How to Make Aggressive Salary Negotiations Pay Off

So, it’s time to move on to your next career chapter with another firm. Ever wonder when’s the right time to push for a salary above the posted range? I’ve seen candidates try it at the end of the hiring process and that can make for a disastrous outcome. In 2025, more folks are negotiating—44% of hiring managers say so (Robert Half, Dec 11, 2024). My take? Don’t wait. Bring up comp early in the process to set the stage. 🧑🏻‍💻

Kick things off in that first call. Curious about the range? Ask, then share your target if it’s higher. Something like, “I’m excited about the role, check all your boxes (per your job description) but aiming a bit above your range—can we explore that?” this sets a collaborative vibe. Candidates who do this early often land better deals—tying their unique skills to the job’s value (Pew, Jan 27, 2025). It’s not pushy—it’s clear. Most managers expect some back-and-forth, and they’re open if you show what you bring. 📌

Waiting until the offer is on the table to negotiate above the range can throw a wrench in the process. Going way over the range late—say, 20% above—rattles folks; plenty of recruiters pull offers over that (Investopedia, Aug 13, 2021). Dragging talks after agreeing or ignoring the budget? That’s a quick way to lose ground. With hiring tight—lots of firms are scrambling (LinkedIn, March 29)—starting the money talk upfront manages expectations on both sides. 🫱🏻‍🫲🏻

So, don’t hold off—check sites like Glassdoor, know your worth, and ease into the comp chat early with a collaborative tone. Another factor – how badly do you want this job? Hiring managers tend to give a little room if the candidate checks all the boxes, but asking for (say) director level money for a manager level role most likely won’t fly. Need some help with salary negotiations? Drop me a note. 📝

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