Salary Negotiation Guidelines

last updated april 24, 2025 disclaimer this document provides general guidance only and does not constitute legal advice compensation practices should comply with applicable laws and regulations, which vary by location and may change over time introduction effective salary negotiations establish fair compensation while maintaining positive candidate relationships these guidelines help ensure consistency, equity, and compliance in compensation discussions before the negotiation preparation steps establish salary ranges for each position based on market research and salary surveys internal equity considerations location factors and cost of living experience and education requirements budget constraints document the compensation structure salary bands for each level and role standard benefits package value variable compensation components (bonuses, equity) allowable exceptions and approval process determine negotiation parameters initial offer point (typically 85 90% of range midpoint for qualified candidates) maximum offer limit (typically not exceeding range maximum) non negotiable elements flexibility factors (skills shortages, unique expertise) review compensation equity compare proposed offers to similar internal positions check for potential disparities across gender, race, and other protected characteristics document justification for any variations during the negotiation process initial discussions timing of compensation conversations defer detailed compensation discussions until interest is established address salary expectations early enough to identify major misalignments be prepared to discuss general range when directly asked handling salary history questions do not ask about salary history in locations where prohibited instead ask "what are your compensation expectations for this role?" if candidate volunteers current compensation, acknowledge but redirect to your evaluation process setting expectations explain your company's compensation philosophy outline the components of total compensation discuss evaluation criteria for determining offers making the offer present the complete package base salary variable compensation benefits valuation equity or stock options (if applicable) additional perks and benefits communication approach present the offer verbally first, followed by written documentation explain how the offer was determined set a reasonable timeframe for response (typically 3 5 business days) express enthusiasm about the potential contribution handling counteroffers listen actively allow candidates to fully explain their position ask clarifying questions about specific concerns identify which components matter most to the candidate consider alternatives if base salary is constrained sign on bonus performance bonus structure accelerated review timeline flexible work arrangements professional development opportunities additional paid time off when declining a counteroffer explain rationale in objective terms reiterate value of total package propose alternative solutions where possible when accepting a counteroffer document justification for deviation from standard offer secure appropriate approvals ensure changes don't create inequities special considerations pay transparency comply with regional requirements some jurisdictions require salary range disclosure in job postings be prepared to explain how ranges are determined ensure interviewers understand what can be shared about compensation internal transparency determine organization's approach to pay transparency prepare managers to discuss compensation philosophy consider how exceptions will be perceived remote/global compensation geographic considerations establish policy on location based adjustments document market rates for different locations consider cost of living differences relocating candidates define relocation assistance packages address cost of living adjustments consider temporary arrangements during transitions internal candidates special considerations review current compensation and performance history consider internal equity with peers define standard promotion increases address potential compression issues compliance and documentation record keeping document all offers and negotiations maintain records of market data used record justification for exceptions track acceptance rates and negotiation outcomes legal considerations equal pay act compliance state and local salary history bans pay transparency laws anti discrimination regulations training for hiring managers key areas for manager training compensation philosophy and structure negotiation techniques and limits of authority explaining total compensation value responding to common candidate questions understanding market data recognizing and avoiding bias in compensation decisions common pitfalls to avoid equal pay violations offering different compensation to similarly qualified candidates without legitimate business justification making assumptions about candidate needs based on protected characteristics undermining trust starting with lowball offers expecting negotiation changing terms after verbal agreement creating false urgency with artificial deadlines inconsistent practices deviating from established ranges without documentation applying different standards to similar candidates failing to consider internal equity evaluation and continuous improvement metrics to track offer acceptance rates time to accept offers compensation relative to market diversity impact of compensation practices cost of compensation exceptions regular review process annual market analysis updates quarterly review of negotiation outcomes adjustment of ranges based on market changes remember that compensation discussions are a key opportunity to demonstrate your organization's values regarding fairness, transparency, and respect approach negotiations as a collaborative process to find mutually beneficial outcomes \\