Research shows the first number stated in a negotiation has an outsized influence on the outcome. Always let them ask what you want rather than asking what they offer. When you do state a figure, anchor at your stretch target, not your minimum.
02
Use market data, not personal need
"The market rate for this role in this city is £X, and based on my experience I'm targeting the upper range" is far more powerful than "I need more because of my mortgage." Employers respond to market logic, not personal circumstances.
03
Total compensation, not just salary
If salary movement is limited, negotiate on pension contributions, annual leave, remote working, training budget, or a salary review date. Every concession has financial value. A 5% pension contribution on a £50k salary is worth £2,500/year.
04
Never accept on the day
Ask for time to consider any offer, even a good one. This signals you are thoughtful and gives you space to request improvements without seeming ungrateful. 24-48 hours is standard and perfectly professional.
05
Have a competing offer or be prepared to walk
The single biggest lever in salary negotiation is genuine willingness to leave. You don't need another offer — but you do need to be mentally prepared to move if the outcome isn't what the market supports. Employers sense when someone isn't serious.