In 2025, salary negotiation is a technical skill. Engineers, data scientists, and PMs who negotiate add $10k–$50k+ to their total compensation packages—without switching jobs. The secret? Using data-driven benchmarks and having the right script ready.
If you’ve ever wondered, “What should I actually say to the recruiter?”—this article gives you practical scripts, negotiation psychology, and links to compensation calculators trusted by tech professionals.
Step 1: Benchmark With Real Data
Before you talk numbers, know your market. Use these tools:
- Levels.fyi — Transparent salaries across FAANG and startups.
- Blind — Peer-reported compensation benchmarks.
- H1B Data — Government filings for tech salaries in the U.S.
Data shows that tech candidates who reference external benchmarks during negotiation earn 7–15% more in total compensation.
Step 2: Use Scripts That Work
Here are negotiation scripts tailored for common tech scenarios:
📌 When Asked About Salary Expectations
Recruiter: What are your salary expectations?
You: "I’ve done some research on Levels.fyi and Glassdoor. For someone with my skills in [City],
the typical range is $140k–$160k base with equity. I’d like to stay competitive within that range."
📌 When You Get the First Offer
Recruiter: We’d like to offer you $135k base and $20k bonus.
You: "Thank you for the offer. Based on my research and conversations with peers,
a competitive package for this role is closer to $150k base with equity.
Can we explore adjustments in base or stock to close the gap?"
📌 When Negotiating Equity
You: "I understand the base salary is fixed, but equity is an important
part of how I evaluate offers. Could we increase the equity grant by 20–30%
to align with market benchmarks for this level?"
Step 3: Know the Leverage Triggers
- Multiple Offers: If you have competing offers, let recruiters know (without disclosing exact numbers).
- Scarce Skills: Highlight in-demand skills like LLMOps, cloud FinOps, or cybersecurity.
- Timing: End-of-quarter and fiscal year are when budgets open up.
Step 4: Leverage Calculators
Don’t just trust your gut. Use calculators to model offers:
- Levels.fyi Total Compensation Calculator
- GrowthAdvisor Stock Value Tool
- EquityZen for startup equity liquidity
FAQ: Salary Negotiation for Tech Roles
Should I always counter an initial offer?
Yes. Employers expect negotiation. A respectful counter can add thousands to your compensation without risk of losing the offer.
What if they say the offer is “final”?
Ask about non-salary perks: signing bonus, remote flexibility, learning budget, or extra equity.
How much more should I ask for?
A safe counter is 10–20% above their initial offer, backed by external benchmarks.
Does negotiation differ for startups vs FAANG?
Yes. FAANG typically has structured pay bands; startups have more flexibility in equity and signing bonuses.
Final Thoughts
Negotiation is not about greed—it’s about fairness. If you’re a technical professional in 2025, mastering salary negotiation is as important as mastering new frameworks or AI tools. Use the data, use the scripts, and walk into your next offer meeting with confidence.