Top 7 salary negotiation tips for software developers
Tech jobs are notorious for their high pay variance. Even developers of equal experience may have salaries that differ by tens of thousands of dollars. While this is sometimes due to company size or type, it’s more often a result of skillful compensation negotiations.
These negotiations are especially difficult for developers as most computer science education tracks do not teach how to plan and execute pay negotiations. Whether you’re just starting out as a developer or have years of experience, salary negotiation skills are a key part of earning your fair share.
Today, we’ll give you some essential tips to ensure you don’t walk in unprepared.
Get the salary you deserve
Learn negotiation techniques and tips that will ensure you never leave money on the table again.
Tip 1: Be strategic with timing#
You have the most leverage as a candidate when you have multiple offers on the table. From here, you can push for employers to match other offers or compare the benefits of each offer. However, many candidates receive staggered offers that make it more difficult to negotiate.
You can increase the chance that your offers line up well by carefully planning the timing of each interview step.
For example, imagine you’re invited to a second interview at Google before you’ve had your first interview at Amazon. You should take the latest possible interview slot for your next Google interview to slow that process down.
Timing is equally important for pursuing a pay raise. Many people wait to ask for a raise during review season, but most managers will have already decided who has earned a raise by that point.
Asking earlier is a win-win for you because it either results in an immediate pay increase or puts you at the forefront of their mind when considering raises during the upcoming review period.
Avoid Ultimatums: Nobody likes to be told “or else”. It’s better to state that you’re considering multiple options and ask how the company could make their role more appealing to you when bringing up other offers.
This avoids the standoffish attitude of a “match this or else” statement.
Tip 2: Consider other benefits on the table#
When evaluating an offer or negotiating a raise, remember that there are many benefits beyond salary. These can be non-salary financial rewards like stock options, yearly bonuses, or sign-on bonuses.
They can also be things that benefit your quality of life or help future job prospects like titles or leadership roles.
You should review each of these benefits to decide how valuable each is for you. For example, work-from-home opportunities may be essential for some while delivering no value to someone else who prefers to work at the office.
For job offers, weighing these non-salary benefits helps you evaluate how valuable an offer is to you as a whole, rather than just looking at the salary number alone.
For raises, remember which benefits sound appealing to you and try to negotiate for them. Companies are often more willing to provide these benefits than direct salary improvements. Keeping these as options to put forward increases the chance you’ll leave the table with an improvement.
Tip 3: Never say what salary you want#
Even if you have a good idea of what your skills are worth, it’s best not to list a specific number when discussing salary.
Listing an explicit number essentially sets a ceiling for the maximum amount you could earn. Your listed amount could be less than the company was willing to pay, meaning you’ve accidentally lowered your pay. Even if your suggestion is spot on, the company will only negotiate down from there.
Instead, ask what their budget is for this role. The company will often lowball this budget, which gives you a salary floor that you can negotiate up from. Asking for their budget also opens up the possibility to get benefits outside of salary to sweeten the deal while still respecting their budget.
Current compensation: If you’re negotiating for a new job, sometimes you’ll be asked what you’re currently making at your other job. Avoid answering this question because it may allow the company to provide you a lower offer than they otherwise would.
Instead, say something like “I’m not comfortable sharing my current salary. I’d prefer we focus on the value I can bring to this company.”
Keep the learning going.#
Learn top negotiating techniques to help you get the most out of any job. Educative’s text-based courses allow you to learn at your own pace and learn practical tips from industry veterans.
Tip 4: Decide the lowest number you’ll accept#
Before you enter the salary negotiation, decide what your lowest acceptable salary is. An easy way to find this number is to sum your total yearly expenses like rent, car payments, groceries, loans, etc.
You’ll want to be accumulating wealth over time, so multiply this number by 1.5 (keep one-third of your income) or 2 (keep half your income). This amount will be the lowest salary you can accept and still progress financially.
You should also consider your next best alternative before going to negotiations. The stronger your backup plan is, the stronger your position and the more ambitious you can be with your lowest salary.
If a company offers you a number that is lower than your minimum, don’t outright tell them the number you want them to reach.
Instead, pause, and say “that is not quite what I was expecting. I’d be willing to accept [stretchGoal]. How can we get closer to that number?”
If you’ve already asked for more and they’re sticking to their original figure, it might be time to walk away. Let them know that you’ll need some time to think about it, and they may find a way to raise it.
Never give a yes or no answer during the meeting. Wait until the last few days to respond with your answer. The period between will lean a bit of pressure on the interviewer and they may reach out with additional benefits.
If not, refuse the offer. It’s important to know the value of your work and when to avoid jobs that won’t improve your financial situation.
Tip 5: Focus on the company’s wants, not yours#
Making an argument for a raised salary ultimately comes down to what you can do for the company. This argument is immediately undermined if you state that you want or deserve higher pay.
Bringing up your wants moves the conversation away from a logical argument to an empathetic request for the company to meet your desires. You are essentially asking the company to bargain with how they see your desires and worth. The compelling case you’ve made up to that point will be damaged as a result.
Instead, focus on the company’s needs and how you fulfill them. Keep the conversation centered on the value you provide and how the company can fairly compensate you for that.
Prepare for future negotiations: Even if you’re rejected for a raise, keep focusing on the company’s wants. Ask “what do you need to see in the next 6 months to feel comfortable approving a raise?”
The burden is then on you to prove your worth rather than on your manager to decide now, giving you a list of milestones you can use as evidence on your next negotiation.
Tip 6: Prepare a one-sheet that tells your story#
Success in negotiation begins well before you sit down across from the representative. Your case for your salary needs to be on-topic and full of empirical metrics that prove your worth.
To make sure you don’t lose track of any talking points, write a one-page brag sheet that outlines the measurable value you’ve provided in the past. This sheet should include any awards, accomplishments, or co-worker testimonials you’ve received. Writing these down will help you hit each point and demonstrate your value to the company as a worker.
You should also collect market research for your chosen job, like:
- National average salary for this role
- Average salary for this role in your area/city
- Salary data for roles in companies of similar size
Use Metrics: Whenever possible, use explicit metrics over summaries. For example, “My project increased user signup by 15%” is more compelling than “I helped increase user signup”.
Understand pay-transparency laws — and use them to your advantage#
In many regions today, companies are legally required to list a salary range in job postings. That’s a powerful piece of leverage you didn’t have a few years ago. Pay transparency also gives you critical insight into how a company values the role and what your negotiation starting point should be.
Here’s how to use it:
Anchor your ask within or slightly above the range. If a company lists a range of $130,000–$160,000, you can confidently position yourself near the top if you meet or exceed most of the requirements. Don’t be afraid to justify that position with your skills, achievements, or unique value proposition.
Call out discrepancies. If an offer is below the posted range, politely point it out — this often pushes the recruiter to improve it, especially if they know you’re aware of your rights.
Use ranges to gauge your worth. Even if you’re not applying for that exact job, similar listings help you set a realistic floor and ceiling when planning your negotiation strategy.
Compare multiple sources. Use websites like Levels.fyi, Blind, and Glassdoor to cross-check ranges and ensure you’re negotiating from an informed position.
Pro tip: Some companies still avoid listing ranges — but many jurisdictions (like California, New York, Washington, and most of the EU) now require it. If you don’t see one, it’s worth asking directly or referencing similar roles to ground your negotiation.
Know your rights: Salary-history bans and legal protections#
It used to be common for recruiters to ask, “What’s your current salary?” — and use that number to anchor their offer. In many regions, that’s now illegal. Knowing your rights not only prevents you from leaving money on the table but also helps you approach negotiations confidently.
Salary-history bans: States and countries increasingly prohibit employers from asking about your past compensation. If they do, you’re within your rights to decline. Politely redirect the conversation toward the value you’ll bring and the salary range for the role.
Right to discuss pay: In the U.S., most workers are legally protected if they discuss salaries with colleagues. This helps you understand your market value more accurately.
Right to posted ranges: In many jurisdictions, you have the right to ask for the salary range before the interview begins, and companies are legally obligated to share it.
What to say if asked:
“I prefer to focus on the value I’ll bring to this role and the market rate for someone with my experience. Could you share the range you’ve budgeted for this position?”
Negotiate beyond base salary: Equity, RSUs, and perks#
Base pay is only one part of your total compensation — and often not even the biggest part. In tech especially, equity and long-term incentives can be worth far more. A good negotiation strategy looks beyond salary to include everything that affects your total package and long-term earnings.
Here’s what to consider:
RSUs and stock options: Ask about the number of shares, the vesting schedule, and whether refreshers are offered annually. Clarify how valuation is determined and what the projected growth trajectory is.
Vesting cliffs and cadence: Standard schedules are four years with a one-year cliff, but some companies offer monthly vesting or upfront grants, which can significantly impact your financial outlook.
Sign-on bonuses: These can sometimes offset a lower base salary and are often negotiable. Ask if they’re paid upfront or split across milestones.
Relocation or remote perks: If you’re being asked to relocate or return to the office, negotiate relocation assistance, travel stipends, or hybrid work flexibility.
Professional development benefits: Conferences, training budgets, and certifications are also negotiable and can add long-term value.
Pro tip: Always calculate the total compensation package — base + equity + bonuses + benefits — before making a decision. Use a spreadsheet to visualize different offer scenarios.
Location, remote work, and RTO: How they affect your pay#
In the remote era, where you work can significantly affect how much you’re paid. Many companies now adjust salaries based on location — and return-to-office policies can change your leverage. These dynamics are often negotiable if you know how to frame them.
Here’s how to navigate it:
Ask about location-based pay adjustments. If you’re remote, find out if your salary will be tied to HQ, a specific region, or your actual location. Some companies offer tiered pay structures based on cost of living.
Negotiate relocation clauses. If the company requires you to move, ask for a relocation bonus or reimbursement for moving expenses. Also negotiate protections if the company later changes its office policies.
Use RTO to your advantage. If the company is mandating office time, you can often negotiate a higher salary, travel stipend, or hybrid schedule in return. Frame this as part of the cost of employment.
Leverage remote experience. If you’ve successfully worked remotely before, highlight your productivity and independence as added value to strengthen your case.
Negotiate sign-on bonuses and clawbacks#
Sign-on bonuses are common in tech offers, but they often come with repayment clauses if you leave early. These terms are negotiable — and you should negotiate them. They’re also an excellent tool to bridge gaps between your desired salary and the company’s offer.
Ask for pro-rated repayment. Instead of losing the entire bonus if you leave in 12 months, negotiate repayment only for the remaining time. This reduces financial risk.
Negotiate clawback exceptions. If you’re laid off or the company restructures, you shouldn’t have to repay the bonus. Clarify these terms before signing.
Pair sign-on with base. Use the sign-on to bridge a gap between your ask and the company’s offer. For example, if they can’t meet your base request, ask for a higher sign-on payment instead.
Staggered bonuses: Some companies will offer part of the bonus at signing and part after six months. This can be a win-win if structured correctly.
Master the equity conversation in the AI era#
Equity has always been important, but in 2025 — with AI startups, IPO pipelines, and mega-valuations — it’s often the most valuable part of the offer. It’s also the most misunderstood. A well-negotiated equity package can sometimes double or triple your long-term compensation.
Ask these questions before accepting any equity offer:
What’s the valuation and preferred share price? This will help you estimate the potential upside.
What’s the company’s liquidity timeline (IPO or acquisition)? Knowing this helps you forecast the real value of your shares.
Are there refreshers after Year 1? Equity refreshers can significantly boost your total earnings and align incentives.
What’s the post-termination exercise window if I leave? Longer windows give you more flexibility and reduce risk.
What are the tax implications? Work with a financial advisor to understand how vesting schedules and exercise decisions affect your tax situation.
Pro tip: Equity can make up 30–70% of your total compensation at growth-stage companies. Don’t treat it as an afterthought — negotiate it with the same rigor as base salary and benefits.
Tip 7: Practice your negotiation beforehand#
You also need to practice your negotiation aloud and review common rebuttals. The best way to do this is to get expert advice and do mock negotiations with a friend.
This is especially important because many of us are conditioned to not talk about money. Practicing with a trusted friend or coworker helps you develop a natural flow to walk through the key points you want to hit and break down the common anxiety around financial discussions.
Give them a list of tough questions to ask you like:
- Is this company your top choice?
- Have you received offers from other companies? What were they?
- If we meet your salary expectations, will you accept immediately?
- How did you choose your chosen salary amount?
- Is anyone else offering you a higher salary?
- Why don’t you want to give your salary requirements?
After you’re done, ask your friend for feedback. Negotiating is a difficult skill to learn but practice will help you get better each time.
To ensure you don’t leave any money on the table, Educative has created the course Maximizing Total Comp in Tech. This course helps you prepare for salary or raise negotiations by exploring tips for every part of the process like pre-negotiation emails, words to avoid during the negotiation, and how to follow up.
By the end of this course, you’ll discover your power as a negotiator and be able to walk into your next negotiation with confidence.
Happy learning!
