This week, we’re diving into a topic that can feel a bit stressful: salary negotiation at the end of the interview process.

Here are 8 tips to help you navigate it smoothly.

Tip #1: See Their Side

Companies have limitations. Some have salary bands they can’t go above. Moving to a high-cost city? Some will factor it in, some won’t. They also want to be fair to your future peers, so they’ll consider what others in similar roles are making.

Acknowledge their constraints. Ask where they have wiggle room. Maybe it’s not in base salary, but bonuses or equity could be flexible.

Listen, and show empathy—it goes a long way.

Tip #2: You’re on the Same Team

Companies want to make offers that get accepted. They’re not looking to waste time getting approvals for something you’ll turn down. But they also don’t want to throw money at you unnecessarily.

When you get an offer, it should feel like a win-win. This is an exciting time—help them help you.

Approach the conversation like a business partner.

Be transparent about what you’re looking for.

Don’t play games, thinking they’ll lowball, and you’ll meet somewhere in the middle. Conduct yourself the way you would once you’re hired—these talks reveal your character.

Tip #3: Show You Want the Job

Only say it if it’s true—honesty is non-negotiable.

If a company is going to go to bat for you, they need to know it’s worth their effort. They want to know you’re serious.

Tell them you want the job. Let them know you’re eager to join, as long as the compensation works out. Yes, you have other options, but they’re your top pick.

This reassures them that you’re not just shopping their offer around, and now you’re on the same side, working towards the same goal.

Tip #4: Know What You Want and Say It

Who speaks first? In my experience, the ones who state their expectations from day one are the ones who get what they want. They set the bar. The company knows what they’re signing up for from the first conversation.

Here’s how they do it: “I’m looking for X total compensation, plus Y in unvested equity that I’d be walking away from.” They make it clear what matters to them.

They don’t say “I’m flexible.” They don’t dodge the question. When you’re evasive, it comes across as junior. Senior candidates know what they want.

Tip #5: Skip the Ping-Pong

No one likes endless back-and-forths on compensation. It’s awkward and unproductive.

You’re likely talking to a middleman—the recruiter or search firm—not the final decision-maker. They’ll pass your numbers up the chain.

Help them out. Be clear about what you’ll accept, what’s a hard no, and where you might bend.

Tip #6: Offer Multiple Options That Work for You

By the time you’re at the offer stage, details matter. Each number counts.

Compensation isn’t just about base salary—there’s bonuses, equity, sign-ons, and more.

Give them different combinations that all get you to your target number. Maybe there’s more flexibility in the bonus or equity. Maybe they can guarantee your first-year bonus. Throw scenarios their way, but make sure all options are ones you’d be happy with.

Tip #7: Back It Up with Data

If you want something specific, explain why. Companies don’t pull numbers out of thin air. If you’ve done your homework, share it. The more data you provide, the more likely you are to get what you want.

Tip #8: Don’t Forget the Fine Print

Details like vesting schedules, bonuses, and clawbacks can get overlooked. Be prepared to discuss what you’d be leaving behind. If you have unvested equity or retention bonuses, bring it up. Companies usually cover these with sign-on bonuses to make you “whole.”

Expect to provide documentation. They might not be able to ask your current salary, but they can ask for proof of what you’d be forfeiting. Get those documents ready.

Every company handles equity differently. If you’re walking away from $600k in stock, they might match it, or cover part of it. It’s all negotiable—just make sure you’re prepared to explain what you’re leaving on the table.

Conclusion

Approach compensation conversations with curiosity, and treat them like a partnership.

Share your thoughts, ask questions, and stay engaged. If you lean into the process, it won’t feel awkward at all.