Negotiation and You!

Congratulations! You finally got that job offer after months of searching, sitting through interviews, forcing smiles, and enduring way too many sweaty handshakes (or is that just me?).

Now, you’re staring at the salary and benefits package, wondering… Is this the best I can get?

Negotiation is both an art and a science, and let’s be real—most people struggle with it. Whether it’s fear of losing the offer, not knowing what’s fair, or just feeling awkward about asking for more, negotiation can feel like walking a tightrope.

This week, I’m breaking down five of the most common concerns about job offer negotiations—and how to tackle them with confidence.

How Do I Even Negotiate?

Let’s be honest—most people hate confrontation. We like to believe employers have good intentions, and sometimes they do. But let’s not ignore the reality: hiring managers often start with a lower offer, assuming many candidates won’t push back. Why? Because it saves them money, keeps budgets tight, and, frankly, makes them look good for staying under cost.

But here’s the thing—you don’t have to fall for it.

Negotiating isn’t about being difficult; it’s about advocating for what you’re worth. And nine times out of ten, the worst that can happen is they simply say no. The best that can happen? You walk away with a better salary, better benefits, and a stronger foundation for your new role.

So how do you do it? Have a plan.

1️⃣ Start bold. Ask for a 10% salary increase (as an example) and back it up with a solid why. In sales, there’s a saying: Sell the sizzle, not the steak. Translation? Focus on the value you bring, not just your skills on paper. How will hiring you make their life easier, drive results, or save them money long-term?

2️⃣ Be creative. If they claim the budget is locked, explore other options—extra PTO, signing bonuses, professional development stipends. One of the easiest wins? If you have pre-planned vacations, negotiate additional PTO instead of dipping into your balance.

3️⃣ Aim high, land in the middle. Negotiation is a game of back-and-forth. Always ask for slightly more than what you’d accept, knowing they’ll likely counter. That’s just basic bartering.

At the end of the day, hiring managers don’t want to waste time dragging out a search. They want the right candidate—and that’s you. So speak up, state your case with confidence, and watch the conversation shift in your favor.

Is My Offer Fair?

Most likely, yes—but that’s not the point. The real question is: Is it fair for you?

A job is an exchange of value. The company benefits from your skills, time, and expertise, just as you benefit from the role. Your job isn’t to make sure the offer is “fair” in a general sense—it’s to make sure it reflects your worth and aligns with your needs.

Before heading into negotiations, do your homework:

1️⃣ Research the market rate. Use sites like Glassdoor, Levels.fyi, and LinkedIn Salary to compare pay ranges for your role in your location. Knowledge is power.

2️⃣ Know what they’re offering. The company has already assigned a value to the role—use that as a starting point to determine if there’s room to negotiate.

3️⃣ Assess your unique value. What makes you a standout candidate? Do you bring specialized skills, certifications, or experience that justify a higher offer?

4️⃣ Factor in the cost of change. Moving to a new opportunity isn’t just about salary—it’s about benefits, flexibility, growth potential, and work-life balance. Consider the entire package.

At the end of the day, “fair” is subjective. Your goal isn’t just to accept what’s reasonable—it’s to secure what you deserve.

Can I Negotiate After Accepting the Offer?

In my opinion? Bad practice. Negotiation should happen before you accept—not after. Once you’ve agreed to the terms, asking for more can make you seem unreliable or unprofessional. Imagine if the roles were reversed: You’d feel blindsided if an employer changed the deal after you signed on.

As a recruiter, I can tell you—this is often a red flag. I’ve seen it lead to rescinded offers and, in contract roles, even terminations. Employers want to hire people who are decisive, not those who backtrack.

That said, if you’re set on renegotiating, come prepared.

 Have leverage—another job offer, a counter from your current employer, or new compelling information. Also, Understand the risk—this is a zero-sum game. If they don’t budge, you may lose the offer entirely.

Bottom line? Negotiate while the offer is still on the table. That’s when you have the most power. Once you say yes, the game changes.

What If They Say the Offer Is Non-Negotiable?

This is a classic psychological tactic—one designed to make you accept the offer as is without questioning it. But let’s be real: Everything in business is negotiable to some degree.

Now, sometimes budgets truly are tight, and salary adjustments may be off the table. But that doesn’t mean you’re out of options. Think beyond salary. Ask yourself: What matters most to me?

Need more work-life balance? Ask about remote work, flex days, or additional PTO.

Have a child with health needs? Discuss wellness days or schedule flexibility.

Want professional growth? Negotiate for a learning stipend or career development opportunities.

When I worked as a temp recruiter, I saw this all the time. Contractors were given a set rate—no room for salary changes. But getting to know the manager and team? That often led to perks and better treatment.

If they state “non-negotiable” early in the process, ask: Is this a contract role or full-time employment?

Their answers tell you a lot. If it’s contract work, flexibility may be limited. If it’s full-time, there’s usually some room to discuss terms. The key is knowing your priorities and whether this opportunity aligns with them.

What If They Rescind My Offer?

Let’s be real—companies don’t like wasting time. Rescinding an offer over a standard negotiation conversation? That’s rare. In most cases, the worst thing that happens is they say, “Sorry, we can’t budge.”

But if they do threaten to pull your offer just because you asked? 🚩 Red flag. 🚩

A company that reacts that way is showing its hand. If simple conversations about compensation, benefits, or working conditions aren’t welcome now, imagine what it’ll be like once you’re in the role. That’s not negotiation—that’s control.

Instead of seeing it as a loss, take it as a win—you just dodged a workplace where asking questions is a problem. And trust me, that’s not a culture you want to be part of.

If the offer remains but they can’t move on pay? No worries. Use this as an opportunity to set the stage for future negotiations—laying out a roadmap to revisit salary at your one-year mark.

At the end of the day, negotiation isn’t about making demands—it’s about having a conversation. A company that values you will be open to that.

Conclusion

Negotiation isn’t one-size-fits-all. The approach depends on your role, industry, and the company itself. Smaller companies might have tighter budgets but be more flexible with perks, while larger companies may throw more money at you but expect you to fall in line.

No matter the situation, the key is confidence. Know your worth, advocate for yourself, and don’t be afraid to ask for what you need. By applying the strategies above, you might be surprised at just how much you can shape the offer in your favor.

Happy hunting! 🚀