Before diving into how to negotiate a job offer, it’s very important to recognize the importance of simply taking this action step. Here’s a secret many employers won’t share: they’re expecting prospective hires to negotiate on an initial employment offer, whether that means countering on salary, on scheduling flexibility or even on the extent of the benefits packets being offered. Since employers are expecting this kind of negotiation, the initial salary offer will likely be on the lower end of the compensation that’s actually available for the position. In other words, failing to negotiate means leaving money on the table.

Furthermore, countering an initial job offer shows employers the kind of initiative and drive that they’re likely seeking in a job. So, if there are concerns about seeming pushy or ungrateful by negotiating a job offer—forget them! And, with that in mind, let’s dive into the details of how to negotiate a job offer to maximize the benefits of that great new position.

Asking for a raise in a current position is intimidating—and asking for more money from employers without the benefit of a signed contract can be downright terrifying. So, how should prospective employees conquer their fears and start to negotiate salary?

Psychologists suggest that the best way to conquer salary negotiation fears is to play out the worst-case scenario in advance. Visualize asking for more compensation—firmly yet respectfully—and imagine the response from the HR representative. Remember, this hiring manager needs a qualified employee. So even if more compensation isn’t possible, the response is unlikely to be confrontational, and should not result in a pulled offer. If fears are still swimming, consider practicing the conversation with a trusted friend or relative, testing different approaches until settling on one that feels natural and comfortable.

Got that fear pushed aside now? Get ready to focus on the right time to negotiate salary. Spoiler alert: the prep work should begin during the interview process, well before there’s a concrete offer on the table.

As it turns out, the best time to negotiate a job offer is during the interview process. At least, sort of. Here’s the story: when being interviewed, ask open questions about compensation, focusing on the position’s foreseeable benefits package without stating personal salary requirements. Then, hold off on any further negotiation until there’s a firm offer on the table, since drawing a compensation line in the sand before that point could be a negative in the eyes of the hiring team.

In fact, it’s best to avoid quantifying salary expectations at any point before being offered a position—even when asked by a recruiter. At best, doing so can pigeonhole employees and, at worst, it can remove them from the running for positions that may otherwise be perfect fits. In other words, get a general sense of compensation when interviews start to get serious. But don’t think about negotiating salary until it’s clear the position is ready for the taking, with concrete proof that comes in the form of a firm offer in writing.

It’s important to make sure a job offer is fair and worthy of a candidate’s experience. But it’s equally important not to negotiate just for the sake of negotiation.

Before deciding to negotiate a job offer, hone in on the details that really matter—and focus on those alone in any counter offer. Haggling over minor issues or countering every single detail of a job offer can make an employee seem like they’ll be more of an annoyance than an asset to the company. So, even if the initial negotiations are successful, the process may come back to haunt an employee during considerations for promotions or raises that may come later down the road.

Once it’s clear that compensation negotiations are going to happen, these are the six critical steps to use as a guiding light throughout the process.

As soon as interviews begin, it’s important to conduct industry research, forming a clearer picture of the compensation data that’s available for individuals in similar roles. This will help employees understand the strength of a given offer when it arrives. And it will also give a framework for how high the counter offer can reasonably go. Use several different sources to compile this data—platforms like Glassdoor or Payscale are great starting points—then be ready to negotiate a salary that approaches the higher range of compensation for the role in question.

This can’t be said enough—never give a concrete salary requirement for a position. Not during the recruitment process, not when interviewing and certainly not during salary negotiations. Doing so makes it tougher for employers to present a counter offer, and may make an HR representative feel negatively pressured and inclined to pull any offer of employment.

This point builds off of the previous suggestion. No one wants to be pushed against a wall during a negotiation process, so it’s crucial to be careful with how counter offers are worded. Make it clear to the hiring representative that this counter offer isn’t a “give in or else” kind of deal. Instead, word job negotiations in ways that leave both sides room to move without walking away from each other.

Part of how to counter offer salary is to remember that compensation goes beyond a monthly paycheck. Of course, base salary—or the guaranteed financial compensation that is paid for work contributed—is important. But if that number seems pretty inflexible, it’s possible to negotiate other opportunities for future, performance-based incentives.

Some employees may wish to negotiate a performance bonus that will be paid either as a fixed sum or as a percentage of earnings or base salary. Points to consider negotiation here include whether that bonus will be paid out quarterly, annually or somewhere in between. Also, depending on the nature of the employer, it may be possible to negotiate company equity in the form of vested stock options that improve over the years of employment.

Other opportunities to increase compensation include requesting a signing bonus, which is a one-time financial payout that is delivered either as cash or as unvested equity. If the job in question requires relocation, it’s also possible to negotiate covering the cost of moving, either through a lump sum payout or in the form of reimbursement for specific expenses.

Finally, consider negotiating the job’s perks and benefits. This could mean pushing for work-from-home days, for more paid vacation or sick days or even for paid maternity leave—that’s a big one for many working moms.

Remember, negotiating a job offer can also focus on career advancement opportunities, such as funds to be allotted for professional development or for future tuition reimbursement. Retirement benefits such as 401K matching plans or life insurance offerings are also a great area of focus.

Even minor things, like lunch or dinner allowances, gas reimbursement for commuters, or the offer of a company phone can be negotiated—and can translate to more money on the table, even if it’s taking a non-traditional form.

When asking for better compensation—whatever that looks like in a specific job counter offer—it’s important to show confidence without any hint of arrogance or aggression. Clearly, the employer is interested, and that knowledge can support a request for higher compensation. Yet that employer is also human, so avoid getting hard-nosed and just focus on the desire to work for the company, emphasizing that the request for higher compensation merely reflects the contribution that will be made once an agreement is reached.

Before making a counter offer on salary or on any component of the total compensation packet, it’s important to carefully consider the non-negotiables—or what will and won’t be acceptable—if the employer comes back with another counter. Keep in mind that it’s always ok to ask for time to think over an initial salary offer, or a revised offer that comes in response to salary negotiations. But a response should be given within 48 hours—taking any longer shows a lack of respect for the employer, or a lack of interest in the position.

Also, during the salary negotiation process, take note of how the employer’s representative interacts during personal exchanges. If conversations become rude or overly intense, that could be a red flag warning that taking this position could be a bad idea for reasons other than salary limitations.

One of the most important components of how to negotiate a job offer is to make sure every single detail is written into a contract. Accepting a position that doesn’t come with a signed contract? Make sure to send a written email or letter detailing exactly what has been agreed upon during the negotiation process. Then, get a signed agreement or affirmative written response from the company representative, and save that proof of agreement to an appropriate file for future reference. 

With those details taken care of, it’s time to accept the position officially and get to work! But what if the negotiation process doesn’t go as well as hoped? Never fear, not all is lost. There is still a productive way to move forward—and maybe even to still accept the position.

In the real world, most employers won’t immediately acquiesce to a request for a higher salary or better compensation package. After all, once the hiring process is viewed as a negotiation process, it should seem pretty obvious that a prospective employer will push back against a request for higher salary.

If that happens, don’t be phased. Instead, practice respectful self-advocacy, always keeping an eye on the end goal of finding whatever flexibility is available in this compensation package. If employers move up on their salary offering—but the compensation is still lower than what was requested—it’s ok to submit another counter offer, as long as the request is respectful and realistic. Ideally, within two to three rounds of negotiations, a fair agreement will be reached. But remember that, especially in a tight hiring market, it’s always ok to walk away from a job offer that won’t deliver fair compensation for the position.

Even if that happens, remember that a ‘no’ right now doesn’t have to be a ‘no’ forever. Over time, employers’ needs or interests may change. Or they may realize that no one else is equally qualified to fill the open position. As such, even if an employer is unwilling or unable to give the requested compensation at the moment of initial negotiations, making it impossible to accept the position currently, that doesn’t have to mean the end of the relationship with this company.

Instead, try keeping in touch with a company representative by checking back in with the prospective employer in a month or two. This gives everyone an opportunity to see if the situation has changed, and an agreement can now be reached. Alternatively, if the ‘no’ received was relatively minor—like a denied request to work from home one day a week—think about accepting the position anyway, while asking for the opportunity to re-review this request in six-months to a year from now.

What are your biggest questions about how to negotiate a job offer? Is there anything specifically that worked for you? Share in the comments below!