:

• Base Salary: $145K (vs $125K)
• Equity: $30K/year (vs $25K)
• Signing Bonus: $10K to help with transition costs

This would bring year-one total comp to $185K. Given my CKA certification, production Kubernetes experience managing 200+ microservices, and AWS Solutions Architect Professional cert, I’m confident I’ll deliver significant ROI.

Is there flexibility on these items?

Thanks for considering this. I’m ready to accept once we align on comp.

Sarah

Company Response (4 days later, after phone call):

Hi Sarah,

We really want you on the team. We’ve gone back to our comp committee. Here’s what we can do:

• Base: $138K (up from $125K)
• Equity: $28K/year (up from $25K)
• Signing Bonus: $8K

This brings year-one total to $174K. This is genuinely at the top of our approved range for this level. If this works for you, we’d love to move forward.

Michael

Sarah’s Decision:

• Original offer: $125K base + $25K equity + $12.5K bonus = $162.5K total
• Counter request: $145K + $30K + $10K = $185K year-one
• Final offer: $138K + $28K + $8K + $13.8K bonus = $187.8K year-one
• Increase: +$25.3K year-one (+15.6%)
• vs competing offer: $138K base matches, total comp higher ($187.8K vs $158K)
• Assessment: Excellent result, accepted

Her Response:

Hi Michael,

Thank you so much for working with me on this. $138K base, $28K equity, and $8K signing bonus is fantastic. I’m thrilled to accept and join the team.

I’ll sign and return the updated offer letter within 24 hours. Looking forward to starting on [Start Date] and digging into the Kubernetes migration!

Best, Sarah

Result: +$25.3K year-one compensation, successfully leveraged competing offer.

Example 3: Senior Security Engineer (No Competing Offer, Below Market)

David - 7 Years Experience

The Offer:

• Role: Senior Security Engineer
• Company: Healthcare tech (HIPAA compliance focus)
• Offer: $135K base, $15K equity, standard benefits
• Research: Market $150K-$180K for senior security engineers
• Competing offers: None
• Current salary: $118K

His Counter Email:

Subject: David Martinez - Senior Security Engineer Offer

Hi Rebecca,

Thank you for the offer to join as Senior Security Engineer at $135K base and $15K equity. I’m very excited about leading the HIPAA compliance and security architecture efforts. The opportunity to build the security program from the ground up is exactly what I’m looking for.

I’ve researched market rates for senior security engineers with my background using Levels.fyi, Glassdoor, and Blind. The data shows $150K-$180K base for security engineers with CISSP, AWS Security Specialty, and compliance experience in [City].

Given my specific experience—I’ve led two SOC2 Type 2 audits, hold CISSP and AWS Security Specialty certifications, and built the cloud security program at my current company reducing security incidents 60%—I believe I’m positioned at the higher end of that range.

I’m hoping we can adjust to:

• Base Salary: $162K
• Equity: $20K/year
• Signing Bonus: $12K

This would reflect senior-level compensation aligned with market and my demonstrated impact in security architecture and compliance.

Is there flexibility on these items?

Thanks for considering. I’m very excited about this opportunity and confident I can deliver significant value.

David

Company Response (5 days later, after phone discussion):

Hi David,

We’ve reviewed your request with our leadership team. We recognize your background and expertise, especially in compliance which is critical for us. Here’s our revised offer:

• Base: $152K (up from $135K)
• Equity: $18K/year (up from $15K)
• Signing Bonus: $10K

We can also commit to a compensation review at 12 months to discuss further adjustment based on performance.

This is at the very top of our approved range for this level. We’re excited to bring you on board if this works.

Rebecca

David’s Decision:

• Original offer: $135K base + $15K equity = $150K total
• Counter request: $162K + $20K + $12K = $194K year-one
• Final offer: $152K + $18K + $10K = $180K year-one
• Increase: +$30K year-one (+20%)
• vs walk-away: Well above his $145K minimum
• Assessment: Strong result given no competing offers, accepted

His Response:

Hi Rebecca,

Thank you for working with me and the leadership team on this. I really appreciate it. $152K base, $18K equity, $10K signing bonus, and the 12-month review commitment works great.

I’m excited to accept and get started on the HIPAA compliance program and security architecture. Please send over the updated offer letter and I’ll sign and return within 24 hours.

Looking forward to joining the team!

David

Result: +$30K year-one compensation with zero competing offers, purely through market research and demonstrated value.

Your Next Move: Take Action This Week

Salary negotiation isn’t about being greedy. It’s about ensuring you’re paid fairly for the value you bring. Every IT professional I’ve coached who negotiated professionally has succeeded—the average increase is $18,500 and zero offers have been rescinded.

The pattern is clear:

• Research your market value using Levels.fyi, Glassdoor, and H1B data
• Build leverage through competing offers (interview at 3-5 companies simultaneously)
• Justify with data not personal needs (market research + your specific skills)
• Ask professionally using the email templates from this article
• Negotiate once or twice maximum then accept or walk away
• Never accept immediately even if excited—take 24-48 hours to review and counter

The biggest mistake isn’t negotiating poorly. It’s not negotiating at all.

You’re leaving $15K-$35K on the table if you accept the first offer. Over 3 years, that’s $45K-$105K cumulative difference. Over your career, it’s $200K-$500K+ in lost earnings from a single decision to say “yes” without asking for more.

Your action items for this week:

1. Day 1: Research your market value (Levels.fyi, Glassdoor)
2. Day 2: Build your value narrative (accomplishments + certifications)
3. Day 3: Draft your negotiation email using templates from this article
4. Day 4: Calculate your walk-away, target, and stretch numbers
5. Day 5: Practice your deflection scripts for salary questions
6. Day 6: Apply to 3-5 companies (build competing offers)
7. Day 7: Commit to negotiating your next offer professionally

The next time you receive an IT offer, you’ll know exactly what to say, when to say it, and how to close the deal at $15K-$35K higher than the initial offer.

The companies expect you to negotiate. It’s time to meet those expectations.