How to Negotiate Your Salary: Proven Scripts and Strategies
Most people never negotiate their salary. Over a 20–30 year career, that mistake can cost ₹50L–₹2Cr+.
Negotiation is uncomfortable, but it’s a skill. Here’s a simple framework.
Step 1: Research Your Market Value
Use:
- Glassdoor
- Levels.fyi (for tech)
- LinkedIn salary insights
- Local job listings in your domain
Look for title + location/remote:
“Software Engineer 2 Bangalore salary range”
Try to identify:
- Median salary
- Top 25% salary
- Your current pay vs this range
If you’re below median and performing well, you have a strong case.
Step 2: Document Your Impact
Your manager doesn’t remember everything you did.
Create a brag sheet:
- Features shipped, bugs fixed
- Revenue generated / cost saved
- Performance metrics improved
- Ownership / leadership shown
- Mentoring and extra responsibilities
Example bullets:
- “Improved page load by 40%, reducing bounce rate by 15%”
- “Automated X process, saving 20 hours/month for the team”
- “Led 3-person sub-team to deliver Y project before deadline”
This becomes your evidence.
Step 3: Choose Timing Strategically
Good times:
- Just after completing a major project
- During/just before performance review cycle
- After strong performance feedback
- When you’ve taken on significantly more responsibility
Bad times:
- Right after company layoffs
- When team/company is missing targets
- During crisis periods
You want the company in a neutral or positive mood.
Step 4: Ask for the Conversation
Send a simple mail/slack:
“Hey [Manager], could we schedule 20–30 minutes this week to discuss my role and compensation for the upcoming year?”
This signals seriousness without sounding aggressive.
Step 5: Use the Script
Opening
“Thanks for taking the time. I’ve really enjoyed [specific things about team/work]. Over the last [X] months I’ve [impact list]. Based on this and market data for similar roles, I’d like to discuss aligning my compensation.”
Then present your number.
“For someone in this role and level, with my contributions, a compensation in the range of ₹[target] seems appropriate. I’d like to move toward ₹[your number].”
Your number should be:
- Backed by market research
- Slightly above your minimum acceptable
- Reasonable (not 2x current)
Step 6: Handle Objections
Common responses and replies:
1. “We don’t have budget right now”
“I understand. Is there a realistic timeline when we could revisit this? What specific goals would I need to hit by [3–6 months] to justify that compensation?”
2. “You’re already paid competitively”
“Based on my research, similar roles at [companies] are in the ₹X–₹Y range. Given my contributions (A, B, C), I believe I’m closer to that level of impact. How do you see it?”
3. “We’ll see at appraisal”
“Got it. What range should I realistically expect if I continue performing at this level? It helps me plan.”
Step 7: Think Beyond Base Salary
If base can’t move much, negotiate:
- One-time bonus
- Stock/ESOPs
- Extra leave
- Training/conference budget
- Title upgrade (helps with future jumps)
- More flexible schedule/remote days
Sometimes title + experience = bigger future jumps, even if current raise is modest.
Step 8: Have a Plan B (External Offers)
The strongest leverage: a real external offer.
“I value my work here and would prefer to stay, but I have an offer from [company] at ₹[X]. If we can get closer to that, I’d be happy to continue growing here.”
Important:
- Don’t bluff; only say this if the offer is real.
- Be prepared to leave if they can’t match and you are underpaid.
Key Takeaway
- Research your market value
- Document your impact
- Ask at the right time
- Use calm, confident scripts
- Be flexible on structure (bonus, perks)
- Repeat every 12–18 months
Even a single 20% jump early in your career changes your entire wealth trajectory.
Source = https://unstory.app/career/salary-negotiation-scripts