How to Negotiate Salary When Given a Range: Job Offer Salary Negotiation Tips

Just because a company posts a salary range doesn't mean they'll automatically offer you the top of the range. In fact, most hiring managers start their initial offer somewhere in the middle or lower percentile of the posted range. That's standard practice in the hiring process.

The posted salary is usually designed to attract a wide range of candidates. Companies expect negotiation. They've budgeted for it. If you accept the first offer without asking questions, you're almost certainly leaving money on the table.

Here's the reality: the salary range for this position represents the minimum salary at the bottom and what they're able to negotiate up to at the top. Your job is to make the case for why you deserve to be towards the top of that range, or even above it in some cases.

When the recruiter or hiring manager mentions the expected salary range, don't immediately accept it or reveal your salary expectations. Instead, gather information. Ask what salary range they've budgeted for candidates at your experience level. Ask about salary reviews and how often they happen. Understand the entire compensation package, not just base salary.

Before you decide to negotiate, do your homework. Research the average salary for similar roles using sites like Salary.com or Glassdoor. Understand where you fall within that range based on your skills and experience. The more data you have, the stronger your position.

When you receive an offer that's below your target, don't panic. Express gratitude first, then ask if there's flexibility. Say something like: "Thank you for this offer. I'm very excited about the job and the company. Based on my research and experience, I was hoping for something closer to the top of the salary range. Is there room to discuss salary?"

This is where many candidates stumble. If you're asked about your salary requirement early in the hiring process before an offer is made, try to redirect the conversation. When you're asked about your salary expectations, you want to avoid anchoring too low. You don't want to give a number that's too low and anchor yourself there.

Here's what to say: "I'd prefer to learn more about the role and responsibilities before discussing salary. Can you give me a range for this position?" This approach often works because employers will give you a range rather than asking you to commit to a number first.

If they insist, give a range rather than a specific number. Base your range on market research, and make sure the bottom of your range is still a number you'd happily accept. If the posted range is $70,000 to $90,000, and you want $85,000, you might say your range is $83,000 to $95,000. This signals you're expecting to negotiate on salary and you have good reasons for your ask.

To land at the top of the salary range, you need to demonstrate exceptional value. Highlight specific accomplishments. Quantify your impact from previous roles. Show how your skills directly match what they're looking for in the job description.

Timing matters too. The best time to negotiate a salary is after you've received a formal job offer but before accepting the job. At this point, they've decided they want you. They've invested time in the hiring process. They don't want to start over. This gives you leverage to push for higher pay.

If they offer you something in the middle of the pay range, ask what it would take to get to the higher salary. Sometimes the hiring manager needs to go to their boss or HR. Give them the information they need to make the case internally. Specific numbers and achievements help them justify a higher salary to decision makers.

Here's a question I get a lot: can you negotiate above the posted salary range? Sometimes yes. The posted range isn't always the ceiling. Companies will often offer other forms of compensation or adjust for exceptional candidates.

If your research shows you deserve more than the top of the range, make your case. Present data showing the market rate for your skills is higher. Mention competing offers if you have them. Explain why your specific experience justifies a premium.

If they truly can't budge on base salary, negotiate for alternative compensation. Ask for a signing bonus. Discuss additional perks like remote work options, relocation assistance, extra vacation days, or professional development budget. The entire compensation matters, not just the salary figures.

After coaching many people through salary negotiation, I've seen the same mistakes repeatedly:

• Accepting the first offer without asking: Companies expect you to negotiate. The initial offer is rarely their best offer. If you don't ask, you don't get.
• Revealing your number too early: If you're asked about your salary expectations before you understand the full role, deflect. You lose leverage once you've named a number.
• Focusing only on base salary: The benefits package, bonus structure, stock options, and other perks can be worth thousands. Don't ignore them during your salary discussion.

Another big mistake: not getting the offer in writing before making your final decision. Verbal offers can change. Get everything documented so there's no confusion about salary and benefits later.

Sometimes you'll hit a wall. The hiring manager says the salary is non-negotiable. The company has strict pay bands. What do you do?

First, try asking for a raise in the future. If they can't move on salary now, can they commit to a salary review in six months? Can you get a performance-based bonus tied to specific goals? These alternatives can get you to a higher salary over time even if the starting number is fixed.

If they truly won't budge and the offer doesn't meet your needs, it's okay to decline the offer. Sometimes the numbers just don't work. Better to know now than to accept your offer and resent it later. Asking for a raise after you've started is much harder than negotiating before accepting the job.

Before your next conversation about salary, do your preparation. Research what similar roles pay in your area and industry. Know what the minimum salary you'll accept is. Understand the full compensation package you're looking for, including bonus, benefits, and perks.

Practice what you'll say. Negotiation gets easier the more you do it. The first time feels awkward. By the third or fourth, it feels natural. That skill will pay dividends throughout your entire career.

Remember: negotiating salary when a range is posted is actually easier to negotiate than when salary isn't posted at all. You have information. You know what's possible. Use that transparency to your advantage and make a counteroffer that gets you what you deserve.

What is the 70 30 rule in negotiation? The 70 30 rule means you should listen 70% of the time and talk only 30% of the time during negotiation. By letting the other party speak more, you learn about their constraints and priorities, which helps you negotiate more effectively.

What is a good range to negotiate salary? A good range depends on your research and experience. Generally, you want your target salary to be in the upper third of the posted range. If you have exceptional qualifications, you can push for the top of the range or even slightly above it.

How do you answer salary expectations when given a range? If the employer gives you a range first, that's ideal. Express interest in the upper portion of the range and explain why your experience justifies it. If asked for your expectations first, try to get them to share the range before you commit to a number.

What not to say in a salary negotiation? Don't say you need the money for personal reasons. Don't apologize for asking. Don't reveal desperation or that you'll take anything. Don't give a range where the bottom is below what you'd actually accept. Focus on your value, not your needs.