Most senior professionals negotiate the wrong thing. They spend their energy on the base salary, win or lose a few thousand dollars, and leave the rest of the package on the table: bonus structure, equity, sign-on, notice period, title and scope. After 15+ years on the hiring side of the table, I can tell you that companies expect senior candidates to negotiate. What they do not expect is someone who negotiates the whole package calmly and with evidence.
This guide covers how salary negotiation works at senior level, when to talk numbers, what to negotiate beyond base pay, and the exact words to use at each stage.
Why negotiation is different at senior level
At junior level, salary bands are narrow and the offer is mostly fixed. At Director, VP and C-suite level, the company has more room and more ways to pay you. The hiring manager has usually spent months finding you, and a second choice candidate means starting again. That gives you leverage, but only if you use it with care. Negotiate like a future member of the leadership team, not like someone trying to win a transaction.
Do your research before the first conversation
- Know the market. Use salary surveys from recruitment firms for your country and sector, and ask two or three recruiters you trust what similar roles are paying now.
- Know the company. Its stage, funding, recent results and how it pays. A listed company pays differently from a Series B startup.
- Know your number. Decide your target, the figure you would be happy with, and your walk away point before anyone asks.
When to talk about money
You will usually be asked about expectations early, often in the first recruiter call. You do not have to give a number yet. Try this:
“I’d like to understand the scope of the role and what success looks like first. I’m sure we can find a number that works if it’s the right fit. Can you share the range you have budgeted?”
If they insist, give a range based on your research, with your target at the bottom of it, and say it depends on the full package. Never mention your current salary as the anchor unless you want the new offer to be built on it.
Negotiate the whole package
When the offer arrives, look at every part of it before you respond.
- Base salary. The number that drives everything else, including bonus and future raises.
- Bonus. Ask for the target percentage, how it is measured, and what was actually paid out in the last two years.
- Equity. Number of shares or options, vesting schedule, cliff, strike price and what happens if the company is sold. See how to negotiate equity at a startup.
- Sign-on bonus. The usual way to cover a bonus or unvested equity you leave behind. See how to negotiate a sign-on bonus.
- Notice period. In Singapore and much of Asia, senior notice periods of two or three months are common. Ask whether the new employer will buy out part of yours.
- Title and scope. A stronger title or a wider remit can be worth more over five years than a higher salary today.
- Flexibility and extras. Remote days, relocation, education budget, extra leave.
How to respond to the offer
Thank them, show you are excited, and ask for time. Then come back with one clear, reasoned request rather than a list of small ones.
“Thank you, I’m genuinely excited about this role. Based on the scope we discussed and what I’m seeing in the market for similar roles, I was expecting a base closer to [figure]. If we can get there, I’m ready to accept.”
If they cannot move on base, move to another part of the package:
“I understand the base is fixed at this level. Could we look at a sign-on bonus to cover the bonus I’ll leave behind, and a review of the base after six months?”
Handling a counteroffer from your current employer
When you resign, your current company may offer more money to keep you. Before you consider it, ask yourself why you started looking. If the reasons were scope, growth or leadership, money rarely fixes them, and your loyalty will be questioned from that point on. Decide in advance how you will respond, and be gracious either way.
Get everything in writing
Do not resign until you have a signed offer letter that includes every element you agreed: base, bonus terms, equity details, sign-on, start date, title and any notice buyout. Verbal promises from a hiring manager who may leave next year are worth very little.
Five mistakes that cost senior candidates money
- Giving a number before understanding the scope.
- Anchoring on your current salary.
- Negotiating base only.
- Accepting on the call without taking time to review.
- Turning the negotiation into a confrontation. You will work with these people.
Want the scripts for every stage?
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