Salary Negotiation: The Ultimate “How To” Guide

One of the most common questions candidates ask is: “How do I negotiate the best salary?” The good news is that salary negotiation is a skill — and a learnable one. Employers expect it. In fact, when handled well, negotiating can actually demonstrate confidence, commercial awareness, and leadership potential.

This guide walks you through how to prepare, what to say, the pitfalls to avoid, and the key questions to ask before signing any employment contract.

Don’t Sabotage Yourself Before You Begin

The biggest salary mistakes happen early — often before you ever reach the interview stage. When filling out online applications or speaking with recruiters:

• Avoid naming a figure early. Say: “I’d like to understand the role better before discussing salary.”
• Don’t reveal your current salary. Use: “Confidential due to employment contract.” It ends the conversation instantly and professionally.
• If forced to give a figure, state the lower end of your range and add a “+” (e.g. “£70k+”). It keeps the door open.

Recruiters Will Push You — Stay Neutral

Recruiters are friendly, but remember: they work for the employer, and earn 10–20% of your salary as commission. They want to lock in a number early.

Use phrases like:

• “What salary range has the employer indicated for this role?”
• “Before negotiating, I need to understand what the employer is prepared to offer.”
• “Have you placed candidates with this employer before? What range did they offer?”

Do Your Homework

Asking for too much can make you look unrealistic. Asking for too little can cost you thousands over your career.

Research salary benchmarks through Seek, Hays, Hudson, and similar industry reports. Then consider the entire package — not just the base salary:

• Bonuses and commissions
• Company vehicle or parking
• Professional development funding
• Remote working options
• Flexible hours
• Salary packaging

A “lower salary” with brilliant benefits can still be the better offer.

The Negotiation Begins After the Offer

You’ve made it through interviews. They like you. They want you. This is your moment of maximum leverage.

Do not name your figure first. Ever. Let them put the offer on the table.

When asked about expectations, use:

• “I have a range in mind, but I’d need to understand the full package. What range has been approved for this position?”
• “Market rates for similar roles appear to sit between X and Y — does that align with your range?”

And remember: Say “OK”, not “Yes”. “OK” acknowledges but does not agree.

Qualifying the Offer

Understand everything — not just the headline salary. Clarify:

• Base salary vs. superannuation/pension
• Bonus structure
• Commission rules
• Flexible work options
• Remote arrangements
• Leave policies
• Training and development opportunities

If the offer aligns with your expectations — brilliant. If not, move to strategic negotiation.

Golden Rules for Negotiating a Higher Salary

• The party in the biggest rush loses. Take your time.
• Nothing is final until it’s in writing.
• When giving a range, expect them to choose the lowest number.
• Understand organisational constraints — sometimes the “ceiling” truly is the ceiling.
• Never give ultimatums.
• Stay polite, upbeat, and calm.

Power Moves (Use with Confidence)

When the offer falls short:

• “That’s a little below my expectations. What is the highest end of the approved range?”
• “Based on my experience in X and achievements in Y, I believe I’m worth the upper end.”
• “If I don’t meet expectations before the end of probation, you’re free to end the agreement.”
• “I am considering offers in the range of X. Can you match or exceed that?”

No aggression — just confident, commercial positioning.

The Five Questions Every Candidate Must Ask

1. What Are the Actual Numbers?

“£100k” could mean:

• £100k base + superannuation
• £91k base + super
• £76k base + £15k bonus + super

The difference? Sometimes £300 a week. Always break it down.

2. What Are the Variable Components?

If your pay depends on performance, understand the rules.

Ask:

• “Are bonuses based on individual or company performance?”
• “What are the exact metrics?”
• “Is the bonus typically paid?”
• “Is there a sliding scale?”
• “Who else shares these targets?”

3. Can I Get It in Writing?

Miscommunication happens. People get overruled. Documentation prevents disputes.

4. Are There Other Benefits?

This is where huge value often hides.

• Salary packaging (can reduce tax significantly)
• Extra leave purchase
• Discounted products
• Paid professional development
• Equipment allowances
• Healthcare, transport, parking

Sometimes the best offer isn’t the highest base.

5. How Are Pay Increases Managed?

You’re negotiating not just your starting point — but your future trajectory.

If a business is rigid with pay rises, fight for the strongest starting salary possible. If they invest heavily in development, a lower entry point may still lead to fast progression.

Your Next Steps

Negotiating your salary is one of the highest-impact career skills you’ll ever learn. Even a modest increase today compounds over years of pay rises, superannuation, bonuses, and future negotiations.

Handled professionally, negotiation doesn’t make you difficult — it makes you strategic.

Want Professional Help Preparing for Negotiations?

At CV Writers Australia, we offer tailored career coaching, interview preparation, and application support designed to help you land the roles — and salaries — you deserve.

Get in touch for a free CV review and step into your next negotiation with confidence.