Negotiating +40% With No Other Job Offers In 2025 (From a Sr. Director In Tech)
Hear what we learned from helping over 300 tech professionals negotiate total compensation packages with up to 40% increases on offers ranging from $150K to $2M+ per year at FAANG+ and startups.
Negotiating your salary in 2025 in tech isn't just about knowing your worth. It's about understanding the hidden strategies that recruiters and hiring managers use. I saw these from both sides of the table landing up to Sr. Director, VP, and CPO offers from big tech down to Series B startups.
Find the written summary of our discussion below.
Quick aside: My upcoming live workshops
We’re running (free) live negotiation workshops to help you apply these strategies in real time. Pick the session that best fits your situation or attend all of them.
📌 Handling Salary Expectations Questions (Tue, Mar 18 @ 6:00pm PST)
📌 Negotiating Big Tech Offers (Wed, Mar 26 @ 11:00am PST)
📌 Negotiating Startup Offers (Mon, Mar 31 @ 9:00am PST)
📌 Mock Negotiation Practice with Annie (Tue, Apr 8 @ 5:30pm PST)
The Current Market
The market is just one component of negotiation, but it's an important one. Amazon L6 offers, for example, have seen periods of compression and expansion, but exceptions above band are now rare.
That said, top-of-band offers still exist, and positioning yourself as a "market of one" (someone uniquely suited for a role) can significantly increase leverage. This could be due to your network, sector experience, specific skills, or all the above.
Types of Leverage and the Role of Information
There are two primary types of leverage: external leverage, which comes from tangible factors like competing offers or a strong current job, and internally created leverage, which is based on how you present yourself and frame your value.
Many candidates assume that leverage only exists if they have multiple job offers. While external leverage is powerful (having a competing offer from a high-paying company can immediately shift negotiations in your favor), it's not the only way to negotiate effectively.
Internally created leverage is just as important and is within your control. This includes how you frame your expertise, your unique fit for the role, and the way you align with the company’s pain points. If you can position yourself as the ideal candidate who will solve their specific challenges, the company may be more willing to stretch their budget to secure you.
Recruiters and hiring managers typically have more data about compensation ranges, internal budget flexibility, and competing candidates than you do. But strong candidates close this gap by doing market research, networking with others who have negotiated at the company, and strategically withholding information until the right moment.
Step-by-Step Negotiation Process
Before You Hit Apply
Start preparing early. Practice interviews and refine your narrative.
Line up company options strategically: high-paying, high-leverage companies, core companies, and ideal companies.
Time your offers to maximize leverage.
Keep in mind that opportunities can sometimes serve as better leverage than actual offers—except at places like Google, where written offers matter most.
Handling Salary Expectations Questions
Recruiters often ask about salary expectations early.
Avoid anchoring too soon. Use price discovery later in the process.
A strong response: "Compensation has many factors; I’d love to understand more about the role first. What’s the range for this position?"
Stay neutral when receiving information.
Handling Recruiter Pressure
If a recruiter pushes for a number, repeat your stance.
Use follow-up objections like "I just started my search."
If necessary, fall back on: "Everything looks good, and I’m sure we’ll find something that works for everyone."
If you mistakenly disclose a number, use the Recovery Method: Any new information (internal or external) can justify reopening negotiations.
Building Leverage with the MERIT Framework
Market: Understand the company’s financial position and hiring outlook.
Expertise: Position yourself as a "market of one." Showcase how your skills solve the company's pain points.
Results: Quantify past achievements.
Inventory of Options: Know your alternatives, but don't reveal them too soon.
Tactics: Focus on rapport-building and strategic communication.
The Offer Call: Best Practices
Express excitement about the role but stay neutral about the offer details.
Never make a decision live on the call.
Buy time to evaluate by saying you need to discuss it with family or mentors.
Acknowledge their timelines, but prioritize your decision-making process.
Using a 30-60-90 Day Plan to Strengthen Negotiation
After receiving an offer, scheduling calls with the hiring manager and even the skip-level leader can be strategic. A 30-60-90 day plan shows:
Your vision for the role
Strategy and impact
Key metrics and assumptions
It also serves as a reverse interview, allowing you to validate if the role is the right fit. Often, hiring managers clarify expectations or adjust job scopes during this process.
4 Ingredients That Can Make or Break a Negotiation
Likable: People fight for candidates they like. Be appreciative and professional.
Deserving: Justification for higher pay comes from a strong interview performance.
Justified: Companies need to internally justify a higher offer, so frame your request with clear impact and scope.
Winnable: They must believe you’ll accept. If they suspect you’re shopping around, they may not advocate for you.
Negotiating Even When They Say It’s the Best Offer
Even if they say it's the "top offer," you can still ask for more.
More than 50% of the time, candidates get a higher offer after pushing back.
The risk of an offer being pulled is low, especially at the top of the band.
Sometimes, they will find a way to increase the offer significantly.
Going Beyond Your Hiring Manager
Sometimes, hiring managers and recruiters don’t have full decision-making power. Getting support from a skip-level leader can make a big difference, especially if:
The hiring manager lacks political capital.
They’re at too low a level to push for a higher offer.
The company is hesitant to stretch the budget.
Considering Layoff Risks When Negotiating
Some candidates hesitate to negotiate for fear of being laid off later. While this is a valid concern, layoffs usually target:
Poor performers.
Those with massive equity appreciation (due to company stock growth).
Given that layoffs now focus more on performance rather than cost-cutting alone, negotiating for what you deserve remains a good strategy, especially if you believe in the company.
The Importance of Negotiating
Many candidates fear negotiation, worrying about burning bridges. In reality, a well-handled negotiation earns respect. There is significant variance in pay not based on merit but on negotiation skill. Some key takeaways:
Most top tech employees negotiate: it’s expected.
Long-term financial impact: increases of 15-40% are common, which can translate to millions over a career.
Advocacy matters: if you can’t advocate for yourself, how can you advocate for a team or product?
Women especially should negotiate to keep pace with male counterparts.
Wrap-up
Negotiation is a skill, not a one-time event. It’s about positioning, strategy, and confidence. The more you practice, the better you get. Whether you're negotiating salary, title, or team resources, advocating for yourself is key to long-term success. It’s worth trying even if you’re scared.
Quick reminder: If you have any questions about negotiating or want feedback on your approach, sign up for one of our free live workshops below:
Handling Salary Expectations Questions (Tue, Mar 18 @ 6:00pm PST)
Negotiating Big Tech Offers (Wed, Mar 26 @ 11:00am PST)
Negotiating Startup Offers (Sat, Mar 22 @ 9:00am PST)
Mock Negotiation Practice with Annie (Tue, Apr 8 @ 5:30pm PST)
See you there!
Negotiating soon?