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Salary negotiation

The numbers, the scripts, the floors. Read this twice — once now, once the morning of any call where money might come up.

Rule zero: Don't be the first to name a number. The first number sets the anchor. If they refuse to share theirs and force you to go first, give a range — never a single number — and make sure your low end is still acceptable to you.

01The numbers — what to ask for

$70K–$90K
FTE base · USD/year

Your headline range for a full-time employee role. Defensible given 10+ yrs experience and Artlist as anchor.

$80K–$100K
1099 / contractor · USD/year

Bump ~15-20% if they propose contractor — you cover your own taxes, no benefits, no PTO.

$55–60K
Walk-away floor

Below this, the role isn't worth the switching cost. Don't share this number — just know it.

Why this range

02The deflection — when they ask first

They will ask. Stage 1 screeners almost always do. Your job is to deflect once, deflect twice, and only commit on the third push.

Deflection #1 — soft
"Honestly, I'd rather learn more about the role and team before locking in a number. Comp is one factor for me, not the only one. What range did you have in mind for this role?"

Notice: it ends with a question that hands the ball back. ~70% of the time they'll answer.

Deflection #2 — if they bounce it back
"I appreciate that. I'd just want to make sure I understand the scope of the role and what you're optimizing for before I throw out a number that might not match what we're both expecting. Is there a budgeted range, even rough, that I could react to?"

You're not refusing — you're framing it as "I want to give you a useful answer, not a random one."

Deflection #3 — if they insist
"Sure, fair enough. For a senior frontend role at this stack and scope, I'd be looking at roughly $70K to $90K USD per year base, with some flexibility depending on the rest of the package — equity, bonus, vacation, that sort of thing. Where does that sit relative to your range?"

Then immediately ask where that sits in their range. Don't leave silence. Don't apologize for the number.

03If they name a number first

This is the easier path. Three scenarios:

Scenario A — their range overlaps with yours.

They say "$60-80K." Your move: "That's roughly in the area I was thinking. I'd want to land toward the upper end of that, given the depth of the work and my experience, but the range itself is reasonable. Can we talk about what determines where a candidate lands in that range?"

Scenario B — their range is below yours.

They say "$45-60K." Your move: "Thanks for being upfront. That's a bit below where I was thinking — I'd be looking at the $70-90K range based on my experience and the scope I'm seeing in the JD. I want to be respectful of your budget; is there flexibility, or is that the firm cap? And what does the rest of the package look like?"

Don't walk away here — push politely. They may have flexibility they didn't lead with. They may also bump you up if you're a strong candidate.

Scenario C — their range is above yours.

Rare but possible: they say "$90-110K." Don't blink. Don't volunteer that you'd have taken less. "That works for me. I'd want to understand how candidates land in that range, but the bracket is reasonable." Then move on.

04Total package — what to actually negotiate

Base is one variable. There's more on the table — but only if you ask.

LeverLikely yes/noHow to ask
Base salary Yes "Could we talk about base?" Most flexibility usually here.
Equity / options Maybe "Is there an equity component?" Likely small at a 22-person co; ask about strike price, vesting, cliff.
Annual bonus Maybe "Is there a performance bonus structure?" Ask what % of base, what triggers it.
Sign-on bonus Maybe If they can't move on base: "Could we close the gap with a sign-on?" One-time, easier to approve.
Vacation / PTO Often yes "How much PTO comes with the role? Is there flexibility there?" Cheap for them, valuable for you.
Annual raise expectation Discussable "How does comp review work? When's the first one?"
Equipment / home office Often yes "Is there a home office or equipment stipend?" Easy ask.
Learning budget Worth asking "Is there a budget for conferences, courses, books?"
Health coverage Limited for offshore US health benefits usually don't extend to BD employees, but ask. Some companies offer a stipend instead.
Title Sometimes If they balk at money, "Senior Frontend Engineer" vs "Lead" might be on the table.

05FTE vs contractor — get this clear early

Whether they hire you W-2 (US employee), 1099 (US contractor), or via an EOR (employer of record like Deel/Remote.com) massively changes what your number means. Ask which it is.

EOR / FTE-equivalent
  • They pay an EOR (Deel, Remote, Oyster) to be your employer of record in BD
  • You're basically a salaried employee with benefits
  • They handle taxes/compliance
  • Your $70-90K range applies
1099 / contractor
  • You invoice them monthly
  • You handle your own taxes (BD income tax, possibly self-employment)
  • No PTO, no sick days, no benefits
  • Bump to $80-100K to compensate
Critical question to ask early: "Will this be through an employer of record like Deel or Remote, or as a contractor on a 1099 / invoice basis?" Their answer determines whether your headline range is appropriate.

06The "competing offer" lever — use carefully

If you genuinely have another conversation going, you can use it. If you don't, don't fake it — small startup ecosystems get burned by bluffing references.

"I want to be transparent — I'm in conversations with another company and they've indicated something in the upper $80s. I'd rather work here, but the gap matters. Is there room to close it?"

This works only if (a) it's true, (b) you'd actually be willing to walk to the other one. Otherwise it's a tell that you'll bluff again later.

07What NOT to say

  • "Whatever you think is fair." Translation: I haven't done my homework. Lowballs you instantly.
  • "I currently make X." Your previous comp shouldn't anchor your next one. Some jurisdictions even ban asking. Deflect: "I'd rather discuss this role on its own merits — what's the budgeted range here?"
  • "I need at least X to cover my costs." Your costs aren't their problem. Anchor on market value, not personal need.
  • "I'd take less if necessary." Never say this out loud, ever. They'll take you up on it.
  • "That's insulting." Even if it is. Stay calm. "That's lower than I was expecting — can you walk me through how you arrived at that?"
  • Apologizing for your number. "I know it's a lot, but…" — say it flat and let it sit.

08The silence trick

When you state your number, shut up. Don't fill the silence. Don't justify. Don't add "but I'm flexible." The first person to speak after a number is the one who concedes.

Interviewer: "What are you looking for?"
You: "$70-90K USD base, with flexibility on the package."
[silence]
[silence]
[silence]
Interviewer: "Okay, that's roughly in our range."

Three seconds of silence feels like an hour. Practice it. The discipline is worth real money.

09Stage-by-stage script

Stage 1 (screening) — money comes up
Deflect with #1 above. If forced, give the range. Don't negotiate hard here — you're not at offer stage. Goal: pass the screening. Money happens later.
Stage 2 (culture) — money probably won't come up
If it does, hold your range. Don't drop it because you're vibing well in the conversation. The vibe doesn't pay rent.
Stage 3 (technical) — keep it pure
If they bring up money in a technical interview, redirect: "Happy to talk comp with whoever owns it — for now I'd rather focus on the technical side." Engineers shouldn't be the ones negotiating.
Stage 4 (CEO) — could come up, but probably formal offer comes after
If the CEO floats a number, treat it as a soft probe. "That's a useful data point. I'd want to see the full offer in writing before responding fully — base, structure, benefits, all of it." Buy yourself the night.
Offer stage — the real conversation

When the formal offer arrives:

  1. Don't accept on the call. "Thanks — this is exciting. I'd like to take 24-48 hours to review and come back with any questions."
  2. Get it in writing. Email confirmation of base, bonus structure, equity, PTO, start date.
  3. One real counter, not three. Pick the number that matters most (usually base). Counter once, with a reason. "I appreciate the offer. Based on the scope and my experience, I was hoping to land closer to $X. Is there room?"
  4. Get the final terms in writing again. Then sign.

10Walk-away criteria

Decide your floor before the call. Don't do it in the moment.

Walk away if any of the following are true:
  • Base below ~$55K USD with no compensating equity / bonus / sign-on
  • 1099 with no bump above their FTE range (they're shifting risk to you for free)
  • "We need an answer in 24 hours" with no offer in writing (red flag)
  • They demand to know your current salary and won't share theirs (asymmetric, predatory)
  • They renegotiate down after a verbal offer (massive trust signal)

11Your one-liner cheat sheet

If you forget everything else, remember these three lines:
  1. "I'd love to learn more about the role first — what range did you have in mind?"
  2. "$70-90K USD base, with flexibility on the package."
  3. "Thanks — let me take 24 hours and come back with any questions."
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