Whether you're negotiating your salary during the hiring process or seeking a raise in your current job, you’re in the right place. Conversations about compensation can be intimidating, especially in an uncertain job market where you might feel you have less leverage. However, these conversations are absolutely necessary.
Certified Coach Lindsey Lathrop highlights two key reasons to negotiate:
First, to ensure that the company understands the value of the role and compensates the people performing it fairly and equitably, and second, to avoid falling into the resentment zone of feeling undervalued. She also reminds us that any change in the scope of your role is an opportunity to revisit compensation.
Understanding the current challenges, we reached out to the Elpha community to hear their burning questions about negotiating offers and raises in today’s job market and consulted negotiation experts to provide you with actionable advice.
This guide is all about giving you the tools and confidence to have those money conversations, even when it feels like the odds are stacked against you. We cover how to negotiate when:
A Salary Range is Posted
Negotiating Your Compensation Package
Asking for a Sign-on Bonus
Considering a Pay Cut
Asking for a Raise During Layoffs
Addressing Unfulfilled Promises in Compensation
Negotiating Outside the Company’s Performance Review or Pay Structure
Negotiating at the interview stage
When a salary range is posted
Seeing a salary range in the job description can make you feel like your negotiating power is limited and as if the offer is already set in stone. One Elpha member asked,
Q: How should you respond to “What is your expected salary?” when the salary range for the role is explicit in the job description? Should you respond with a number within that range? Could this play against you in negotiations later on?
Ashley Paré , CEO & Founder at Own Your Worth, offers two approaches:
1) If you believe the posted salary range is fair and competitive in the market, you can respond by saying,
"I hope to receive an offer at the top end of the salary range for this role, given my experience, but I will look to discuss this if and when a potential offer is presented."
2) If you don't believe the posted salary range is within market rates or within your desired salary range for your next role, it's okay to ask the recruiter to share whether or not the stated range is fixed or if there will be room for negotiation if an offer is presented. You can share that you're hoping to earn between X&Y and ask if that is within their budget for the right candidate.
When discussing a final offer, even if you initially gave a range below your ideal amount, Ashley says it’s reasonable to say,
"Now that I have all of the information about the role and responsibilities I'd like to earn between X&Y in order to say 'yes' to this offer and opportunity."
Nadia de Ala , Leadership, Negotiation Coach, and Founder of Real You Leadership, encourages exploring all possibilities with open dialogue. She adds,
“I've seen numerous instances where clients received written offers marked as 'non-negotiable,' yet through curious, courageous, and skillful negotiation, they received significant improvements - in some cases up to a 20% increase in base salary, doubled signing bonuses, more equity, additional PTO days, and other benefits.”
Negotiating your compensation package
At startups, equity is often offered as part of the compensation package. However, this approach may not suit everyone. One Elpha member asked ,
Q: I'm interested in working at a startup, but I'm interested in more base salary for less equity. What's a productive approach to having this conversation?
Tutti Taygerly , Executive Leadership Coach, advises:
“You may feel that there's an unspoken expectation where a startup employee is supposed to show their company loyalty by asking to be paid in equity. However, every person's financial situation is different. Know that you can also ask for more base salary. You don't need to justify this request in any way and can simply state it. For example,
"I appreciate your offer of equity. At this stage in my career and life responsibilities, a high base salary is more important to me than equity. It would provide me with more financial stability (for both myself and my family) so that I can fully focus on my contributions and work at this company."”
Negotiating beyond salary and equity, one Elpha member asked ,
Q: Outside of salary, what other areas can we negotiate? How do you approach this effectively?
Alla Adam , Lean Startup & VC Coach, suggests looking into these areas:
Professional development: Budget for mentoring, coaching, courses, certifications, and conferences.
Health benefits: Enhanced coverage, wellness stipends.
Performance bonuses: Clear metrics tied to substantial rewards.
PTO/Vacation days: Extra days or more flexible use.
Work schedule: Hybrid/remote options, flexible hours.
Signing/Relocation bonus: Lump sum or phased payment.
Office perks: Parking, gym memberships, child care assistance, pet friendliness.
She proposes the following steps to negotiate these items effectively:
Prioritize: Identify your top three non-salary needs.
Research: Know industry standards and company policies.
Justify: Connect your requests to your value and future contributions.
Package deal: Present requests together to show flexibility.
Be specific: Detail what you want and why, backed by examples.
Listen and adapt: Be ready to adjust based on the employer's responses and constraints.
Hiring processes and negotiations aren't always as straightforward as expected; sudden changes in company needs or priorities can lead to unexpected shifts, which may require re-negotiating the initial offer. That was the case for this Elpha member :
Q: During the hiring process, you learn that the job entails more responsibilities than initially covered in the job description, and that was provided by the HR recruiter. How do you later negotiate a higher salary expectation than what you had mentioned previously to the HR Recruiter prior to the interview?
Jamie Lee , Executive Coach at Jamie Lee Coach , suggests discussing the role’s expanded responsibilities with the hiring manager.
“The key here is to get specific on the bigger problems and, therefore, bigger solutions that you can offer in a bigger role. In other words, you’d help the hiring manager rescope and redesign the role. Once they’re bought in on this bigger role adding more value and being more needed than the original role they tried to fill, the higher pay will become a no-brainer.”
Negotiating a sign-on bonus
A sign-on bonus can help offset relocation costs or salary gaps, providing an immediate financial reward for joining the company.
One Elpha member asked,
Q: If the recruiter shared the approximate base salary budget, how can you effectively negotiate a sign-on bonus?
Niya Dragova , Co-Founder at Candor, says it’s important to negotiate the sign-on bonus last, after you’ve agreed on all the elements of the compensation and become familiar with the benefits. It should be the “cherry on top” to get you to move roles.
“You can think of a sign-on bonus as a trade - you're exchanging something of value to get it.
On one side, you can ask for a sign-on to make you whole on something you're losing: unvested equity, benefits the new company doesn't have that you need to buy, a relocation, or a promotion you were up for.
The other way to think about it is you're selling something to the company in exchange for cash: you agree to stay in the role for a year or you have to pay the bonus back, or you agree to recruit other folks into the team.
Essentially, to negotiate the bonus well, you need to identify a single point of leverage you're bargaining for with the company and make an ask that's targeted to it.”
She adds that bonus compensation is taxable, so it’s important to calculate how much you’re getting after tax. If it’s money that you need for relocation, it’s better to receive it as a reimbursement rather than in cash upfront.
Jamie Lee offers scripts for asking about sign-on bonuses. Once the recruiter shares the approximate base salary, you can follow-up with:
“Thanks for sharing that. In order for me to make a decision, I’d have to consider how the total compensation package on offer compares with what I’m walking away from. Would you be able to tell me about sign-on bonus and other potential compensation components?”
Or “To better assess this offer, I’d have to know more about other compensation components. Could you tell me about sign-on, performance and/or relocation bonuses?”
Or simply, “Is a sign-on bonus something I can expect in the final offer?”
It’s important to know that when receiving a sign-on bonus, you have options regarding not only the amount but also how you are paid. For example, one of Jamie’s clients negotiated with Google to receive a portion of the sign-on bonus in cash and the remainder in equity.
Considering a Pay Cut
Taking a pay cut can be a strategic move, helping you transition to a more fulfilling role, gain experience in a new field, or find a better work environment. However, accepting a lower pay doesn’t mean you should put aside your long-term financial goals. You can still negotiate terms to ensure those are still supported. One Elpha member asked ,
Q: I’m open to taking a pay cut to leave my current job to find a better work environment. Should the bottom of my range be the lowest I would accept just to be safe? I have no idea how to approach this and would hate to miss out on a good opportunity over a trivial amount of money, given that I am in such an unhealthy environment.
Stephanie Heath , the Founder of SoulWork & Six Figures, says,
“If you're sharing the bottom of your range with the employer, then it shouldn't be the absolute lowest you can take. It should be a bit above that, and more so, it should depend on what the role pays. Both, what the company states their bottom as and what the market does.”
For example, she shares: If the absolute lowest you can live on would be $75,000 a year, and you've found that the market range for this role is between $65,000 and $115,000; and that the company range is $55,000 to $95,000 then I would let them know that I'm interviewing with companies that are providing $80,000 to $90,000 a year, and that would be my range.
“In a different job climate, I would suggest that you start with $85,000, but since there is some desperation here, I wouldn't want you to say anything that would make you uncomfortable and get in the way,” she adds.
Negotiating with your current employer
Asking for a raise during layoffs
Asking for a raise during economic uncertainty, especially in a tough job market with layoffs, might seem like poor timing. However, it is absolutely possible to do so. Valerie Martinelli , Career Leadership Coach, points out that while a shaky job market may make salary increases feel challenging, they are still achievable with strategic planning and an understanding of your negotiating partner's needs.
When approaching this conversation, be mindful of the company’s financial situation. Focus on how your contributions support the organization’s stability and growth during these difficult times.
One Elpha member asked about an unfortunate yet common scenario at companies going through layoffs:
Q: My company went through a round of layoffs, I kept my job, which I'm grateful for, but now I am doing the work of 3 people. I know the market is tough, and my company is trying to reduce burn, but I'm overworked and feel like I deserve to be paid more. How do I approach this conversation?
In this specific scenario, Nadia de Ala says it’s important to be clear about what you are asking for.
“You're not asking for a raise, you're asking for a pay 'adjustment' based on additional tasks and expanded responsibilities you've taken on compared to your original job description. To prepare for this conversation, document your increased responsibilities, tasks, and projects. Share qualitative and quantitative points on the positive impact you have made on your organization before and after the layoffs.”
She also emphasizes the importance of setting boundaries and expectations with the new workload.
“Even if you get the pay adjustment you deserve, you're still one person and need to get clear on realistic expectations, prioritize the most impactful work, redistribute and deprioritize tasks appropriately, and see if there are any processes or systems that can be improved to manage your workload more effectively. Remember, the goal isn't just to secure better compensation but also to create a sustainable work situation that benefits and supports you and the company in the long run.”
Addressing unfulfilled promises in compensation
When promised promotions or raises don’t materialize, it can be frustrating and make you question your commitment to the company.
One Elpha member asked ,
Q: My boss promised me a promotion and a raise at the end of last year, but that never happened; halfway through the year, I want to revisit this conversation. How do I approach it?
Ashley Paré advises taking charge of the situation and holding your manager accountable for what they promised.
“Approaching this conversation requires preparation, courage, and curiosity. First, take the time to prepare your recent (quantifiable) contributions and reasons why you're ready for a promotion.
Next, prepare your "ask" and set the meeting. You might say something like,
"Hey, Boss, I wanted to revisit a conversation we had about my promotion last year. I know time flies by, however, I'm really looking forward to working with you to get this approved. What do you need from me to push this forward in the next month or so?"
Then your job becomes to listen, be curious, and ask follow-up questions.
This time around, set a follow-up meeting with your boss so it doesn't slip through the cracks again.”
Another Elpha member proposed the following scenario,
Q: I got a promotion but no raise with that: how do I bring up the topic?
Lindsey Lathrop explains that a promotion without a raise is often a lateral promotion, and you’re not obligated to accept it. If you decide to decline, she suggests telling your supervisor:
"Thank you for bringing me this opportunity, but it doesn't align with my career goals at this time."
If you choose to negotiate, Lindsey offers these tips:
Request a formal meeting: It shows them you're taking the matter seriously. If they try to shoehorn the topic into another meeting, insist on setting up another time to discuss. The other benefit is that your supervisor will know that is what you're meeting about and (hopefully) will come prepared with some options.
Prepare your case: Compare your previous role to the new one, redlining any differences / additional responsibilities and value you'd be bringing, and researching how the contributions you'll be making in the new role align with the company's strategic goals. Get your supervisor to share why they felt like you were ready for this promotion before you ask for additional compensation. By doing this, you'll start strong by having them make the case for why you deserve additional compensation.
Know what additional compensation will make you feel "whole": What will make you feel recognized, valued, and respected? Take a look at the list of other things you might consider negotiating for. Ask your colleagues about their experience with negotiating and what advice they have for you. Know that you're not going to be able to get everything, so have a wish list and then pare down.
Frame your discussion: When you present your case, you'll start with gratitude for the promotion (if it's true!), and then say, "I'd like to discuss the additional responsibilities that come with this promotion as well as the compensation." If they say there's no additional money in the budget, you can say something like, "How can we get creative?" and put it back on them to see what they offer. After you say this, be silent! Don't save them!
Lindsey advises that if no additional compensation is offered, assert your needs clearly. For example, “Given I'd be doing x,y,z more for the company, here's what I'm asking for..."
She adds, “It's interesting to see how quickly a company will go from "We don't have the money" to "Yes, we can pay for you to travel and attend that conference" when they risk losing a high-value employee. You already know it's up to you to be your own best advocate. If that brings up weird feelings, it's likely because you need the practice. Pretend that you are negotiating on behalf of someone else. And remember: your compensation directly impacts you and your family's current lifestyle and future opportunities. You got this!”
And if truly nothing else is offered, Head of Community at Elpha, Teresa Man , says that you should feel that you can propose a timeline to revisit the conversation. This way, your employer can expect you to bring this up again soon.
Negotiating outside the company’s performance review or pay structure
This type of negotiation can be tricky, but sometimes necessary if your skills and contributions go beyond what’s typically expected for your role. It's important to clearly demonstrate why an exception to the standard pay structure is justified in your case.
One Elpha member asked ,
Q: How can I negotiate in my current role when my comp review happens once a year and usually involves a 1-2% increase, and the manager constantly says that higher increases are reserved for promotions? Is it unreasonable to expect a higher increase when performing well in my current role and delivering impact?
Stephanie Heath suggests starting with that discussion:
“"I've been here for x amount of years, and understand that in the past, and currently, a 2% increase comes with a raise, however, is it unreasonable to expect more than a 1% increase without promoting me, considering I've performed well in my current role and have delivered impact this year?" And stop there. Pose it the same way you are posing it to us, with confusion, disappointment, and the openness to understand, and then let them lead the conversation.”
She recommends starting the discussion well ahead of when these discussions normally take place to give your manager time to advocate for you.
“Remember, there is still always a human behind policies, exceptions can be made. I find that when you are in partnership, without blame, and are a good worker, you will be taken care of. I applaud you for speaking up and starting this process for yourself. You may be scared. You may be tempted to go in with authority, make demands, or memorize your words. Instead, go in with the assumption that your leadership has seen your efforts, may actually agree with you, and will do what they can to fight for and with you on this. Speak from the heart. Try not to go against them but instead lean into them to help.”
In salary negotiations, preparation and confidence are your best allies. By understanding your value, doing your research, and approaching discussions strategically, you can successfully advocate for fair compensation.
These conversations are not just about immediate gains but about ensuring your long-term growth and satisfaction with your job.
If you're looking for support to help you through these hard convos, join Elpha - a free community of 100,000+ women succeeding at work together. 💙
