I've negotiated my own PM salary four times—twice successfully, twice poorly. I've also coached dozens of people through their negotiations. The patterns are clear: most people leave money on the table, not because they're bad negotiators, but because they don't understand how the game actually works.
Let me show you what I've learned.
Why Most People Don't Negotiate
Before tactics, let's address the psychology. Most people skip negotiation because:
- •They're afraid the offer will be rescinded (this almost never happens)
- •They feel grateful just to have an offer
- •They don't know what number to ask for
- •The conversation feels uncomfortable
All of these are understandable. None of them are good reasons to accept less than you're worth.
Here's the reality: companies budget for negotiation. The first offer is rarely the best offer. When you accept without negotiating, you're essentially saying "I'll take less than you're willing to pay."
The discomfort lasts 15 minutes. The money difference lasts years.
Before the Offer: Setting Up Success
The best negotiation happens before you have an offer.
During the interview process, you'll be asked about compensation expectations. This is a trap. The person who gives a number first anchors the conversation.
If pressed, try: "I'm focused on finding the right fit. I'm confident we can figure out compensation if we both decide this is the right match."
If they insist: "Based on my research, roles like this typically range from $X to $Y. But I'd want to understand the full scope before committing to a specific number."
If you have competing processes, this is your biggest leverage. You don't need to play games—just be honest: "I'm in final stages with a couple other companies. I'm excited about this role, but I want to make sure I'm making the right decision."
Companies move faster and offer more when they know they're competing.
When the Offer Comes
They call with numbers. Your heart races. What do you say?
Never accept on the spot. Even if it's amazing. Here's your script:
"Thank you so much. I'm really excited about this opportunity. I'd like to take a couple days to review the full package and discuss with my family. Can you send me the details in writing?"
This is normal and expected. Use the time to:
- •Get everything in writing (verbal offers don't count)
- •Calculate total compensation (base + equity + bonus + benefits)
- •Research whether it's fair
- •Prepare your counter
Two to three days is standard. A week is fine if you have a good reason.
How to Counter
You've reviewed the offer. Time to respond. Here's how:
If it's fair but you want more:
"I'm really excited about joining [Company]. After reviewing the offer and reflecting on my experience with [specific relevant skill], I was hoping we could get to $X for base salary. Is that something we can work toward?"
If it's significantly below expectations:
"I appreciate the offer. To be honest, it's below what I was expecting based on my research and other conversations. I'd need to see something closer to $X to seriously consider this opportunity."
Key principles:
- •Be specific. "$240K" works better than "a bit higher"
- •Lead with enthusiasm. You want the job; you just want fair compensation
- •Justify your ask. Reference experience, market data, or competing offers
- •Leave room to negotiate. Your first number won't be your final number
What's Actually Negotiable
Not everything moves equally. Here's what I've seen:
Usually negotiable:
- •Sign-on bonus (often the easiest lever—it's a one-time cost)
- •Equity grant (especially at startups)
- •Start date (more time = more money at current job)
- •Base salary (within bands)
Sometimes negotiable:
- •Title (can affect future comp)
- •Remote/hybrid flexibility
- •Relocation assistance
Rarely negotiable:
- •Benefits (same for everyone)
- •PTO policy (usually standardized)
- •Bonus percentage (tied to level)
- •Vesting schedule (typically 4 years)
The secret move: If they can't budge on base, ask "Is there anything else you can do? Sign-on bonus? Additional equity? Earlier performance review?"
There's often budget in one bucket but not another.
Handling Pushback
They'll push back. Here's how to respond:
"This is our standard offer for this level."
"I understand there are bands. Given my specific experience with [X], is there flexibility within that range? Or are there other components we can adjust?"
"The offer is firm."
"I appreciate you being direct. Is there flexibility on sign-on bonus or equity instead? I want to make this work."
"What would it take to get you to say yes?"
Be honest. "If we could get to $X total compensation, I'm ready to sign."
"Do you have other offers?"
If yes: "I do have another offer I'm considering. I'd prefer to join [Company] because [genuine reason], but there's a compensation gap I'm hoping we can close."
If no: "I'm in conversations with other companies, though I don't have anything formalized yet. I'm most excited about this role, but I want to make sure the compensation reflects my market value."
Never lie about competing offers. Recruiters talk to each other.
Scripts You Can Steal
For base salary: "Based on my research and experience with [specific skill], I believe $X better reflects my market value. Is there room to move in that direction?"
For equity: "I'm really bullish on [Company]'s trajectory. Is there flexibility to increase the equity grant? I'd love to have more skin in the game."
For sign-on: "To help with the transition, would you be able to include a sign-on bonus of $X?"
To close: "If you can get to $X total compensation, I'm ready to accept."
Will They Rescind the Offer?
This is everyone's fear. Let me put it to rest: it almost never happens.
Companies invest significant time and money in hiring. They're not going to tank the process because you asked a reasonable question professionally.
The only scenarios where rescinding becomes a risk:
- •You're aggressive or adversarial (don't be)
- •You make ultimatums you won't follow through on
- •You drag out the process unreasonably
- •You lie about competing offers
Politely asking "is there flexibility?" will not cost you the job.
The Psychology That Helps
A few mindset shifts:
It's not personal. You're having a business conversation about market rates for skills. The recruiter isn't offended by negotiation—it's literally their job.
The recruiter may be on your side. Good recruiters want to close deals. If your ask is reasonable, they'll often advocate internally for you.
Silence is powerful. After you make your ask, stop talking. Let them respond. Don't rush to fill the pause.
Know your walk-away number. Before negotiating, decide the minimum you'd accept. If they can't get there, you need to be prepared to decline.
After You've Agreed
Once you've reached agreement:
- •Get everything in writing before you celebrate
- •Confirm all negotiated terms in the offer letter
- •Send a genuine thank-you expressing excitement
- •Stop negotiating (seriously, don't reopen it)
Close out other processes professionally. The PM world is small, and your reputation matters.
The Bottom Line
Negotiation is a skill. Like all skills, it improves with practice.
Most people find the conversation uncomfortable. Do it anyway. The 15 minutes of awkwardness translates to thousands of dollars over your career.
Companies expect negotiation. They budget for it. By not asking, you're volunteering to take less than they're prepared to offer.
Be professional, be prepared, and ask for what you're worth.
Researching what to target? Check out our PM Salary Guide for 2026 compensation data by level and location. Ready to find roles? Browse PM jobs.