Negotiating your salary can sometimes be the difference between a $80k and <a href="https://www.salarytransparentstreet.com/resource-hub/100k-salary-cities">$100k salary</a>.&nbsp;Companies have profited for years off of job candidates &amp; employees being scared to talk about pay and negotiate. Even though those same employers expect people to negotiate salary in a job offer, they often quote the lower end of the salary range in their budget knowing most candidates won’t try and ask for more.

<a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">Pay discrimination</a> and wage gaps can often be linked to the way different demographics approach negotiating salary. For instance, 42% of women say they don’t feel comfortable asking for higher pay vs. only 33% of men, according to a recent survey done by <a href="https://www.pewresearch.org/short-reads/2023/04/05/when-negotiating-starting-salaries-most-us-women-and-men-dont-ask-for-higher-pay/">Pew Research Center</a>. However, when looking at <a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation">gender and negotiation</a>, it's also been shown that women tend to negotiate just as much as men do.It’s important to note that the responsibility of closing the pay gap and paying workers fairly is not on the worker. That falls on companies – something that the <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">salary transparency movement</a> is nudging them to do.Regardless of who has more power in addressing these disparities, learning to negotiate salary is an invaluable skill to have. There are people out there who land some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">highest-paying jobs without a college degree</a> (including some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">highest-paying trade jobs</a>). One way they got there is by negotiating.

&nbsp;Key points:<ul><li>Negotiations are partnerships, not a fight that you have to win. Focus on ways you can meet in the middle to come to an agreement.</li><li>Over 70% of employers are willing to negotiate salary.</li><li>Researching your market rate and building a “brag sheet” can help build confidence when walking into negotiations.</li><li>There are pay transparency laws in each state that may affect your salary discussions.</li><li>You don’t have to accept a job offer right away. Ask for some time to review the offer so you can appropriately respond.</li><li>Search publicly shared salaries in your field on our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>.</li></ul>

<h2>How to Prepare to Negotiate a Salary Offer</h2>The worst way to walk into a salary negotiation is being unprepared. Not all negotiations are cut and dry. It isn’t as simple as just asking for more money. You’ll need to show evidence and data to back up your request and show your value, as well as be able to communicate effectively why you should be compensated as such.&nbsp;Forget <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-myths">negotiation myths</a> that play in the back of your mind. They’re self-sabotaging anyway. 73% of employers are actually willing to negotiate salary with you during the initial job offer, according to research by <a href="https://resources.careerbuilder.com/news-research/73-of-employers-would-negotiate-salary-55-of-workers-don-t-ask#:~:text=According%20to%20new%20CareerBuilder%20research,when%20offered%20a%20new%20position.">CareerBuilder</a>. Don’t be fooled – they’re prepared for when you ask for more and it’s their job to try to come to an agreement.Being prepared for salary negotiations not only increases your chances of having your requests fulfilled, but it also boosts confidence so you can continue to advocate for yourself throughout your career.Here are a few steps you can take to prepare.<h2>1. Review Job Descriptions</h2>It’s best to start with reviewing different job descriptions of the positions you’re applying for, in addition to your current job. Understand the roles, responsibilities, and required qualifications to gauge the level of expertise and experience expected by employers.

<h2>2. Research Your Market Rate</h2>Determining your market rate involves researching how much you should be making according to your job title, unique skills, years of experience, location, education, and other relevant professional factors.&nbsp;Other elements to take into consideration are:<ul><li>What is the level of the position you’re applying for?</li><li>Are there any preferables that are listed in the job description that make you a more unique candidate?</li><li>Are there any on-call duties listed? Remember: you don’t work extra hours for free.</li><li>Is the role a hybrid role of several different duties that isn’t normally included in that type of position and because of it, the role is more demanding?</li></ul>

Did you negotiate your salary? New York City, NY📍Salary Transparent Street™️

<h2>Tools to Use</h2>Using tools like our <a href="https://link.mail.beehiiv.com/ls/click?upn=zv0OIymeN4PLIGdIdZnih3jFGmiW-2FGSoxGGMGlser-2BwOguwBMTEgQJsY4qhH3rAAPOe2EDDI00UIy4ZEFawHABGe497xisoasZBHn5AtyhCIEK4-2Bddj3wOvg-2F16F7gbxhODfEdzWqqbwNdN7v7k8k1bj40e4E0fPXKKrIyryk3K8EoiBmFtN-2Fdy-2FV-2FrKejf3j45vCaxaI7ve0nvhRHVB11JGdFIa49aT7MScN5eU1dBeuEU5ox2tDx-2BpybJHW9oQDGXBZxpcY9zxgN2ZNBQ8iNvMW3h4MizQT-2BjBgPiefF9dD9LKrkH2tInX-2BTIx0SUSUNtAsRV5e0BHUDDAnFg-2FwDL4ymaFAiZLuh1bebye6X9gv53JUjfiK-2FG5KsvzvDU2h-2BxByzFaL1Gv9L6uVmo-2BNvRxG2-2FXSeY-2FS07LIEyTNj2J-2B96yaE2IxrTZvlSb10lC4Su80C2fFc3JE7ilaPSxK62Hvtn1Xh9hfwET7GPlB46aZW8DFkNP7ntMbSkc5a-2Bb8M3KRQGej9Kgj9UY-2BjjNYO9JE8MPshT20BYXhNqoecn3hdktrdgV8s7NvkdEb8t6Dgh72ii306aloofOY2nUJEfUxJ4-2FUThWsp-2FacWm74eD02GB75o8F24AAoj7lxMnx12HcnIaKO9kmZosvtvzeNY6OxPd4EGvU1J071feIQNo5XGb7bU2DtErElkOwMHjs-2Bfa2YRNTwrtohpUbnj9rAf-2BkpMKeEmtnRThVHZIwbLyaMz3okzZpfMvEZVB1ltuNGItqpV4ds-2FrAzRjmSGMjEJ9AROXnFmqr4E-2BS6Glo8vWCDt4ptqh87AIGbVkMne8rKmLBqlIvgJAqYlhPMBIP9VxOni2hNZo70xEcMRgUnYrz-2FHuv0S1rJ42-2B-2F3GhDQ-2Bx-2FSmXH-2FuYQSNO3bqEEcksTmAxJHBiQhmWhJc8YoWXkPs-3DHngR_e-2FZz2TLfiAVe-2FKyTwnKoPmSWDbgl6CfX1faZKhVNwddssNFki5EKYzS82J-2BO2Pyn-2BiPHMJYI2i8dWArze612NznX8V-2BEeqN2Jg6R5igUjFYgNx7sBYR0qc-2BHCeQFI1Z9pkY6BklfFnppiI1SZQhvllxP5JCKmMb6WcfLgwAbC1QSKrppXtVJUMQOqzs76zWOOHoyVe6aRAxRxg50czKwGJk-2BbLZq5fTpaoe0GKHrPwIUE1OLaR9jx9rLJwWUowy2x1k4NbgBrkhjQNoNF0WFN0s06-2F97H6RvYEv4FUth6Im09y2Ui8LtjQCuUnaaV2L3RFrltJ-2BmAu87sZTlENdrCqg7-2FrqlTvdk0bkcntcM8FbHVJjNI-2BSSZEKd-2F-2BNo-2BdcTaFftwpuquOW8ffBayNp6kmh-2Bn5uHH0Fax4pmvNyi4DXn3kGQpHtNdSYxiP03-2Fs8-2F">Market Research Guide</a> and <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> can give you a rough starting point of what your lowest and highest salary would be -a.k.a. your market salary range. Other tools to use include <a href="https://indeedhi.re/42dWSF9">Indeed</a>, <a href="https://www.payscale.com/research/US/Job">Payscale</a>, and <a href="https://www.salary.com/">Salary.com</a>. Then calculate the average and median of your data to get your expected salary rate.&nbsp;From there, you can then gain additional insights from your network. This is where the best research is going to come from – <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">talking about salary with coworkers</a> and other people you know. People like your friends, family, people in your network on Linkedin, past colleagues or bosses, or anyone you think will be comfortable with having that conversation. You’ll have to share with them why you’re asking and be prepared to share your salary as well.Other tools to gather salary data:<ul><li>Use our anonymous<a href="https://www.salarytransparentstreet.com/salary-database"> Salary Database</a> of 7,000+ individual recorded salaries.</li><li>Watch our <a href="https://link.mail.beehiiv.com/ls/click?upn=zv0OIymeN4PLIGdIdZnih3jFGmiW-2FGSoxGGMGlser-2BwOguwBMTEgQJsY4qhH3rAAy6A2RB2WanBYqhZ-2BWR6zhMWkx1-2FPeh6hHCywtXO5-2FZhIcWne8HcGCzQfLygNx-2FHUtSlRCOIYEkGLDvvO5gWQoHBofvrkJbCdHpMDJNpVI-2FjYuwtwKn52IksF-2F7j2oYgSint9TAjbwFs3ESjdvEaxaXs2qDLM9dqGcJehaB2yFSJ8DqKWn5iHEaXJz9rZTyC5S7DSs859-2FRfcGWWNPMvdP8fGEOHB-2FCDk4e4uAiA9E6CSKjGc7Il7F3INOOJnGpCPu8Ytl97tHafFAFOzX8D708Rb9B373C-2BmVqVxRhtuiHouU-2BZuZMKfzC1uRjk588pG-2FRqyXLj0iTUMKj2CnLtlqtOLX2tpov1fLeyqZX5olDjOdYw8kNdvVkgoP0HMri0Ia355U-2BvD79tlC6NnY7Nl8YwTvepG8E3BtLGxJc77L3n4kFECnQxmoCfz4mOhWXLqKTbQhuUSuUxvBExitRqkzNPANQ4TlZEzLL8xV6iHN-2FRbLQR2YRYrsZqur-2BGtZSkJ5IA02XHg-2Fnpzlt7OYfCG-2Fd5Ft8YO0kg4KwKFSFx5BtXi1OEznsIpV0psyUI4JWU2i5Y6tAeR4-2FvGX2uKT2uNR0-2FausMTUE2dJPRFasQDFpzfSnO7WByDuLf-2FaEeubgklSqccPY-2BOslaKaqnCzempR5D14iqL3ktMbDelxgYqRN-2FMlf49JJff7oiNkUI8yM2FIrSwu7i7g4qT9zD-2FLjwaiO5iZSCJH0NKT8zYiU1eBWZHk07Ux7n-2FxhcxO6OQtYuYHBu2hJdWYHWOnwrnLeW-2FWRtxmQ-2Bc9CMGwjbdctBMz1Fdb4ub9hSVGgk-2FN-2FY6Upc2w4F0EVWb-2BRm1m0UAj85rtcwZxv-2FU8VndAafW2ATbBeo-3Dmrdb_e-2FZz2TLfiAVe-2FKyTwnKoPmSWDbgl6CfX1faZKhVNwddssNFki5EKYzS82J-2BO2Pyn-2BiPHMJYI2i8dWArze612NznX8V-2BEeqN2Jg6R5igUjFYgNx7sBYR0qc-2BHCeQFI1Z9pkY6BklfFnppiI1SZQhvllxP5JCKmMb6WcfLgwAbC1QSKrppXtVJUMQOqzs76zWOOHoyVe6aRAxRxg50czKwGJk-2BbLZq5fTpaoe0GKHrPwIUE1OLaR9jx9rLJwWUowy2x1k4NbgBrkhjQNoNF0WFN0s06-2F97H6RvYEv4FUth6IkFjJ4H48iiSEZ4XTnxSHQJq0lWTpMMW00aOvxnS93I6WuMJoonHKf4G5QjA4SXHfKSk-2BKYlUsRAuQrfHiPbrBF2xmoUL3Ejl0gpop0rwUwpaDcRk-2Fj4mCf-2B5DQAB6Ip40CXahht4nOcg8zEJvG8NGx">YouTube</a> for interviews with real people about what they do and how much they make.</li></ul>

<h2>3. Know Your Boundaries</h2>Once you get to know your expected salary a little better, you’ll be able to set better boundaries around your salary, benefits, and what is expected from you in your new role. Think about your absolute “musts” for you to be able to accept a job offer.Determine your absolute lowest salary you’re willing to accept and quote a salary range above that in the case that they negotiate it down. Then think about other things you need in order to thrive in your new role like remote work, health benefits, a 401(k), or anything else that you need included in your total compensation for you to accept that offer.

<h2>4. Practice, Practice, Practice</h2>Once you’ve gathered all the necessary data and you’re preparing to talk about salary with the recruiter or hiring manager, it’s time to practice. Talking about money and pay is awkward for everyone. Practicing those conversations and what you’re going to say will help make them a little easier.Building a “brag sheet” of all your accomplishments can also help give you more confidence in these discussions. This is basically a spreadsheet or document where you brain dump everything you’ve ever done or accomplished in your career. Then pick a few that you can apply directly to the role to show your unique value and why you should be paid appropriately.&nbsp;

<h2>How to Negotiate Salary: The Nitty Gritty</h2>The salary negotiation process can start at any stage, whether that’s with the salary range posted in the job description, in the introductory interview, or upon receiving a job offer.<h2>When is it appropriate to bring up salary expectations?</h2>If the job posting doesn’t list a salary range, bring up salary expectations as soon as you can.&nbsp;An appropriate time to do this could be towards the end of an introductory interview when the recruiter or hiring manager asks you if you have any questions. You can simply respond with “What is the salary range for this position?” This is so your time isn’t wasted on several stages of interviews only to find out that the salary is half of what your market salary is.

<h2>Compensation Isn’t Only Salary</h2>The total compensation package is more than just your salary. Total compensation includes your salary, bonus, and anything that falls under employee benefits like health insurance, retirement plan matching, and education stipends.When talking about salary expectations with the recruiter or hiring manager, you can also ask what benefits they offer. Usually companies list their benefits on the careers section of their website or in the actual job postings themselves, but some don’t. When you ask about benefits, you can even ask for their benefit packet and they’ll most likely be fine with sending that to you. This way, you'll also be prepared to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate your benefits</a> along with your salary.<h2>Know Your Rights</h2>Look up your location on the <a href="https://my.visme.co/view/8roxdkrq-pay-transparency-law-map">Salary Transparent Street Interactive Map</a> to see if your state, city, or county has any <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that protect you in negotiations. For instance, if you’re in the state of Washington and a hiring manager asks you in an interview what you made at your last job, you don’t have to answer that question. That question is actually illegal in Washington, as well as 20 other states.However, if they ask you to provide your expected salary, you can provide them a range.

Did you negotiate your salary? New York City, NY📍#salarytransparentstreet

<h2>Negotiating Salary In The Job Offer Stage</h2>Alright, you’re on the home stretch to the finish line of your job search and receive a job offer. Congratulations! But you don’t have to accept an offer on the spot. Whether they present the job offer to you over the phone or over email, ask if you can have 24 - 48 hours to review the offer. If you can do this in an email, that’s most ideal.Once you’re ready to accept or want to negotiate for more in the job offer, use this format in your response:<ol><li>Thank them for the offer</li><li>Let them know how excited you are to accept the position</li><li>Share that the only concerns you have is with the proposed salary</li></ol>Then you can say something along the lines of: "Based on the market rate for the role, my expected salary based on my location, skills, education, and years of experience is $X." Emphasize your value, skills, &amp; expertise that best match the company’s goals, and use your research and brag sheet to back it up.

<h2>Frequently Asked Questions</h2><h2>How much should I ask for?</h2>It depends on your market rate, which is how much you should be paid for the work you do. This rate is determined using your job title, relevant education and skills, location, and any other relevant professional factors. Use our <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Free Market Research Guide</a> to help find your market salary range to use in negotiations.&nbsp;<h2>What are negotiation mistakes I should avoid?</h2>There are 3 mistakes that should be avoided at all costs; not being prepared, not doing your research, and not being clear.<h2>Final Thoughts</h2>Negotiating and advocating for yourself as much as you can may help you <a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation">get paid more</a>, but it won’t protect you from employers saying no or passing on you as a candidate. When an employer can’t budge on salary, consider negotiating for other things like remote work, more paid time off, or other benefits that are important to you.&nbsp;Employers can also pass on candidates because they’re going for the cheapest talent possible. In that case, you probably don’t want that job anyway.Stand firm, hold your ground, and keep going. We’re rooting for you!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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How to Negotiate Salary in a Job Offer

Salary negotiation can be challenging.&nbsp;For many professionals, the mere thought of entering into a salary negotiation can be daunting. According to a <a href="https://www.pewresearch.org/short-reads/2023/04/05/when-negotiating-starting-salaries-most-us-women-and-men-dont-ask-for-higher-pay/">Pew Research Center survey</a>, 60% of people did not negotiate their salary.&nbsp;The fear of sounding too aggressive or the uncertainty of knowing what to say often leads individuals to settle for less than they deserve. Women especially feel this when faced with negotiating and the risk of being seen as “too difficult” to work with due to bias.Even with the rise of <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> across the US where employers are now required to disclose salary ranges for job listings in some states, it’s still important to negotiate your salary and advocate for yourself. Failing to negotiate could cost you millions over your lifetime.In the heat of interviewing and discussing salary with the recruiter or hiring manager, I’ve found having a few scripts ready to go helps to stay confident in those talks.

&nbsp;Key points:<ul><li>Salary negotiation scripts can serve as guides, empowering you with the confidence to navigate the negotiation process effectively.&nbsp;</li><li>Compensation is more than just your salary. It includes your benefits too, which should be accounted for when negotiating.</li><li>Negotiating salary over the phone can be overwhelming for some folks. In this case, negotiating salary over email might work best.</li></ul>

<h2>Should I negotiate by phone or email?</h2>Usually, job offers are presented over a phone call, in person, or during a video call. This is a tactic hiring managers use to create a sense of urgency that you need to accept the offer on the spot.&nbsp;Don’t fall for it.&nbsp;A good rule of thumb when receiving any job offer is to get the official offer in writing and to take at least 24 to 48 hours to review it. Be sure to communicate that timing with the hiring manager too. Next, what do you say?

<h2>Negotiating Salary Over The Phone</h2><a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">Negotiating a salary offer</a> over the phone can be tricky, especially if you don’t know your market rate. Never go into negotiations without a target number (or range) in mind. Our <a href="https://link.mail.beehiiv.com/ls/click?upn=zv0OIymeN4PLIGdIdZnih3jFGmiW-2FGSoxGGMGlser-2BwOguwBMTEgQJsY4qhH3rAAPOe2EDDI00UIy4ZEFawHABGe497xisoasZBHn5AtyhCIEK4-2Bddj3wOvg-2F16F7gbxhODfEdzWqqbwNdN7v7k8k1bj40e4E0fPXKKrIyryk3K8EoiBmFtN-2Fdy-2FV-2FrKejf3j45vCaxaI7ve0nvhRHVB11JGdFIa49aT7MScN5eU1dBeuEU5ox2tDx-2BpybJHW9oQDGXBZxpcY9zxgN2ZNBQ8iNvMW3h4MizQT-2BjBgPiefF9dD9LKrkH2tInX-2BTIx0SUSUNtAsRV5e0BHUDDAnFg-2FwDL4ymaFAiZLuh1bebye6X9gv53JUjfiK-2FG5KsvzvDU2h-2BxByzFaL1Gv9L6uVmo-2BNvRxG2-2FXSeY-2FS07LIEyTNj2J-2B96yaE2IxrTZvlSb10lC4Su80C2fFc3JE7ilaPSxK62Hvtn1Xh9hfwET7GPlB46aZW8DFkNP7ntMbSkc5a-2Bb8M3KRQGej9Kgj9UY-2BjjNYO9JE8MPshT20BYXhNqoecn3hdktrdgV8s7NvkdEb8t6Dgh72ii306aloofOY2nUJEfUxJ4-2FUThWsp-2FacWm74eD02GB75o8F24AAoj7lxMnx12HcnIaKO9kmZosvtvzeNY6OxPd4EGvU1J071feIQNo5XGb7bU2DtErElkOwMHjs-2Bfa2YRNTwrtohpUbnj9rAf-2BkpMKeEmtnRThVHZIwbLyaMz3okzZpfMvEZVB1ltuNGItqpV4ds-2FrAzRjmSGMjEJ9AROXnFmqr4E-2BS6Glo8vWCDt4ptqh87AIGbVkMne8rKmLBqlIvgJAqYlhPMBIP9VxOni2hNZo70xEcMRgUnYrz-2FHuv0S1rJ42-2B-2F3GhDQ-2Bx-2FSmXH-2FuYQSNO3bqEEcksTmAxJHBiQhmWhJc8YoWXkPs-3DHngR_e-2FZz2TLfiAVe-2FKyTwnKoPmSWDbgl6CfX1faZKhVNwddssNFki5EKYzS82J-2BO2Pyn-2BiPHMJYI2i8dWArze612NznX8V-2BEeqN2Jg6R5igUjFYgNx7sBYR0qc-2BHCeQFI1Z9pkY6BklfFnppiI1SZQhvllxP5JCKmMb6WcfLgwAbC1QSKrppXtVJUMQOqzs76zWOOHoyVe6aRAxRxg50czKwGJk-2BbLZq5fTpaoe0GKHrPwIUE1OLaR9jx9rLJwWUowy2x1k4NbgBrkhjQNoNF0WFN0s06-2F97H6RvYEv4FUth6Im09y2Ui8LtjQCuUnaaV2L3RFrltJ-2BmAu87sZTlENdrCqg7-2FrqlTvdk0bkcntcM8FbHVJjNI-2BSSZEKd-2F-2BNo-2BdcTaFftwpuquOW8ffBayNp6kmh-2Bn5uHH0Fax4pmvNyi4DXn3kGQpHtNdSYxiP03-2Fs8-2F">Market Research Guide</a> can help you with that.Even if you know your market rate, wait to negotiate until you have the offer in writing. You aren’t only negotiating your salary during a job offer, but you're also <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiating benefits</a> like health benefits, sign-on bonus, stock options, vacation time, start date, remote work benefits, etc. These discussions can quickly get in the weeds and are easier to emotionally manage over email.Use the following script for when you receive a job offer over the phone to redirect the offer to your email:“This is great news! Thank you so much for the offer! It was great to meet you and I’m so excited to join the team. Before I can accept, can you please email me the complete offer and compensation package with both the salary and benefit information?” &nbsp;

Jimmy fallon gif of his saying this could've been an email

<h2>Salary Negotiation Email</h2>After you receive the written offer over email, it’s time to start negotiating! You can either review the offer over email and set up a call to discuss. Or, if you get nervous easily on phone calls like that and have a tendency to not advocate for yourself as much in a live interaction, you can reply and start your negotiation over email.Start off by thanking them again and showing your excitement. Depending on what you’re negotiating for, whether it’s a higher salary or better benefits, your reply would look something like this:“Dear [hiring manager’s name],Thank you again so much for the offer and sending all of this over! I am really excited to work with the team but there are a few things I want to discuss before accepting the offer. The salary is much lower than my market rate and salary expectations. Based on my understanding of the role, my experience, skills, and the results I’ve been able to drive in my professional career, I am looking for a salary of between [$X and $X]. What can we do to come to an agreement?I look forward to hearing from you to discuss further,[your name]”You might tweak your reply using any of the salary negotiation scripts below.If they ask you to jump on a call to discuss, keep your points in view during the phone call to stay on track, reinforce your experience, skills, results, and hold your ground. You got this!

<h2>Salary Negotiation Script Structure</h2>A salary negotiation isn’t meant to be a battle, even though they can feel that way sometimes. Instead, they’re a partnership.&nbsp;You aren’t fighting the hiring manager. You’re working with them to come to an agreement that works for the both of you. Keep this in mind when replying to job offers and using any salary negotiation scripts, especially your tone while handling them.The general structure that most salary negotiation scripts use follows a flow.<ol><li>Start with expressing your excitement and thanking the hiring manager or Human Resources associate that made the offer.</li><li>Share something positive about the interview process like how great it was to meet them and the team, and how excited you are to get started.</li><li>State that there are a few things you’d like to discuss and would like to see the entire compensation package with salary and benefits included before accepting the offer.</li><li>Take some time to carefully review the compensation package.</li><li>Counter-offer with your expected salary or range and any additional benefits you’d like to negotiate for.</li><li>End with a positive sign off.</li></ol><h2>11 Example Salary Negotiation Scripts</h2>Add the following scripts to your tool box when going into job interviews and negotiations.

Gif of laverne cox saying stick to the script

<h2>When Bringing Up Salary in The Introductory Interview</h2>If the job listing didn’t include what the pay was for the job, you can ask the recruiter about salary in the introductory interview. Disclosure of pay range is actually required in several states such as Washington, California, and Pennsylvania. View our full <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">map of pay transparency laws</a> across the U.S. to check what’s required in your state.Even if your state doesn’t require that the employer disclose the pay range, you have every right to ask what the pay is for the job you’re interviewing for. The sooner you ask, the better so you aren’t wasting hours of interviews to get the bad news that they don’t have the budget to pay you fairly.The best way is to ask when they prompt with a <a href="https://www.salarytransparentstreet.com/resource-hub/job-interview-questions-and-answers">job interview question</a> like, “Do you have any questions?”. Then respond with something along the lines of “What is the budgeted salary range for this position?”.&nbsp;If they respond with a budget that is too low, use this script:“That’s not within my market rate/the competitive rate for me and my peers. Is your budget flexible?”

<h2>When Asked What Your Salary Expectations Are</h2>If the hiring manager or recruiter asks you what your salary requirements are, use this script:“I’ve done the market research and I have an expected range in mind, but it’s a bit too early in the interview process for me to gauge the full scope of this position. Would you mind please sharing the budget for this role with me?”This exact script helped Salary Transparent Street founder,<a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street"> Hannah Williams</a>, get a $25,000 raise from $90,000 to $115,000!

michael scott gif of him saying i am declining to speak first

<h2>When The Salary Offer is Too Low</h2>When the salary offer is lower than expected, reply with this script:“Thank you. This is wonderful news! I enjoyed meeting you and the team, and am beyond excited to work together. Before accepting the offer, I’d like to discuss the salary as it’s much lower than my competitive market rate. Based on my skills and experience, I’d be eager to accept a salary of [$X] for this position and [insert any benefits you’d like to negotiate for].”

giff of someone saying you're not going to insult me with a low ball offer

<h2>When The Written Offer is Lower Than The Verbal Offer</h2>When the written offer doesn’t match the verbal offer, this script will come in handy:“Thank you so much for sending over the written offer and full compensation package! However, I noticed that the salary on the written offer is lower than the verbal offer we discussed on our call, and lower than my market rate. Considering my skills, experience, results, and market salary for this position, I’d be eager to accept a salary of [$X] for this position and [insert any benefits you’d like to negotiate for].”

Brooklyn 99 gif saying uncool, uncool, uncool

<h2>When Providing a Desired Salary Prematurely That Was Too Low</h2>If you’ve disclosed your salary requirements too early in the process and find that your salary needs to increase to match the full scope of the position, use this script:“Thank you for considering my initial desired salary, I genuinely appreciate it. However, as we have progressed further in the interview process and I’ve learned the full scope of the position, I see additional requirements that were not explicitly stated in the job posting (give an example or 2). Considering these changes, I would feel most comfortable accepting a salary between [$X and $X].”

<h2>When Leveraging Job Offers From Other Companies</h2>If you get multiple offers that coincide with each other, leverage those in negotiations with this script:&nbsp;“Thank you. This is great news! I loved meeting the team and am excited to get started on the projects we discussed. Before accepting an offer, I’d like to discuss the salary as it’s much lower than my market rate. I was recently offered a position with another company (indicating if it’s a competitor or not), and am considering my options. Based on their offer, my skills, experience, results, and market salary for this position, I’d be eager to accept a salary of [$X] for this position and [insert any benefits you’d like to negotiate for]. I believe my experience in [x,y,z] can add significant value to the team.”

Gif of alexis from schitt's creek flipping her hair

<h2>How to Counter So They Don’t Rescind Their Offer</h2>Rarely a company might rescind an offer while negotiating. Employers expect people to negotiate and don’t rescind offers just because the potential employee tried to negotiate.&nbsp;However, they might withdraw their offer if the candidate asks for a salary that is unreasonable, has poor communication with the recruiter, or is rude and doesn’t work with the recruiter collaboratively to reach an agreement. There are also other factors that might be out of your control such as budget changes, restructuring the company where the position is no longer available, or going with an internal candidate.&nbsp;<h2>When They Can’t Budge on Salary</h2>

Nadja from what we do in the shadows saying this I know  how to handle

Let’s say you counteroffer and they are unable to budge on the salary. This is when you can try to negotiate for other things like remote work, more vacation time, or a sign-on bonus.Use this script template for negotiating for benefits:“Thank you for that information and I understand there isn’t room to budge on the salary. If the salary can’t be adjusted to accommodate my market rate, I’d be eager to accept the position for [$X] with the ability to work fully remote and an extra 5 days of vacation [or insert any benefits you’d like to negotiate for]. What can we do to make this work for the both of us?”<h2>When The Salary is Not Negotiable</h2>

Sometimes a company may have set compensation packages per level that are not negotiable. They will either tell you at the time of the offer or when you try to negotiate that the offer is non-negotiable since it’s already set in the budget.In this case, you’ll have to decide if you want to accept it or not, or move on.<h2>After Accepting an Offer but Changed Your Mind</h2>If you’ve already accepted the offer but have since changed your mind, don’t worry. It happens.This script will help get through that scenario, as long as you didn’t already sign the job offer:“Thank you so much for chatting with me today about the job offer! I know we recently came to an agreement of [$X] for the salary, however, since accepting the job offer I’ve had some time to dig deeper into the role and the full scope of the position. I am still interested in the position and would be ready to start with everything else we’ve agreed upon, but would like to negotiate the salary and would be eager to move forward with [$X] for the salary. Is this doable?”<h2>When Renegotiating Salary at Your Current Job</h2>

Michael and stanley from the office talking about how to get stanley to stay

When you’ve been at a job for a while but your pay isn’t matching the current role anymore, you have every right to <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">ask for a raise</a> and renegotiate your salary!This script is perfect for negotiating a higher salary and better suited agreement:&nbsp;“Thank you again for taking the time to meet with me today. I’ve been with the company for [X] years now and love the work I do, as well as the team I work with. However, in that time, the scope of the role has changed with additional responsibilities. I’ve been asked to take on responsibilities of a more senior position, in addition to my current position. Before I can fully commit to that, I would like to review my current compensation package and reach a figure that better suits these new responsibilities. Considering industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward.”If they can’t budge, ask for an increase in any of your benefits such as more paid time off, flexible working conditions, more parental leave, etc.<h2>Knowing When to Walk Away</h2>Never accept a job offer without negotiating. The worst thing they can say is no and if that happens, you always have the decision to walk away. You can find a <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a> elsewhere.Consider your “must-haves” to advocate for with every job offer you negotiate, so you know when it’s time to walk away. Need help determining your market rate so you know when to walk away? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ <a href="mailto:hello@salarytransparentstreet.com">hello@salarytransparentstreet.com</a>

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Salary Negotiation Scripts to Use

Salary discussions at the office rarely happen but they should. Money is the very thing that causes everyone to be there for work in the first place, but it’s the last thing anyone wants to bring up.&nbsp;

Let’s be real. We’ve been told for so long that it’s tacky to talk about how much we make because the more silence there is around what employees are making, the more a company can profit off of those who are underpaid.This taboo can bring up insecurities, contribute to <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-myths">salary negotiation myths</a>, and make conversations about pay difficult to start. Knowing how to approach the subject of salary with coworkers in a respectful manner is essential for having a productive conversation that helps everyone.Key points:<ul><li>There are policies in place against pay secrecy that protect employees when talking about pay.</li><li>When learning <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">how to negotiate salary</a>, discussing salary with your coworkers can help gather more compensation data.</li><li>The best salary discussions are mutually beneficial and lead with clear intentions.</li><li>There is a difference between your peers' salaries and your market rate. Be sure to research your market rate either before, during, or after these discussions.</li></ul>

&nbsp;<h2>Can you be fired for talking about pay?</h2>No, you can’t be fired for talking about your pay at work. There are <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> in place to combat pay secrecy and protect employees from retaliation when talking about pay. According to the <a href="https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages#:~:text=If%20you%20are%20an%20employee,policies%20against%20using%20their%20equipment">National Labor Relations Act</a>, “employees have the right to communicate with other employees at their workplace about their wages.”&nbsp;

Are You Allowed to Talk About Salary in Your Workplace? (Legal Rights)

It’s an important right that you should exercise as much as you can, as appropriately as you can.What you can’t do is talk about other people’s salaries if you found out. For example, if you find out what colleague A is making and you talk to colleague B, you can’t tell colleague B what colleague A is making. Even HR can’t have conversations with other people about other people’s salaries.You can only share what you make.&nbsp;

Person saying we're gonna keep this between us

When it gets legally tricky is if the company you work for has any clauses that restrict you from having salary discussions on company time or company property.&nbsp;If this is the case for you, invite your colleague out for coffee or lunch to start that discussion. When these conversations are in more relaxed environments outside of the office, they tend to be much more productive anyway.&nbsp;<h2>Icebreakers to Begin Salary Conversations at Work</h2>It’s awkward and intimidating to start conversations about salary at work. First, give yourself grace. These conversations certainly aren’t normalized and it’s natural for you to feel weird about them.The best way to frame it is to present what your situation is first. Maybe you want to <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">ask for a raise</a> or are simply curious to see if you’re being underpaid at your job.&nbsp;Start with something along the lines of, “After working at the company for X amount of time, I’ve been thinking about asking for a raise. After watching Salary Transparent Street, I’m wondering what is a fair number to ask for. What’s been your experience in your career with salary negotiation?”If you’re curious to see if you’re being underpaid, bring up the topic of something like employee reviews coming up or a new project or responsibility you’ve been given. These topics can be used to naturally steer the conversation into talking about pay.

Try to frame it in a way that isn’t directly asking them how much they make. Give them the opportunity to get the feel of the conversation and have it naturally evolve from there. Gauge how comfortable they are with it because it isn’t fair to force that conversation if they’re not ready.&nbsp;Something that tends to make starting these conversations easier is to first practice on friends and family.&nbsp;<h2>Do’s &amp; Don'ts of Discussing Salary With Coworkers</h2>Whenever you have these conversations, come from a place of respect and wanting to learn something that benefits you. Your intention behind wanting to start these conversations is an important element for how they’ll play out. There’s a difference between being nosy and wanting to have a productive conversation to learn something that can help with your career development.&nbsp;The conversation should also be mutually beneficial. If you’re wanting to ask someone about their compensation, are you willing to share yours in return?

Ilana broad city saying I respect you respecting me

<h2>What to Do With The Information</h2>If you find out you’re being underpaid from someone else’s salary, DO NOT storm into your manager’s office and point fingers.Legally (see above), you can’t tell them that your colleague is making [$X], which is higher than what you make, and then ask for a raise. You’ll need to present an argument for a pay increase competitive with the market rate of your peers based on your experience, skills, etc.Use what you’ve learned from your colleagues and then do your own research to find your market rate. Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Then, use a sample script from our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>. to ask for a raise, or learn how to negotiate a job offer if you need to start looking for another job).&nbsp;Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ <a href="mailto:hello@salarytransparentstreet.com">hello@salarytransparentstreet.com</a>

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2 people at a table with coffee and title text overlay that reads talking about salary at the office

How to Talk About Salary at the Office

When it comes to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a job offer</a> or <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a>, most of us tend to focus solely on salary. We forget that our benefits are another piece in our total compensation package and when we ignore this, we’re leaving a ton of money on the table. In fact, according to the <a href="https://www.bls.gov/news.release/ecec.nr0.htm">United States Bureau of Labor Statistics</a>, benefits make up approximately 29% of total compensation costs.&nbsp;No amount of pizza parties are going to make up for that.

Jimmy fallon gif saying that's a lot of money

Knowing which benefits are negotiable and how to approach the subject in negotiations will help you secure a compensation package that you’re happy with.Key points:<ul><li>Negotiate your entire compensation package, not just salary.</li><li>Negotiating doesn’t always mean getting paid more money. It could also mean gaining more work-life balance through your benefits package.</li><li>Some benefits are legally required based on the size of the company and type of role.</li><li>Don’t wait until the job offer phase to bring up benefits. Leverage introductory talks with recruiters and job interviews to ask about salary and benefit information.</li><li>If a company can’t budge on salary or a specific benefit, you can get creative with your counter by bringing up other benefits to negotiate for.</li></ul>

&nbsp;<h2>What else can you negotiate besides salary?</h2>There are 2 types of benefits a company offers to its employees: statutory benefits which are mandatory and voluntary benefits that an employer chooses to offer.&nbsp;Employers are legally required to cover benefits like Medicare and Social Security, unemployment insurance, workers’ compensation insurance, health coverage, and Family and Medical Leave Act (FMLA) protections. If they don’t provide these benefits under the federal and state requirements set for each, they could be penalized. For instance, under the Affordable Care Act, employers with 50 or more full-time employees are legally required to provide health insurance or pay penalty fees to the IRS.

Then there are other benefits that a company may include in their benefits package to show employees their commitment to them and increase their ability to retain good talent. These are voluntarily offered by the company depending on their values and are usually negotiable depending on the company and their flexibility to offer more or less of a specific benefit.Benefits you can typically negotiate include:<ul><li>Better health benefits</li><li>Work flexibility like remote work, work-from-home or work-from-anywhere days, flexible hours, a 4 day work week, etc.</li><li>A later start date</li><li>A sign-on bonus</li><li>Stock options</li><li>More paid or unpaid vacation time</li><li>More paid time off (PTO) days</li><li>A higher matching percentage for employer-sponsored retirement plans such as <a href="https://www.salarytransparentstreet.com/resource-hub/401k-rollovers">401(k)s</a></li><li>Volunteer days</li><li>Relocation assistance</li><li>Home office stipend</li><li>Company-paid phone plans</li><li>Transportation reimbursement</li><li>Performance incentives like bonuses</li><li>Tuition reimbursement</li><li>Learning or development stipends such as paid trainings, conference attendance, and other events</li><li>Professional memberships</li><li>More parental leave</li><li>Child care assistance</li><li>Family planning benefits</li><li>Sabbaticals</li><li>Wellness benefits like gym membership reimbursement and mental health resources</li><li>Guaranteed severance packages in the event of a <a href="https://www.salarytransparentstreet.com/resource-hub/what-to-do-when-you-get-laid-off">layoff</a></li></ul>

How do you feel about a 4-day work week? NYC📍#salarytransparentstreet

If you don’t know where to begin when negotiating benefits, ask yourself this question:What benefits would have the biggest impact on your life, health, well-being, and work-life balance?Negotiating for additional benefits isn’t only about increasing your overall compensation package but also about ensuring that you have the support you need to succeed in your role and maintain a healthy work-life balance. Knowing exactly what you want is going to make this process much easier.&nbsp;

gossip girl gif saying i know what i want and I'm gonna get it

<h2>When should you negotiate benefits?</h2>You probably don’t want to go through an entire job interview process only to find out in the job offer that they don’t offer health insurance, which is a pretty important benefit. It’s a good idea to research what benefits a company offers when applying to a job. In states like Washington, there are <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that require employers to post both the salary and benefits in the job posting. Whether they do or don’t have that information available, you’re allowed to ask them about it at any point in the interview process (it's a great question to use as an answer to the<a href="https://www.salarytransparentstreet.com/resource-hub/job-interview-questions-and-answers"> job interview question</a>, "Do you have any questions for us?")Similar to discussing salary expectations in the introductory interview, it’s best to ask about the benefits package upfront along with the salary range. Use this time to set expectations with the hiring manager about what you’re looking for in a total compensation package. You can even ask for any external documentation they can share that explains their benefit package.

When you receive the job offer, be prepared to ask for any additional benefits that aren’t in the benefit package. If you’re negotiating a higher salary, you can also ask for certain benefits you would like and/or ask for them when countering an offer from a company that can’t budge on salary.<h2>How to Negotiate Benefits in a Job Offer</h2>Remember that negotiations aren’t battles, they’re partnerships. You’re working with the hiring manager, not against them, to come to an agreement that works for the both of you. Avoid being short, cold, or too cut-throat in your communication with them.When receiving and <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a job offer</a>, a good rule of thumb is to use the 24-hour rule to review the offer, so you can respond with confidence, knowing exactly what you want and how you’re going to ask for it. If they didn’t share the full compensation package with the job offer, first ask for that. This should include both the salary and benefits. Then lead with excitement and gratitude before countering with a higher salary, more benefits, or both.Refer the script structure from our <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts </a>guide to put together a response along the lines of:“Thank you so much! I really enjoyed meeting with you, getting to know the team, and think this role is a perfect fit for me. Before accepting the offer, there are a few things I want to discuss. The salary is much lower than my market rate for this position. Based on the scope of the role, my experience, skills, and the results I’ve been able to drive in my professional career that I intend to bring to this position, I am interviewing for roles that offer a salary between [$X and $X] and [insert any benefits that are important to you]. What can we do to come to an agreement?”

If you’re only negotiating for additional benefits and are happy with the salary offer, use a script similar to this:“Thank you for this opportunity and I'm excited to work with the team! Before I accept the offer, I would like to discuss the compensation package and see if we can include a few additional benefits. My experience, skills, and value I’ve been able to demonstrate in my prior roles warrants a higher compensation package. I’d be eager to accept the offer with a $10,000 sign-on bonus, an additional 5 days of PTO, and flexible hours.”If you’ve tried to negotiate a higher salary and the company can’t budge due to budget constraints, and you really want the job, use a script like this for your counter:“Thank you for working through the details of the offer with me. I understand the company doesn’t have the budget to go higher on the salary. However, I’d be eager to accept the offer with [state the benefits you’d like to negotiate for] included in my contract.”Try to read the hiring manager to see if they are at their limit or not, and if you’re able to gently push for more.<h2>How to Negotiate Benefits When Asking for a Raise or During Employee Reviews</h2>Employee reviews and raise discussions have a slightly different context than negotiating during a job offer. You’ve already been at the company for quite some time and have hard evidence of the value your work brings. Lead with that!During employee reviews, use this script as a guide to draft out your own:“Thank you for meeting with me today. I’ve been with the company for [X] years now and love the work I do, as well as the team I work with. Together, we’ve completed a number of successful projects together that yielded results like [explain some results you’ve driven in your role]. However, in that time, the scope of the role has changed with several additional responsibilities. Before I can fully commit to those, I would like to review my compensation package and reach an agreement that better suits these new responsibilities. Considering the value I bring, in addition to industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward. I’m also interested in discussing more paid time off and a fully remote work arrangement.”

prince harry motioning a mic drop with the word Boom

<h2>Stand Your Ground</h2>You have every right, and the power, to negotiate for the benefits that matter most to you. After you state or send over your requests, leave it at that. Don’t add any fluff or passiveness that might show these are flexible and aren’t that much of a big deal to you. Embrace awkward silences and try not to cave under the pressure.&nbsp;Most importantly, once both sides come to an agreement, make sure that any negotiated benefits, perks, and salary are in writing as a part of your contract. If they’re not in your contract, they can change and take them away at any time.&nbsp;That wraps it up for this week. Until then, stay awesome, stay strong, and keep advocating for yourself! I’m Daniella, writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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How to Negotiate Benefits & Other Things Besides Salary

Thank you to our partner Capitalize for collaborating with us and allowing this resource to come to life.Jobs aren’t quite the same as they were in the 90s. People don’t spend a decade or more at the same job anymore. They experience more <a href="https://www.salarytransparentstreet.com/resource-hub/what-to-do-when-you-get-laid-off">layoffs</a> and switch employers more often. With frequent job changes, it’s not a surprise that people leave their 401(k)s behind, often forgetting about them completely.&nbsp;Forgotten 401(k)s actually grew to $1.65 trillion in assets during 2021 and 2022, <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">according to Capitalize</a> which is a free service that helps people claim and rollover their old retirement accounts.

Enter the job hopper. “Job hopping” is a buzzword created online to give name to a phenomenon of when employees spend less than a year at a job before quitting to move to the next one in hopes of <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a higher salary</a> and increasing their benefits, flexibility, and experience. It’s also what helped our founder, Hannah Williams, increase her own salary and eventually <a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street">start Salary Transparent Street</a>. Job hoppers are some of the most affected by forgotten 401(k) accounts and savings.When leaving a job after any amount of time, it’s your responsibility to decide what to do with your old 401(k). Unfortunately, these accounts don’t follow you from job-to-job and the longer you procrastinate dealing with them, the more you could lose out on those hard earned gains on investments, resulting in decreased retirement funds.&nbsp;Let’s dig deeper into how you can roll over your 401(k) after leaving a job and how to recover lost or forgotten 401(k) accounts.Key points:<ul><li>It’s most common to roll over your 401(k) to an IRA account after leaving a job.</li><li>Leaving your 401(k) with your employer could cost a ton in fees and you could lose out on significant gains.&nbsp;</li><li>401(k) rollovers are surprisingly easy and completely free, including lost and forgotten accounts.</li></ul><h2>What is a 401(k) Rollover?</h2>An employer-sponsored 401(k) is a common <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">work benefit</a> at many jobs that allows you to start contributing funds from your paycheck towards your retirement. Oftentimes the employer will match your contributions at a certain percentage, which is essentially free money invested into that account for you. Rolling over your 401(k) account after leaving a job is a process that makes sure you don’t lose this money.401(k) rollovers consist of transferring funds from an employer-sponsored retirement savings account to an individual account or new employer’s 401(k) plan. This financial strategy allows individuals to consolidate their retirement savings, providing greater control, less fees, investment flexibility, and potential for growth. You may actually be able to retire up to 4 years sooner just by reducing your 401(k) fees alone.&nbsp;

Rollovers are especially important for individuals who <a href="https://www.cnbc.com/2022/05/12/25-year-old-went-from-40k-to-115k-in-3-yearsher-negotiation-trick.html">change jobs frequently</a>, as they enable a seamless transition of retirement funds without incurring taxes or penalties, while also preserving a tax-advantaged status.<h2>401(k) Rollover Options and Rules</h2>When considering a 401(k) rollover, there are several options and rules to keep in mind. If you’re rolling over a traditional 401(k) account, you have the option to transfer those funds into another qualified retirement account, such as an Individual Retirement Account (IRA), a Roth Individual Retirement Account (Roth IRA) for rolling over Roth 401(k) accounts, or a new employer's 401(k) plan.&nbsp;Rollovers to a traditional IRA or a new employer's traditional 401(k) plan usually have no immediate tax consequences. The same goes for rolling over Roth 401(k) accounts into a Roth IRA. However, if you're moving funds from a traditional 401(k) to a Roth IRA or Roth 401(k), that is considered a Roth conversion and you'll need to pay income taxes on the converted amount.Generally, you have 60 days from the time you receive a distribution from your old 401(k) to complete the rollover if you do an indirect rollover. If you fail to do so, the distribution might be subject to taxes and penalties.

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The rules and options can vary, so it's essential to understand your specific circumstances and consult with professionals who can provide personalized advice based on your financial goals and needs. The professionals at <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize </a>are a great place to start (and it’s completely free).<h2>How to Roll Over Your 401(k)</h2>To start your 401(k) rollover using Capitalize, <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">select the “Get Started” button on the Capitalize website</a>. From there you’ll be asked to provide a few details about your old retirement account and where you’d like to roll it over.With Capitalize, you can successfully transfer your old retirement account into an IRA that you control, not your old employer. It’s usually most common to rollover your old 401(k) to an IRA instead of a new employer’s plan. IRAs generally come with more flexibility for investment options and less fees than employer-sponsored 401(k) plans.

capitalize screenshot to initiate 401k rollover

If you don’t have any details about your old account, there is an option to select in which Capitalize will find your account for you. This is honestly my favorite Capitalize feature and has helped me find and rollover 3 lost 401(k)s of mine.

Once you locate your old 401(k), choose an IRA that best fits your needs for your rollover. This can be an existing IRA that you have, or a completely new one. If you don’t know where to begin with finding where to open an IRA at, Capitalize will also give you a few of their own suggestions based on what’s most important to you.

After all of the information is submitted, Capitalize takes it from there. Their team will begin processing your rollover, including all paperwork and communicating with your retirement account provider(s). They also don’t miss a beat in making sure the status is promptly communicated back to you, with up-to-date widgets for each rollover that are updated in real-time on the Capitalize dashboard.

capitalize screenshot of old 401k rollover status

Once the process is complete, Capitalize will notify you for any additional action needed on your part and you’re done!

capitalize screenshot of a completed 401k rollover notification

<h2>How Job Hopping Might Actually Help You Save More for Retirement</h2>Job hopping seems like a term that would reflect workers in a negative light. But that’s far from the truth.In today’s context, the term could potentially open up hiring managers to negative bias towards candidates with less than 1 year at a job listed on their resume. Realistically, job hopping represents people standing up for what they deserve and taking action. Their employers would dump them in a second in the name of profits. So, why can’t we do what’s best for our own finances? One of the ways job hoppers do this is by taking advantage of 401(k) matching benefits at each job that helps them to save significantly more, especially when moving to a job that has a better match.Then on top of that, they save more money on fees from making sure they rollover their old 401(k)s to an IRA using <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize</a>, which could potentially help them retire even sooner!If you want to learn more about 401(k) rollovers and how to get started with your own today, check out <a href="https://www.hicapitalize.com/welcome/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize </a>and initiate your first rollover for free. With 1,000+ 5-star reviews on TrustPilot, you really can’t go wrong.

That’s it for this week! I hope you enjoyed this resource on a wealth building tool that often gets overlooked. Until next time, stay awesome, stay strong, and keep advocating for yourself! I’m Daniella, writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Need help negotiating? Our free <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac">Salary Negotiation Guide</a> has scripts and tips to get you a higher salary at your current (or new) job.&nbsp;&nbsp;Explore thousands of individually reported, contextual salaries across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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A Guide to 401(k) Rollovers

Your gender shouldn’t have anything to do with how much you get paid. It also shouldn’t have anything to do with how much you’re able to negotiate for. However, we unfortunately live in a world where discrimination happens and that discrimination can even lead to long-term financial impact.The <a href="https://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/#:~:text=The%20gender%20pay%20gap%20%E2%80%93%20the,every%20dollar%20earned%20by%20men.">gender pay gap</a> shows that women earn 82 cents for every dollar earned by men. Additionally, transgender women earn 60 cents, and transgender men and non-binary folks earn 70 cents for every dollar a cisgender man earns, according to the <a href="https://www.hrc.org/resources/the-wage-gap-among-lgbtq-workers-in-the-united-states">Human Rights Campaign</a>. These can lead to thousands and even millions of dollars less earned over the lifetime of their careers.&nbsp;

<a href="https://www.gsb.stanford.edu/faculty-research/faculty/margaret-neale">Margaret Neale</a>, a professor at Stanford, did an interesting analysis that shows that not negotiating is equivalent to working an additional 8 years. This shows that <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating salary</a> is absolutely important for not only your financial well-being, but also your professional success in your career trajectory.&nbsp;Negotiations themselves can’t solve <a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">pay discrimination</a>, the gender pay gap, and wealth gap in America - but they are still important. No matter your gender, you should have that skill in your back pocket ready to go at any time.&nbsp;This is why we spoke with Kathryn Valentine, the CEO of<a href="https://worthmorestrategies.com/"> Worthmore Strategies</a>, a consulting firm focused on advancing women in the workplace, to dig into negotiating regardless of your gender.&nbsp;

Key points:<ul><li>There are gender stereotypes that play into negotiations.</li><li>A collaborative mindset combined with effective language during negotiations can increase your chances of success.</li><li>It isn’t your fault that a company is discriminating against you in negotiations based on gender. It’s the company’s fault.</li></ul><h2>Is there a gender gap in salary negotiations?</h2>No, there is actually not a gap between which gender negotiates more. That happens to be a myth. But there is a gap between how different genders are treated in certain situations due to gender stereotypes.

Kathryn dug into research from <a href="https://www.cmu.edu/dietrich/sds/people/faculty/linda-babcock.html">Linda Babcock</a>, a professor at Carnegie Mellon, on the topic that sheds some light into the progress of negotiations over time. “Back in the early 2000s, men were negotiating about 7 times as often as women. The good news is there has been a lot of media attention and education on that in the past 20 years and recent research by Lee and Kray showed that men and women are negotiating at equal rates, but women are only successful half as often.”&nbsp;A big factor that holds people back from successful negotiations or <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a> is the fear of backlash. “New research by <a href="https://projects.iq.harvard.edu/hbowles/home">Hannah Riley Bowles</a>, a professor at Harvard, shows that the risk of backlash is highest in gender non-congruent negotiations, for example, when men negotiate flexibility or women negotiate pay.” Fears of backlash can even lead to workers thinking that they could possibly <a href="https://www.salarytransparentstreet.com/resource-hub/can-you-lose-a-job-offer-by-negotiating-salary">lose a job offer by negotiating salary</a>.Knowing how to get around those fears, manage risks, and find strategies that work the best for you is key for a successful negotiation.&nbsp;<h2>Strategies for a Successful Negotiation</h2>Thanks to <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> spreading across the country, several companies now list salary ranges on job postings. These numbers can help immensely to set expectations when talking about pay.Before diving into any negotiation, first determine what your market salary would be. Use our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-market-research-guide">Market Research Guide</a> to help with that.&nbsp;Once you have that number, determine the absolute lowest you’re willing to accept a job for and the highest you can go based on your market rate. This will help you determine an estimated salary range when negotiating.During any negotiation, it’s important to know what you can and can’t negotiate for. Things like salary, signing bonus, and commissions are all acceptable things to negotiate for. Benefits like flexibility, remote work, additional training, retirement savings and even vacation days are all <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiable benefits</a>.

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When thinking of what you want to negotiate for, Kathryn recommends asking yourself what it is you truly want, “Ask yourself: what can I ask for that will help me be more successful? Less stressed? Happier?”. Once you know exactly what it is you want, ask for these relationally.<h2>Examples of Effective Language</h2>Kathryn gives a great example <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation script</a> for some effective language to use when negotiating, “For example, ‘As you know, last year I delivered 10% over my annual target. I think I can hit 15% this year, but to fully focus. I recently came across this benchmarking study and was surprised to see the average in my role is 10% higher than my current pay, even though I’m a top performer. How can we close that gap?’”.

darryl office gif saying make it happen captain

Another strategy that Kathryn recommends is to approach negotiations with a collaborative mindset. “Instead of approaching a negotiation as me vs. you, go in with an ‘us vs. the problem’ mindset. The problem is anything that prevents you from delivering the highest impact at the lowest stress level. Those things are a problem for the employee and the employer.”“Approaching the negotiation as something we can solve together increases chances of success and reduces the risk of backlash. For example, in a job offer negotiation you could say something like, ‘Given my background, I can deliver in this role. However, I do have another offer for a 20% higher salary. I've really enjoyed getting to know you and this company and I want to be here. Can you help me close that gap so I can join your team and start contributing here?’”<h2>Things That Are Out of Your Control</h2>As we know with every negotiation, there are things out of your control and toxicity in company culture that you should be aware of. If something doesn’t feel right to you during any negotiation, know when to walk away.

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Kathryn shares what she would do in a situation where it isn’t a good fit. “We know that combative (or assertive) negotiations is a gender-stacked situation in which women are set up to fail because it triggers societal gender norms that result in backlash. So whenever I'm negotiating with someone who refuses to discuss these topics collaboratively, I get wary. Is this someone I really want to work with?”&nbsp;I echo what Kathryn said but would add that transgender and gender nonconforming folks may feel this backlash as well.<h2>It’s Not You, It’s Them.</h2>Negotiating salary is one of the most important skills you need in your career, regardless of your gender. It’s always in your best interest to do so and if a company ever makes you feel like your gender is the problem in those negotiations, it’s not you – it’s them. Know when to walk away.

<a href="https://hbr.org/search?term=kathryn%20valentine&amp;search_type=search-all">Kathryn Valentine</a> is the CEO&nbsp; of Worthmore Strategies, a consulting firm focused on advancing women in the workplace. She has spoken at Harvard, Wharton, and Darden business schools, and her work has been featured in  <a href="https://hbr.org/2022/10/3-negotiation-myths-still-harming-womens-careers">Harvard Business Review</a>, the <a href="https://f1v3ff69.r.us-east-1.awstrack.me/L0/https:%2F%2Fwww.wsj.com%2Farticles%2Fyou-found-out-your-co-worker-makes-more-can-you-ask-for-a-raise-11670128550/1/01000184ea35b281-a129ff62-f1ed-4c74-865a-29b6eb928748-000000/DY3R0_XjdmMGYZl4FF7KaSRzZzo=299">Wall Street Journal</a>, <a href="https://www.fastcompany.com/90683849/want-to-prevent-burnout-try-negotiating?partner=feedburner&amp;utm_source=feedburner&amp;utm_medium=feed&amp;utm_campaign=feedburner+fastcompany&amp;utm_content=feedburner">Fast Company</a>, <a href="https://www.forbes.com/sites/jenniferpalumbo/2021/12/29/how-women-can-negotiate-a-raise-and-advocate-for-their-careers/?sh=2f0b156e1e78">Forbes</a> and <a href="https://www.businessinsider.com/personal-finance/gender-pay-gap-2022-3">Business Insider</a>. You can download her free list of <a href="https://view.flodesk.com/pages/5fd8ba0b7f6569a396ccbbd2">75 Things Women Can Negotiate</a>.That wraps it up for this week. Until then, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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How to Get Paid More Regardless of Your Gender

It's perfectly normal to ask for a pay bump, especially if you've taken on more duties, gained more experience, or if your salary needs to be adjusted to match the market. But many don't know how to ask for a raise to begin with.According to a <a href="https://www.onepoll.us/the-average-american-employee-hasnt-received-a-raise-in-three-years/">survey by OnePoll</a>, the average American hasn’t received a raise in 3 years. Those who have, received an average of 3% yearly – which doesn’t even keep up with inflation.

Don’t let your fear of asking for a raise hold you back from earning more. It isn’t like you’re asking for a favor. Raises are how employers show recognition and make sure their employees are paid fairly as their responsibilities increase. They want to retain good talent and talent usually sticks around with a <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a>.Asking for a raise is similar to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a salary offer</a>. There are several things to consider and steps to follow. In this article, we’ll dig into how to ask for a raise, when to do it, and what to say.Key Points:<ul><li>It’s normal to ask for a raise. You won’t get fired for it.</li><li>Know when to ask for a raise and time it wisely. The best time tends to be before employee review cycles.</li><li>Be polite when asking for a raise. Negotiations aren’t fights, they’re discussions with compromises.&nbsp;</li><li>Do market research to know how much to ask for using our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a>.</li><li>Build a “brag sheet” of your responsibilities and accomplishments to back up your raise request.</li><li>Know what to say (and what to not say) when discussing a raise with your manager.</li><li>Draft a rough script of what to say during the meeting and practice it with another person.</li></ul>

&nbsp;<h2>1. Know when to ask for a raise.</h2>When you ask for a raise matters a lot. Timing is crucial, considering budget fluctuations, performance evaluations, and the company's raise schedule. If you're new, it's best to wait at least six months before bringing up a raise.

Before asking, think about the current financial health of the company and the best times of the year to ask. Employers usually hold annual or quarterly reviews with their employees, and if you have one approaching then your employer may already be preparing for a raise discussion.Employee reviews may have set raises the company gives out depending on if the employee gets “meets expectations” or “above expectations” such as 3%, 4%, 5%, and so on depending on your company’s budget. Know how to handle these discussions to negotiate a higher raise.&nbsp;For instance, if you receive a satisfactory review that only comes with a 3% raise, use your accomplishments and any recent increases of responsibility to push for more. If available, refer to the company's and team's business objectives for the year and show your manager a few ways you've met or exceeded expectations for those objectives.Another good time of the year to ask for a raise is the end of the fiscal year, which is a 12-month accounting period in which budgets are set, including salary adjustments such as raises. It may or may not align with the calendar year, so you will have to check what those dates are at your job.However, you don’t have to wait for employee reviews or a specific time of the year to ask for a raise. You should mention it frequently and check in on your goals to meet the expectations of a raise on a quarterly basis.<h2>2. How much of a raise should I ask for?</h2>When determining how much to ask for, consider your performance, achievements, and market value. It's often recommended to request a raise in the range of 5% to 15% of your current salary, but the specific amount will depend on your individual circumstances, your market rate, and the overall context of the request.&nbsp;If you don’t know your market rate, use our free<a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47"> Market Research Guide</a> to calculate what that is. This involves researching typical salary ranges for your position, level of experience, location, and other factors. Our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> can help you with that part. &nbsp;

Underpaid? Here’s how to find your market rate using pay transparency laws! #salarytransparentstreet

Other tools to use for salary research include Glassdoor and Payscale. Once you find your market rate, adjust for your experience, role, and responsibilities and be prepared to present that data as you negotiate your salary.You can also <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">discuss salary with coworkers</a> about their experience with negotiating raises at the company so you know what to expect. Thanks to <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> across the United States, this is totally legal and your employer can’t retaliate against you for doing so.<h2>3. How to Set Up The Meeting With Your Manager</h2>It's important to be polite and professional in your approach when setting up a meeting with your manager to discuss a potential raise. Start by sending an email to schedule the meeting, clearly stating the purpose and desired outcome.&nbsp;Express your appreciation for their time and offer flexibility in scheduling. Provide a brief overview of the topics you'd like to discuss, including your performance, achievements, and reasons for requesting a raise. Don’t forget to schedule the meeting at a time when your manager is likely to be available and when you can have a focused and uninterrupted conversation.<h2>4. How to Ask For a Raise via Email: Template &amp; Example</h2>See below for an email template to use for your raise request, along with an example email using a real-life scenario with the position title of Digital Marketing Analyst.

Email template:Subject: Request for Salary ReviewDear [Manager's Name],I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a [Position Title] at [Company Name]. I am proud of the work I’ve been able to contribute along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past [time period], I’ve had the opportunity to take on additional responsibilities and projects, such as [name 1 new responsibility] and [name 1 big project that you recently completed]. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Highlight specific achievements and projects you have successfully completed.</li><li>Additional Responsibilities: Describe any additional tasks or duties you have taken on since your last salary review.</li><li>Market Research: Provide data or references to support your claim that your current salary is below market standards for your role.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.&nbsp;Thank you for considering my request and I look forward to our meeting.Sincerely,[Your Name]

Real-Life Email Example:Subject: Request for Salary ReviewDear Linda,I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a Digital Marketing Analyst at ABC Company. I am proud of the work I’ve been able to contribute, along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past year, I’ve had the opportunity to take on additional responsibilities and projects, such as implementing a new social media advertising strategy and leading the development of our content marketing calendar. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Successfully increased website traffic by 30% through SEO optimization and content marketing initiatives.</li><li>Additional Responsibilities: Took on an additional role of managing our influencer marketing partnerships, resulting in a 25% increase in brand visibility and engagement.</li><li>Market Research: According to recent data from industry reports and job postings, the average salary for Digital Marketing Analysts with similar experience and qualifications is $80,000.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.Thank you for considering my request, and I look forward to our meeting.Sincerely,Stephanie<h2>5. Prepare for the meeting.</h2>

Before your meeting with your manager, refer to the accomplishments, additional responsibilities, and market research that you included in your email. Then, expand on any other accomplishments that weren’t mentioned.&nbsp;A great way to do this is to create a brag sheet that includes all your “wins”. It’s best to note these throughout the year on a spreadsheet or in your notes app on your phone. But if you haven’t been doing that, go through your old emails and past projects (and their results) to gather what you’ve done.&nbsp;It’s also helpful to look for emails with testimonials from colleagues and management praising you. Save any emails with praise to a specific folder in Outlook for easy retrieval.From there, think about what you’ll say in the meeting and how to say it.<h2>6. Draft a rough script and practice, practice, practice.</h2>Another way to prepare for the meeting with your manager is to create a conversational script of what you want to say and how you’ll say it.&nbsp;The script may go something like this:Employee: Thank you for taking the time to meet with me, [Manager's Name]. I appreciate the opportunity to discuss my performance and potential salary adjustments.Manager: Of course, [Your Name]. What specifically did you want to discuss regarding your performance and compensation?Employee: Over the past year, I've taken on additional responsibilities and projects, such as [mention specific examples]. I believe these contributions have positively impacted our team and the company's goals. Considering industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward.Manager: I see. Your contributions have definitely been valuable to the team. Let me look into the salary data you've provided and consider how it aligns with our budget and company policies.Employee: I understand and look forward to your response.Manager: Thank you for your understanding. Let me review the information you've provided and follow up with you soon.Employee: Thank you, [Manager's Name]. I appreciate your time and support.This conversation may differ depending on your unique situation and why you’re asking for a raise. To build confidence as you prepare, rehearse with another person to get acclimated to how the conversation may flow. Recording yourself to note your body language and speech patterns can also be a helpful way to prepare.For more scripts to use when negotiating salary, raises, and benefits, use our <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a>.<h2>7. Crush the meeting.</h2>

Come into the meeting with an open mind. You’ll have better luck negotiating if you’re clear and direct without being defensive. Negotiations aren’t fights, they’re discussions.Think of why your manager would want to give you a raise. How long have you been there? How have your responsibilities increased or changed since you were hired? When your job description changes, your pay should reflect that. All of these factors should be considered during this conversation.This is where you present your accomplishments and explain their business value. This is basically anything you’ve contributed that you can show how it positively affected the business (use that brag sheet!).&nbsp;For example, one of your accomplishments could be: “I’ve been leading several projects to correct website defects, which resulted in an increase in website traffic that eventually led to more product purchases. In these projects, I am taking on additional responsibilities that would normally be under a more senior position.” This shows how your contributions directly affected their profits&nbsp;<h2>8. What happens if the answer is “no”?</h2>The worst thing they can say is no. Right? But, what do you do when your request is rejected? If you don’t get the raise you hoped for, you might be able to compromise with your employer and <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate for additional benefits</a> like flexwork and more vacation time.If the answer is something along the lines of a “maybe”, be patient because it’s likely your manager has to revisit the team’s budget or get approval for your request.&nbsp;<h2>9. Send a follow up email after the meeting thanking your manager for their time.</h2>Your manager's time is probably limited and there are many things they might forget throughout the work day. Sending a followup email after the meeting that thanks them for their time and recaps key points will keep your request on the top of their mind.

Include your accomplishments in key points to make it easier for your manager if they have to get approval. Also link to your market research data that you referred to in the meeting.&nbsp; Managers love when their employees help make their job easier in ways like this.<h2>What Not to Say When Asking for a Pay Raise</h2>Now that we’ve covered all the things that you should say when asking for a raise, let’s cover what NOT to say.Avoid any of these statements if you want your raise request to be taken seriously:<ul><li>"I've been here longer than most people, so I should get a raise."</li><li>“I deserve a raise.”</li><li>"I heard [colleague's name] got a raise, so I should too."</li><li>"I'm struggling financially and need more money."</li><li>"I'll quit if I don't get a raise."</li><li>"I know the company is doing well financially, so why haven't I received a raise yet?"</li></ul><h2>Why You Should Always Negotiate</h2>Asking for a raise can sometimes mean the difference between a $85k and <a href="https://www.salarytransparentstreet.com/resource-hub/100k-salary-cities">$100k salary</a>. Imagine what you could do with that money!&nbsp;Negotiations are nothing to be scared of. These are standard procedures with employers, so make good use of them.

This is why <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">salary transparency is so important</a>. It gives you both the data and confidence to navigate negotiations, and get paid what you deserve.&nbsp;Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you to get a raise, let us know! Send us an email ➡️ <a href="mailto:hello@salarytransparentstreet.com">hello@salarytransparentstreet.com</a>For more Salary Transparent Street resources:<ul><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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How to Ask for a Raise (With Examples and Scripts)

The growing competition in the job market is pushing applicants to find any way they can to stand out. There may be hundreds of applicants for a single job, especially for <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">higher-paying jobs</a>.<a href="https://www.jobvite.com/blog/recruiting-funnel/">Jobvite</a>, a talent acquisition technology company, found from their customer data that only 8.4% of applicants are called for a job interview. Don’t let that number scare you though! They also found that of those who get called for an interview, 36.2% of them are selected to receive offers.How you prepare for that interview could make or break your chances of getting a job offer. This is why it’s important to research and practice some of the most common job interview questions and answers out there.

What’s your least favorite job interview question? Brooklyn, NY 📍#interviewquestions

Key Points:<ul><li>We’ve gathered these top questions from interviewing those in our community (like the video above), and job sites like Glassdoor and Indeed.</li><li>Not all job interview questions will be the same for everyone. What you’re asked in an interview depends on the role and interviewer.&nbsp;</li><li>These common job interview questions are a mix of what you might get asked from both HR and your hiring manager.</li><li>Most job interviews include general, behavioral, and situational questions.</li><li>The example answers provided are for guidance and should be modified to fit your situation.</li><li>No job interview answer is the absolute right answer. There are several different ways to answer any of these questions. What’s most important is how you convey your experience, expertise, and why you’re the best fit for the job.</li><li>You don’t need to memorize your answers word-for-word but instead practice them with someone to get used to how the conversation may flow.&nbsp;</li><li>It’s recommended to find your market salary range for the position before your interview, so you’re prepared for any salary-related questions.</li><li>Use our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> to get access to thousands of reported salaries and job data from our community.</li></ul>

&nbsp;<h2>Top 10 Most Common Job Interview Questions, Answers, &amp; Examples</h2>What’s the perfect way to land a job? A killer resume, a well-written cover letter if the job application requires it, and finally, a smooth job interview where the hiring manager falls in love with you (in a professional way).&nbsp;

If only you could read the mind of the interviewer, you would never have to fret over another job interview again. You can dream, can’t you? Well, while you’re dreaming, let’s kick your job interview preparation into high gear.&nbsp;The most common types of job interview questions are standard/traditional questions and behavioral questions. Other popular types are situational questions, competency-based questions, technical questions, and cultural-fit questions.Use this list of the most popular job interview questions and examples of possible answers to help prepare for your next interview.<h2>1. Can you tell me a bit about yourself?</h2>This is the #1 most common job interview question out there and many job interviews will start with this question. Think of your answer as “the hook” of a good story. 30% of interviewers will make up their minds about a candidate in the first 5 minutes of an interview, according to <a href="https://www.hirevue.com/blog/hiring/the-impact-of-first-impressions-on-hiring-a-data-science-perspective">HireVue</a>. When an interviewer asks you to tell them a little bit about yourself and your background, they don’t mean your entire life story. They want to hear your career story – with a good hook.

Start your story with the early days of your career and education, and add some personal notes from your background so you don’t sound like a job-wanting AI. Include how and why you wanted to pursue the specific career you have. From there, briefly talk about your work experience in ways that mirror what you would do in this job position, making you appear naturally as the best fit for the job.&nbsp;Don’t leave out any of the good details either. Mention your accomplishments and anything else that makes you the obvious choice for the job.Answer example: “Before I had 11 years of IT experience under my belt, I started playing with website development in high school. From there, I knew I wanted to do something in the technology field. After graduating with a bachelor’s degree in computer science, I started my career with an internship as a web engineer working for a small web development startup company. The expertise learned in these early years set me up for my next positions as a programmer and systems analyst working in both retail and government sectors, learning how to develop for and support custom enterprise systems. That early startup experience mixed with my corporate experience led me to working for a well-known financial technology company as a software engineer, and later was promoted to a lead reliability engineer. I love learning about new technologies and ways to challenge myself as I grow in my career, and make it a priority to invest time into continually building my skills to stay ahead of the curve.”<h2>2. Why are you looking for a new position?</h2>

Be careful with this question! Avoid responding with any sarcasm, such as, “because I need money,” or, “because I need a job”. Sure, the answer to this question is obvious. We all work jobs because we need money, but the interviewer is looking for a specific answer.&nbsp;They may be looking for red flags like if you were recently fired and why. Another possibility is they want to see how committed you are to your career growth. They want to see what motivates you and the respect you have for your current or past roles.Either way, keep it light. You don’t want to end up talking bad about your current or previous employer, nor bring negativity to the overall mood of the interview.Answer example: “I don’t believe I’m being challenged enough in my current role. Although I enjoy working for that company and with my <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">fellow coworkers</a>, I feel like I am getting stagnant in my career. I am looking for other opportunities to grow my expertise and start the next chapter in my career path.”If you’re looking for a new position because you were let go and don’t currently have a job, describe that in a brief way like the following examples show. You may have to tweak these to match your own situation.Answer example: “I was let go from my most recent role due to budget constraints and left on good terms.”Answer example: “I was <a href="https://www.salarytransparentstreet.com/resource-hub/what-to-do-when-you-get-laid-off">recently laid off </a>from my most recent position due to the company outsourcing my department. I stayed on to help with that transition and left on good terms.”<h2>3. What are your salary expectations?</h2>When asked what your salary expectations are for a job, there is more than one way to answer. It’s also your first step to negotiating your salary by setting those initial expectations. But you can’t set those expectations without knowing your own market salary range.It’s best if you can get the interviewer to provide their budget first but either way, you should have your market rate in your back pocket in case they push for it. This is where our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> and <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> come in handy. Use this guide and salary data to help you in your research and see what matches up with your own experience and skill set.&nbsp;

&nbsp;Answer example: “I have an expected range in mind based on my market rate, but it's too early in the interview process for me to gauge the full scope of this position. Would you mind sharing the budget for this role?” – The founder of Salary Transparent Street, Hannah Williams, got a $25,000 <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">raise</a> from using a <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation script</a> like this!If an interviewer asks for your current or last salary, there are <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> in 36 states that may get them in trouble.&nbsp;

You can deflect the answer respectfully. Or you can reframe your answer to express your market salary and expectations.&nbsp;Answer example: “Before we discuss salary, can you please tell me more about the role and what it fully entails?”

Highest Salaries We Interviewed In 2023 | Salary Transparent Street Compilation

<h2>4. What professional achievement are you most proud of?</h2>When an interviewer asks this, they don’t only want to know what the achievement was. They also want to know what you did, what the result was for the company, and why it’s the one you’re most proud of. If you don’t cover this in your initial answer, they will most likely follow up with those points.The STAR Interview method is perfect for answering behavioral questions like this. STAR stands for Situation, Task, Action, and Result and it’s a specific format to help fully convey your contributions.Answer example:Situation: "In my previous role as a marketing manager at ABC Company, we saw declining engagement with our email marketing campaigns, which was impacting our overall sales."Task: "I was tasked with updating our email marketing strategy to increase engagement and drive more sales. The goal was to achieve a 15% increase in open rates and a 10% increase in click-through rates within six months."Action: "I started by analyzing our current email campaigns to identify gaps and areas for improvement. I then segmented our email list based on customer behavior and preferences to ensure more personalized content and redesigned the email templates to be more visually appealing and mobile-friendly. I also implemented A/B testing for subject lines and call-to-action buttons to determine what resonated best with our audience. This was all while working closely with the content team to create relevant content that addressed the needs and interests of our subscribers."Result: "As a result, we saw a significant improvement in our email marketing performance. Our open rates increased by 20%, our click-through rates by 15%, and 20% increase in sales. This also strengthened our relationship with our customers by providing them with more relevant and engaging content."<h2>5. What are your strengths and weaknesses?</h2>

For this question, identify one or more of your strengths and weaknesses, and provide clear examples of each. Bonus points if you can provide examples that align with the required skills of the position.The weaknesses you want to mention should be realistic but don’t make you look bad. Don’t mention that you have trouble waking up on time, but do mention a subtle weakness like communication with an example of what you’ve done to improve that skill.Answer example:&nbsp;Strengths: "One of my key strengths is my strong troubleshooting skills and the ability to communicate effectively how to implement solutions based on that troubleshooting data. Communication is one of the most important skills in any role, for a lack of communication can be what deadlocks a project. For example, when I was faced with an enterprise-wide system outage, I had to troubleshoot the issue and find a solution quickly. I also had to communicate my progress in parallel to working on the problem itself, keeping all stakeholders in the loop so they can make sure there is a constant stream of communication also going out to clients. Because of this, the team was able to implement a solution that same day and there was no financial impact.&nbsp;Weaknesses: "An area of weakness I have is my tendency to be overly detail-oriented in my communication to higher-level stakeholders. Adding too much low-level information about an issue can cause misunderstandings and overly complicate things, which has happened to me many times during system outages. To address this, my communication includes simplified high-level detail that goes out to a high-level audience, while still keeping those detailed notes for the technical team and for record. This approach has helped to maintain a better understanding between cross-functional teams.”<h2>6. Can you describe a challenge you've faced at work and how you handled it?</h2>This is another behavioral question perfect for using the STAR method to answer. Describe what the situation was that posed a challenge, what your task and goal was, actions you took, and the end-result from those actions.Answer example:&nbsp;Situation: "In my previous role as a project manager at EFG Company, we were tasked with launching a new product line within a tight deadline of three months."Task: "My responsibility was to coordinate the efforts of the marketing, design, and production teams to ensure we met the launch date without compromising quality."Action: "I started by setting clear milestones and deadlines for each team and implemented weekly progress meetings to track our status. I also introduced a shared project management tool that improved asynchronous communication and collaboration among the team. When we faced delays from the design team, I set up brainstorming sessions to identify solutions and reallocated resources to maintain our timeline."Result: "As a result, we successfully launched the product line on time. The launch led to a 15% increase in quarterly sales and positive feedback from both customers and stakeholders."

<h2>7. Why do you want to work here?</h2>With this question the interviewer wants to see what you know about the company and how much research you did about the role. They also want to know your intentions for working there and if you’re someone that they can rely on to fulfill the requirements of the role.Answer example: “I’ve done a lot of research on the company and have used their software in many of my past jobs. Their values also align well with my own. I think that when you work for a company that you believe in and want to grow with, that adds to your job satisfaction and overall quality of life. When you’re in that type of alignment, your career path can evolve in some amazing ways. I also think this specific role perfectly matches up with my experience, expertise, and my future career goals.”<h2>8. Are there any other companies you’re interviewing with or considering?</h2>Companies want to gauge their applicants job search progress to help with their own hiring process. This is one of those questions that helps them see if there will be any competition for them when hiring you. If you have multiple companies you’re interviewing for or have offers from, feel free to say that you’re keeping your options open. And if you don’t, that’s okay to share too.

Answer example: "Yes, I’m currently exploring a few opportunities with other companies in the industry that align with my career goals and professional interests. However, I am particularly excited about this position with your company because of [specific reasons related to the company, such as its projects, culture, values, etc.].”If you don’t have any others you’re interviewing for, the following example will do.Answer example: “Not yet since I only recently started applying to a few roles. However, I am particularly excited about this position with your company because of [specific reasons related to the company, such as its projects, culture, values, etc.].”<h2>9. Why should we hire you?</h2>This question is similar to #7, “Why do you want to work here," but focuses more on you rather than what's appealing about the company or role. The interviewer wants to know what you can bring to the company if you were to be hired.Briefly explain how your contributions will add business value to the company. What results do you expect to yield and how will those help advance the company? Your answer will also come in handy when <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating salary</a>.Answer example: “My specific skill set and experience perfectly aligns with the requirements for this role. I’ve worked as an associate for 3 years, a manager for 4 years, and over the past 2 years I have served as a regional director. I’ve also worked in several different sectors, creating the perfect combination to be able to adapt to different situations and see solutions to problems that others may not. These sort of unique advantages could help the company grow in new ways as I do alongside it.”

<h2>10. Do you have any questions for us?</h2>This is the most fun question to answer! You get to interview the interviewer, find out more about the role that wasn’t discussed, ask about salary expectations if they weren’t discussed, and ask about other things to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate like benefits</a>.&nbsp;Make sure you have at least one or two questions ready to go for this section of the interview.

Answer examples:<ul><li>Can you tell me more about the day-to-day responsibilities of this job?</li><li>What are the most immediate projects that need to be addressed?</li><li>How do you measure success in this role?</li><li>What does a typical day look like for someone in this position?</li><li>Can you describe the team I would be working with?</li><li>How would you describe the company culture?</li><li>How does the company support professional development and career growth?</li><li>What opportunities for advancement are available within the company?</li><li>What is the salary range for the position?</li><li>What benefits does the company offer for this role?</li><li>What are the next steps in the interview process?</li><li>Is there any additional information I can provide to assist with the decision-making process?</li><li>Who should I follow up with if I have any further questions?</li></ul><h2>Bonus Interview Questions</h2>The above list of the most common interview questions and answers only scratches the surface. Some interviewers may ask entirely different questions from others, even within the same industry.There are a few additional key questions I’ve seen through years of interviewing for several different roles. These include both behavioral and situational questions.<ul><li>Walk me through the process of how you do X. (X could be anything like “writing an article," “fixing a code defect," “managing a project," etc)</li><li>Tell me about a time you had to deliver on multiple competing priorities. What did you do, and what were the results?</li><li>When do you try to push through and solve a problem on your own, and when do you involve others on your team?</li><li>Describe a situation when you disagreed with someone at work. What did you do, and what was the result?</li></ul>Don’t limit yourself to these questions and also think of a few technical questions they may ask you (especially if you're applying for <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">trade jobs</a>). A helpful way to think of other possible questions is to look at the job description. From there, you can determine if you need to prepare answers for any additional questions.<h2>Practice With a Partner</h2>You can prepare all the answers to possible job interview questions you want, but don’t get stuck in trying to memorize them all. It’ll be more helpful to practice your answers conversationally with someone else. This way, you won’t sound like a robot and your responses will be more sincere.

You can also use your practice partner as someone to talk about any fears you have. Maybe they can provide a perspective that will help you better navigate the interview.The more you practice, the better you’ll get and the less you’ll dread the day of your interview. Once that day comes around, it will feel more natural and your interview will go much better when you aren’t stuck in your head the whole time.&nbsp;You got this!! We believe in you.That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ hello@salarytransparentstreet.comFor more Salary Transparent Street resources:<ul><li>Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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