Before the Offer Arrives

Research market pay for the roleStart with the United States Bureau of Labor Statistics, which maintains a database of pay by occupation. Other job sites—like Salary.com, PayScale, Zippia, and Glassdoor—can also be helpful.
List your must-haves and nice-to-havesDo this early on in the process in case a job offer comes at you fast; you don't want to be caught off guard, so create scenarios of what the company may offer and write down all your must-haves.
Identify your unique valueThat distinction is your leverage—if you can clearly articulate it; your value may come from your skills, experience, or measurable results.
Decide your walk-away number in advanceKnow the minimum total package you'll accept before any conversation starts, so a live call can't pressure you into a number you'll regret.

Reviewing the Offer

Get the offer in writing before responding substantivelyA professional recruiter advises to say thanks for the offer but also ask for the offer in writing so you can look it over, and only get back to them with questions after receiving it.
Break down the full package, not just base salaryMake sure to review your executive salary offer package for a base salary, bonus structure, initial equity grant, sign-on bonus, and any additional benefits and perks.
Compare against total compensation, not headline numberTotal compensation is the full financial and lifestyle value of an offer, well beyond the number on the paycheck, including annual bonus targets, equity grants, sign-on bonuses, retirement contributions, health and wellness benefits, and paid time off.
Weigh a signing bonus if base salary can't move if base salary cant moveA company may launch a signing bonus negotiation to skirt internal salary equity practices, or to compensate a candidate for foregone income they'd lose by leaving their current employer.

Assume the offer is negotiable and just counterAsk if an offer is negotiable; just begin the negotiation — go ahead and make a counteroffer without asking permission.
Frame a specific anchor rather than a vague requestDavid Lax and James Sebenius recommend making a "non-offer offer," or a statement that could anchor the discussion in your favor without seeming extreme.
Tell the story behind every ask"Never let your proposal speak for itself—always tell the story that goes with it," advises Harvard Business School professor Deepak Malhotra; if you want to negotiate to work remotely one day a week, for example, explain why.
Signal genuine interest while you negotiate"Make it clear they can get you" — indicate that you're serious about working for a potential employer.
Use a competing offer as leverage only if it's real and you'd take it if have competing offerOnly present an external offer to your current employer if you're genuinely prepared to leave.
Negotiate benchmark items when pay is cappedIf it exceeds the average, consider negotiating other elements, such as benefits or flexibility.
Read the market before pushing hard if weak labor market or unstable positionIn some industries, a weak labor market has left candidates with fewer options and less leverage, and employers better positioned to dictate terms; those who are unemployed or whose current job seems shaky have seen their bargaining power further reduced.

Get every negotiated change confirmed in a revised written offerVerbal agreements on salary, bonus, or start date aren't binding; require an updated offer letter before treating anything as final.
Do not resign your current job until the new written offer is signedA verbal or informal offer can be withdrawn or changed; wait for the finalized, signed document before giving notice.
Confirm all one-time items in writing (sign-on bonus, relocation, start date)These are easy to forget once salary is settled but are just as binding once agreed.
If negotiating with your current employer to stay, prepare your case around value, not the rival offer if negotiating with current employer to stayFocus on your value and contributions, not the competing offer itself, when making your case.