Going for your first professional job? Congratulations! Does it mean you can (and should) negotiate your salary as an entry-level employee? The short answer is yes! The more complicated answer? Yes, but with restraint and the right strategy.
Is it possible to negotiate the right amount without overnegotiating and risking an offer being rescinded? Absolutely. According to CareerBuilder, 73% of U.S. employers expect to negotiate salaries with potential employees, yet 55% of job seekers don’t ask, which begs the question, “Why not?”
53% don’t feel comfortable asking for more money.
48% worry the employer will decide not to hire them.
38% don’t want to appear greedy.
Here’s the thing: If you don’t negotiate at the start of your career, you risk leaving tens of thousands (or more) on the table during your entire career. Consider the following hypothetical scenario comparing Sam's and Jon’s approaches.
Sam accepts a company’s initial offer of $45,000, with a 1% raise annually. Jon negotiates for $5,000 more and also secures 1% annual raises. Additionally, he negotiates a 4% raise every third year, provided his performance meets certain requirements. If each stays with the same company for their entire career, by the time they’re retirement age, Sam is earning $70,416 per year. Jon, however, is earning $121,370 — and has earned over $1 million more than Sam.
Still, you may feel uncomfortable asking for more money, especially when first starting.
WHEN TO AVOID NEGOTIATING
Are there scenarios where negotiating isn’t appropriate? Yes.
Government jobs have initial salaries that are usually non-negotiable. These agencies establish pay scales based on experience and position grade, often aligning closely with the average compensation for similar roles within the state.
The offer falls well below your Best Alternative to a Negotiated Agreement (BATNA). Know your other options, whether from other job offers or your research into compensation for this type of position. If the salary offered is substantially lower (20% or more) than the going market rate, consider thanking them for their time and declining the offer.
The offer is highly competitive. A company may give you a generous offer with a competitive salary, benefits, and perks. If so, no need to negotiate further. You may have found an employer who recognizes your worth and is offering a fair, attractive deal from the start.
WHEN TO NEGOTIATE
There are several factors justifying why (and when) it’s appropriate to negotiate. While you can — and often should — negotiate an offer once it’s made, you can get an idea of base salary compensation sooner in the process. Salary conversations are more than a final number — they’re about alignment, and if you and the company aren’t starting on the same (or close to the same) page, you’re wasting each other’s time.
If a job advertisement includes a salary range, you should ask about it during the interview process, although not in the first interview, unless the hiring manager or recruiter mentions it first. Don’t think of it as locking in a salary but as establishing expectations.
EXAMPLE #1
If the interviewer says, “The salary for this role is $70,000 per year. How does that sound?” You can answer, “That’s in the range I’d consider.”
You’ve given a polite but noncommittal response that keeps the conversation going while keeping doors open for future negotiation once you’ve received an offer letter.
DEVELOP YOUR STRATEGY
Strengthening your negotiating position requires doing a little homework. First, research similar positions in your market or area and compare those ranges to the salary offered by your potential employer. An added benefit to this research is discovering which companies are offering far lower wages than others, so you know which to avoid.
Check with salary websites like:
This popular online platform allows current and former employees to anonymously share insights and reviews about their workplace culture, leadership, benefits, interview experiences, and salary information. Its goal? Providing transparency in the job market, helping you make informed decisions about where to work and what to expect in terms of compensation. The core strength of Glassdoor’s salary information lies in its crowdsourced nature. Employees voluntarily report their salaries, providing a large dataset showing what people earn in different roles at various companies and locations.
Unlike other salary resources, Glassdoor often allows you to see salary ranges for specific companies — incredibly useful if you’re considering a job offer from a particular company, as you can see what current and former employees in similar roles have reported earning there. Salary on Glassdoor is often broken down by location, allowing you to filter by city or metropolitan area, which helps calculate what you must earn based on where you want to live.
This compensation software and data company provides information about salaries and total compensation to help people understand their worth in the job market and assist companies in managing employee compensation. The company maintains a large database of salary information collected from various sources (employee- and employer-reported data, HR market analysis data, a proprietary machine learning model), which it uses to generate personalized salary reports and market insights.
PayScale uses a process called “Market Match” to calculate appropriate pay distribution for a job. The company continuously updates its data, adding new salary records regularly to ensure ranges reflect current market conditions. Salary ranges are presented in the 25th, 50th, and 75th percentiles to show distribution for a particular role and help you understand the range of potential salaries based on different factors.
YOU RECEIVE A VERBAL OR WRITTEN OFFER
Once you receive an offer, you can begin to negotiate if the salary is less than desirable. First, thank the employer for the offer and ask if there’s room to negotiate. If affirmative, counter with an offer that’s higher than you want to earn because you and the employer may meet in the middle. For example, let’s say your goal is $55,000 and the company offers $50,000. Counter with $60,000 and compromise at $55,000 — your initial goal.
To help justify your request for a higher salary, provide quantifiable reasons whenever possible.
EXAMPLE: Thank you for your offer letter. I’m interested in the job, but I was hoping you might consider a 20% higher salary, given my success in developing and implementing a new interactive dashboard during my internship. This initiative decreased bottlenecks and increased productivity by 30% for the logistics teams.
THE EMPLOYER RESPONSE
Your potential employer can respond in several ways to reach a compromise. They might:
Accept your counter-offer without negotiating.
Respond to your counter-offer with a higher salary (but lower than what you requested). At this point, you can accept the compromise or counter again.
Decline to accept your counter-offer, which can happen if the company has a strict salary limit for new employees. Your next step is to choose whether to accept the original offer or decline and continue to look elsewhere.
SALARY NEGOTIATION TIPS
In addition to researching comparable salaries in the markets where you want to live and work, here are a few other helpful strategies.
1. Show your value
You’ll strengthen your case if you can demonstrate how you’ll make the team better. Take an honest look at your skills and qualifications, and when you counter, articulate how the employer will benefit — how you’ll help the organization reach its goals and grow its bottom line.
Identify where your skills align with the job requirements, like education level, years of experience, leadership experience, and other licenses, certifications, or skills. If you have 2-3 years of industry experience gained through internships or another related role, you can request a higher starting salary. Likewise, if you earned any licenses or certifications that aren’t necessarily required but would benefit the employer, mention them.
2. See what other (non-financial) benefits you can negotiate
Sometimes, an employer can’t offer a higher starting salary. But there are other intangible benefits your salary includes, like tech/equipment, professional development, relocation costs, additional paid time off (PTO), or health and wellness benefits.
If you’ll be working from home or in a hybrid environment and need office equipment, ask whether the company will cover it.
Plan to seek an MBA, pursue a certification program, or join professional organizations? Negotiate coverage for those expenses.
While companies may not have the flexibility to offer higher salaries, they might be able to allocate additional PTO, and it doesn’t hurt to ask.
Need to move for this job? Negotiate financial assistance to cover some or all of the cost.
Companies may offer health and wellness benefits, like free gym memberships. If it’s not mentioned during your salary conversation, ask about it.
SALARY NEGOTIATION TIPS (CONT.)
3. Negotiate with respect
Always start by thanking the person who extended the offer, whether the recruiter, hiring manager, or someone else, and then share your counteroffer. Remember to:
Keep it friendly. Even though you’re suggesting something different, remain approachable and positive. Think of it like you’re trying to find a win-win for them, not fighting against the company.
Be confident. Talking about money always feels awkward, but stand your ground as you present your case. As long as you’re not requesting a significantly higher amount than they offered, it’s reasonable to explore whether they’ll budge.
Show gratitude. Even if the offer doesn’t hit your sweet spot, say “thanks” before you begin negotiations. It’s a professional way to express your appreciation for the offer in the first place.
4. Prepare for tough questions
Negotiating shouldn’t feel like a fight, especially when you’re brand new to the professional world. It tends to raise red flags for the company. Do expect some pointed questions, like:
Could you explain why you expect a higher salary?
If we agreed to your salary request, what specific things will you bring to the table that would justify that level of pay?
Would you be open to discussing other ways we could compensate you beyond the base salary?
Our final offer is $X. Could you see yourself accepting that number?
If we agree to the higher salary you’ve requested, are you prepared to accept the offer right now?
Sometimes, the company may need more convincing or wants to see concrete examples justifying why you deserve a higher salary. If so, ensure you have additional examples of your skills and experience ready to discuss, along with solid research supporting the market rate for the role.
5. Know when to walk away
If the company can’t or won’t budge and the salary is too low for you to make it work, it’s time to walk away. Before you do, consider these questions:
What’s the absolute lowest salary you could accept and still feel good about?
Does the job offer any other attractive perks that would make a lower salary worth considering?
Is there anything else besides the salary that you could negotiate that might change your answer to “yes”?
CONSIDER OTHER BENEFITS
A company may really want to make you happy with an offer, but can’t do more with the money. If you’re open to other types of compensation — extra PTO, a more flexible schedule, a quicker path to promotion — talk about those options before you decline. If it remains a “no,” it’s okay to end the conversation. Be clear, respectful, and honest about your position.
Here are a few other benefits you could potentially negotiate.
Flexible schedule: If you’re working toward your MBA, are a new parent, caregiver, or active volunteer in your community, or coach part-time, for example, you can ask a potential employer whether you have options to work a more flexible schedule. Perhaps one day a week, you come in and leave early so you can make an afternoon class. Or your workday starts at 7 a.m. so that you can leave by 3 p.m. to coach during volleyball season.
Mileage reimbursement: If you’ll have a long commute to work (and possibly need to pay tolls or parking), ask about whether the company offers reimbursement to help offset your transportation expenses.
Remote or hybrid work: If the position you’ve been offered is one you could do competently and confidently from home, consider asking whether working remotely for part of the week is an option, once you’ve onboarded. It can help save you on commuting costs, especially if you must travel a distance, and could offer a reasonable compromise.
Tuition reimbursement: If the employer hasn’t offered the higher end of the salary range because you lack certain skills or qualifications, but you plan to take classes, earn your Six Sigma cert, or MBA, try negotiating tuition reimbursement. This approach shows your commitment to continuous learning and improvement.
Vacation time: The average U.S. worker receives 14 days of PTO after one year of employment. In the UK, the minimum PTO required by law is 28 days. If the company won’t (or can’t) budge on salary, try negotiating a few more days of PTO.
TEMPLATES
Learning how to negotiate — and knowing what to say — takes practice. The more you practice, the more comfortable and confident you’ll become. We’ve included some samples you can adapt and use for your specific situation.
IF YOU’RE STILL EARLY IN THE INTERVIEW PROCESS AND THE SALARY RANGE IS VERY LOW
While it’s generally advisable not to initiate a conversation about salary or benefits in the first round of interviews, especially if it’s a discovery call with the recruiter or hiring manager, you can take advantage of the opportunity to ask a question about the range if it’s been published and lower than you’d hoped for. After all, if the range is set in stone and it’s lower than you can afford to accept, it’s better to bow out sooner rather than later and not waste anyone’s time.
Interviewer: It’s been good getting to know you and learn about the potential you have to add to our team. Before we talk about next steps, do you have any questions for me?
You: Yes, thanks. One thing I wanted to touch on proactively is the salary range initially provided for this position. I understand the parameters, but based on my research into similar roles and my overall compensation goals as I begin my career, the stated range is lower than I was expecting.
While I’m very excited about the potential to contribute to [company] and grow in this role, my research indicates that for entry-level positions with these responsibilities and required skills in the current market, the typical range is closer to [mention a general, slightly higher range based on your research].
Interviewer: I understand. That’s helpful feedback. Our compensation structure for entry-level roles is generally XYZ.
You: I appreciate the context. I hope that if we both agree I’m a strong fit for the team and this opportunity, as we continue through the interview process, there might be some flexibility or room for negotiation on the salary to better align with those expectations. My priority is finding the right longterm fit where I can learn and contribute, and I’m confident that if a mutual fit exists, we can also find a compensation package that works for us both.
TEMPLATES (CONT.)
CONGRATS! YOU GOT THE JOB — AND THE SALARY WORKS FOR YOU
If you receive an offer and you’re happy with the compensation, congrats! Your next step is to accept the offer and wait for further details. You can send a quick email (unless otherwise instructed) that says:
Subject line: Thank you for your offer of employment
Dear Sam,
I received the detailed benefits package and am thrilled to accept your offer of employment at [company]. Confirming my understanding of the terms outlined in the letter, including:
I look forward to starting on [date] and contributing to [company]’s success. I appreciate the opportunity and look forward to working with you and the team. Please let me know what I can expect with the onboarding process.
Thanks again for your consideration.
Best,
Kylee Metzger
TEMPLATES (CONT.)
If you received an offer but the salary wasn’t what you hoped for, here are some other options.
IF YOU’VE RECEIVED AN OFFER FROM COMPANY B BUT WOULD RATHER TAKE THE POSITION AT COMPANY A (BUT COMPANY A OFFERED A LOWER STARTING SALARY)
Hi Sam,
Thanks for sending the offer letter. I wanted to be completely transparent and let you know that I’ve received a second offer from another company. I loved meeting the teams you introduced me to, and I think I can make a positive impact. While [Company A] is my first choice, Company B is offering me $62,500. Due to the high cost of living, I’m unsure if I can turn them down. Do you have any flexibility in the compensation you’ve offered? I’d love to discuss it further and see if we can reach a compromise that works for both of us.
Best,
Kylee Trauger
TEMPLATES (CONT.)
IF YOU RECEIVE A LOWBALL OFFER AND COUNTER WITH YOUR MINIMUM ACCEPTABLE SALARY.
Subject line: Thoughts on [company name]’s job offer
Hi Sam,
I hope you had a great weekend!
I considered your offer over the weekend, and everything sounds good, but I’d like to discuss the salary package.
I think I'm a particularly good match for this position, where I would add significant value to [company name] and to [hiring manager’s name]’s team right away. I [add your skills/what you can offer here based on your discussions during the interview process].
These qualities directly align with the core components of this position, which is why I'm excited about the opportunity to work with [manager name] and his team in this capacity at [Company name].
You offered [offer amount], which I found disappointing considering how well-aligned I am with this role. I would be more comfortable if we could settle on [counteroffer amount]. I believe that this amount reflects the importance and expectations of the position for [company]’s business and my qualifications and experience, including [mention internships & relevant part-time/volunteer work] as they relate to this particular role.
