How do I negotiate salary as a new grad?

The biggest mistake new grads make in salary negotiation is not negotiating. A 2023 survey by Fidelity found that 58% of young professionals accepted their first offer without asking for more — and left an average of $5,000 on the table. That is not modesty. It is a costly assumption that the first number is the final number.

Why employers expect it

Employers build negotiation into their offers. The first number is rarely the ceiling; it is the floor of a range. A survey by Salary.com found that 85% of employers expect candidates to negotiate — and many respect candidates who do. Not negotiating signals either that you do not know your worth or that you are too anxious to ask. Neither impression helps you.

85%

of employers expect candidates to negotiate

Salary.com

$5K

average amount left on the table by new grads who do not negotiate

Fidelity

10–20%

reasonable counter-ask range above the initial offer

Market norms

How to prepare

Negotiation starts before the call. Three moves:

1. 1
   Research the range. Use Payscale, Glassdoor, and Levels.fyi to find the market rate for the role, level, and location. Know the 25th, 50th, and 75th percentiles before you open your mouth.
2. 2
   Identify your leverage. One concrete achievement that saved money, reduced risk, or accelerated delivery. Not "I worked hard." Something like: "I reduced API latency by 40%, which cut infrastructure costs by $12,000 annually."
3. 3
   Decide your floor. The minimum you will accept, including base, equity, and benefits. Know this number before the call. Negotiating without a floor is negotiating without a plan.

The script

Keep it short. Three sentences.

"Thank you for the offer. Based on my research, the market rate for this role in this city is $X–$Y. Given my experience with [specific achievement], I would like to discuss a base salary of $Z."

Then stop talking. Silence is uncomfortable, but it is also powerful. The first person to speak after a number loses leverage. Let them respond.

What to negotiate beyond base

If the base is firm, there are other levers:

• Signing bonus. Easier to move than base. A $5,000–$10,000 signing bonus is common for new grads at competitive companies.
• Equity. At startups, equity can be more valuable than base in the long run. Ask about the vesting schedule and the most recent 409A valuation.
• Start date. A delayed start can give you time to finish a project, take a certification, or simply recover before the grind begins.
• Professional development budget. Conference attendance, course reimbursements, certification fees. Small asks that signal long-term thinking.

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