Negotiating your first tech salary

Negotiating your first salary in tech can feel like standing on the edge of a new universe—one filled with opportunity, but also anxiety about saying the right thing, asking for enough, and making a strong impression. For many, especially women and neurodivergent individuals, this process can feel even more daunting, with layers of social expectation and self-doubt to unravel. Yet, your first tech salary is more than a number: it’s an anchor for your future earnings, a signal of your worth, and a foundation for your confidence in the industry.

Understanding the Landscape: Why Negotiation Matters

Starting a career in technology means entering a field that is both dynamic and increasingly aware of the value of diversity. Tech salaries are notoriously variable, and companies often expect candidates to negotiate. Failing to negotiate can result in earning thousands less per year and potentially millions less over your lifetime.

It’s important to realize that negotiation is not just about money—it’s about respect, growth, and aligning your role with your values. By approaching salary discussions thoughtfully, you set a precedent for your career and signal to your employer that you understand your worth.

“The most important thing you can do for your future self is to advocate for your value today.”

Preparation: The Foundation of Effective Negotiation

The key to a strong negotiation is preparation. Start by researching average salaries for your role, experience level, and location. Resources like Glassdoor, Levels.fyi, and industry reports can help you establish a realistic target range. Don’t be afraid to reach out to mentors, online communities, or even recruiters to get a sense of current market rates.

Consider the broader compensation package: base salary, signing bonuses, stock options, remote work flexibility, learning budgets, and other perks. Tech companies often have room to improve offers in several areas, not just salary.

Scripts for Researching and Benchmarking

“I’ve researched roles similar to this one in our area, and I’ve seen compensation typically ranges from $X to $Y. Could you share what the budgeted range is for this position?”

Using a clear, data-driven approach helps ground your conversation and signals that you’ve done your homework. This is especially empowering for those who may find the social nuances of negotiation challenging—having facts on your side is a powerful tool.

Timing is Everything: When and How to Discuss Salary

Salary discussions typically arise at two points: during initial recruiter screens or after an offer is made. Do not feel pressured to reveal your salary expectations too early. Politely deflect if asked prematurely, focusing on learning more about the role and responsibilities first.

Deflecting Early Salary Questions

“I’m still learning about the responsibilities and impact of this role, so I’d love to understand more before discussing specific numbers. Can you tell me more about what success looks like in this position?”

Once you receive an offer, express enthusiasm but never accept immediately. Take time to review the offer holistically, then schedule a follow-up conversation to discuss your questions and requests.

Framing Your Ask: Confidence Without Aggression

One of the most intimidating aspects of negotiation is framing your ask assertively, especially if you’re new to the workplace or come from a background where advocating for yourself was discouraged. Remember, negotiating is standard in tech—your future manager will likely expect it.

Be clear and concise about what you’re asking for, and always tie your request to your research and the value you bring. Avoid apologetic language or over-explaining; instead, highlight your excitement and readiness to contribute.

Sample Script for Requesting a Higher Salary

“Thank you so much for the offer. I’m excited about the opportunity and believe I can bring significant value to the team. Based on my research and the scope of this role, I was hoping we could discuss a base salary closer to $X. Is there flexibility on this?”

Notice the balance of gratitude, confidence, and specificity. This approach works for all candidates but can be particularly grounding for neurodivergent individuals who may prefer structured, direct communication.

Addressing Offers Beyond Base Pay

Tech compensation packages are often complex. If the base salary is non-negotiable, you can focus on other elements:

• Signing bonus: A one-time payment to bridge any gaps.
• Equity or stock options: Ownership stake in the company.
• Relocation or remote work stipends: Support for your transition or home office setup.
• Education and conference budgets: Ongoing learning opportunities.
• Flexible hours or extra vacation: Work-life balance perks.

Script for Requesting Alternative Perks

“If the base salary cannot be increased, would it be possible to discuss a signing bonus or additional support for remote work expenses? Professional growth is important to me, so a learning stipend would also make a big difference.”

Each company has different constraints, but most are willing to work with strong candidates to find an arrangement that feels fair and motivating.

Challenges for Women and Neurodivergent Candidates

Women in tech and neurodivergent individuals often face unique challenges in negotiation. Research shows that women are less likely to negotiate their starting offers, and when they do, they may be viewed less favorably—a double bind that requires careful navigation. Neurodivergent candidates may encounter difficulty reading social cues or managing the anxiety that comes with high-stakes conversations.

It is crucial to prepare and practice scripts in advance. Role-play with a trusted friend, mentor, or coach. For those who process information differently, consider writing down key points to reference during calls, or request to conduct negotiations over email, where you have more time to reflect.

“I prefer to communicate in writing as it helps me articulate my thoughts more clearly. Would it be possible to continue this conversation over email?”

This simple request can transform your ability to advocate for yourself, and most employers in tech will respect your communication preferences.

Overcoming Internalized Barriers

Many candidates, especially those from underrepresented backgrounds, struggle with impostor syndrome—the feeling that they don’t truly deserve the opportunity. Remember, you were selected for a reason. The skills, perspective, and resilience you bring to the table are valuable, and your compensation should reflect that.

“I’m excited to join the team and contribute my skills. I’d like to make sure the offer reflects the impact I’m prepared to have in this role.”

Reframing the conversation around your skills and future contributions shifts the focus from “asking for more” to “aligning with mutual goals.”

Practicing Self-Advocacy: Scripts and Mindsets

Self-advocacy is a skill you can develop over time. Here are additional scripts and mindsets to strengthen your negotiation process:

• Pause before responding. “Thank you for the offer. I’d like to take a day to review the details before discussing next steps.”
• Ask for clarity. “Could you help me understand how compensation decisions are made within the company?”
• Seek transparency. “Is there a salary band for this role, and where does my offer fall within it?”
• Express priorities. “Professional development is a priority for me. Are there structured programs or budgets for continued learning?”

Each question or statement is a data point for your decision-making and a signal to your employer that you are engaged, thoughtful, and committed to your growth.

Building Your Negotiation Toolkit

To prepare for your next negotiation, consider these practical steps:

• Document your achievements and relevant skills. Keep a running list of projects, outcomes, and feedback you can reference.
• Research market rates regularly. Compensation trends shift rapidly in tech, especially for specialized or in-demand skills.
• Practice scripts aloud. Verbalizing your requests, even alone, builds confidence and helps you refine your language.
• Connect with communities. Online forums, affinity groups, and mentorship networks can offer perspective and support.
• Know your bottom line. Identify the minimum offer you are willing to accept and be prepared to walk away if necessary.

Negotiation is not a one-time event; it’s a career-long practice. The skills you build now will serve you in every future role, promotion, and project.

The Bigger Picture: Equity and Advocacy in Tech

Every salary negotiation is part of a larger movement toward equity in tech. When you advocate for yourself, you not only improve your own circumstances—you help set new standards for others who follow. For women, neurodivergent professionals, and anyone entering this fast-evolving industry, your voice and your value matter.

Over time, individual negotiations contribute to broader cultural change. Companies are increasingly recognizing the importance of fair pay, transparency, and inclusive hiring. By negotiating thoughtfully, you are participating in the ongoing evolution of tech toward a more just and dynamic future.

“Negotiation is not just about money—it’s about shaping the kind of tech industry we all want to work in.”

Stepping into your first tech job is a leap into possibility. With research, preparation, and the right scripts, you can navigate salary discussions with clarity and purpose—setting the stage for a rewarding and impactful career in technology.