The average candidate accepts the first offer they receive. That is expensive. Research consistently shows that most companies have between five and fifteen percent of negotiation headroom built into their initial offers — and that first-time negotiators who ask for more get more the majority of the time. The cost of not negotiating is real; the risk of negotiating is almost always lower than people expect.
Why most people underprice themselves
Career changers are especially prone to underpricing because they feel their lack of direct experience justifies a lower ask. It does not. The market rate for a role is set by the role and the company, not by how long you have held the title. An entry-level data analyst who joined from teaching is worth the same market rate as one who joined from a bootcamp. Know the rate before you quote a number.
Research first: know the market range
Before any salary conversation, run the market. Check Levels.fyi for tech companies, LinkedIn Salary for role-and-location combinations, Glassdoor for company-specific ranges, and Payscale for broader benchmarks. Find three to five data points for your exact role, your target location, and a company of comparable size. Write down the range. Your ask should be anchored near the top of that range, not the middle.
Never give the first number
When a recruiter asks what salary you are looking for, deflect: "I am flexible on compensation — I would love to understand the full range budgeted for this role." This is not evasion; it is standard practice. The first number in a negotiation anchors the entire conversation. If you name a number below what the company was prepared to offer, you cannot un-anchor it. Make them go first.
The counteroffer script
When the offer comes, say: "Thank you — I am genuinely excited about this role and the team. Based on my research and the value I bring, I was expecting something closer to [X]. Is there flexibility to get there?" Then stop talking. The silence that follows is not awkward — it is the negotiation. The recruiter will either come up, ask what would make it work, or tell you the number is firm. All three are useful answers.
Negotiating beyond salary
If the base salary is genuinely fixed — small companies and funded startups sometimes have hard budget constraints — shift to other levers. A signing bonus is often easier to grant than a base increase because it does not affect payroll permanently. Additional equity vesting, a remote work stipend, a professional development budget, or a first-review date moved to six months instead of twelve are all negotiable at many companies. Ask about each one explicitly.
The silence trick
In any negotiation, the person who speaks first after a counteroffer loses leverage. When you name your number or make a request, stop speaking and wait. Most people fill silence instinctively — resist the urge. The recruiter's response will tell you everything you need to know about where the real flexibility is.
When to accept and when to walk away
Accept when the total package — salary, equity, benefits, growth trajectory, and team quality — meets your minimum threshold and the role is genuinely right for your goals. Walk away when the compensation is too far below market to be justified by other factors, or when the negotiation process itself has revealed something concerning about how the company treats its people.
Entry-level is not non-negotiable
"Entry-level" describes your experience level, not your negotiating position. Companies expect candidates to negotiate. A well-researched, professional counteroffer almost never costs someone a job offer — and the upside compounds over years of raises, bonuses, and future offers anchored to your current salary. Negotiate every time.