[Google AI Overview at the query, signed out and incognito (operator defaults of 2026-10-01 and 2026-10-14), 2026-10-29. The paste is the Overview expanded (the 'AI Mode Conversation' view, with the source cards that follow the answer); the 'You said' line carries the query twice, run together, and is given once here. Inline links are Google redirect URLs, kept as pasted. Supplied as an attached file.] [QUERENT] Negotiating Tech [SYSTEM] Negotiating a tech offer means treating the total compensation package—not just the base salary—as a flexible starting point. Core Rules of Tech Negotiation • Don't say a number first: Avoid sharing your current compensation or salary expectations early in the process. Ask the recruiter for the role’s budgeted band instead. • Buy time: Never accept or reject an offer on the initial phone call. Respond neutrally with excitement, then ask to review the details in writing. • Negotiate via email: Putting your counter-proposal in writing helps you control the message, avoid pressure, and clearly list your rationales. • Use data sources: Research real-world compensation bands using platforms like Levels.fyi (via Tech Interview Handbook) or H-1B salary databases rather than unverified general sites. • Understand offers won't be rescinded: Major tech companies rarely revoke an offer just because you asked for more. What to Negotiate Beyond Base Salary Tech companies have different degrees of flexibility depending on the lever: • Restricted Stock Units (RSUs) / Equity: Often has the most room for adjustment, especially at mid-to-senior levels where equity makes up the bulk of your total compensation. • Sign-on Bonus: Easier for companies to approve than raising your permanent base salary. Use it to cover unvested equity or bonuses you are walking away from at your current job. • Start Date: Time your start date to coincide with your current employer’s next stock vesting cliff to avoid leaving money on the table ("double-dipping"). • Level / Title: If you are operating at a higher scope, push for an uplevel (though this requires strong evidence or a 30-60-90 day plan). • Non-monetary perks: Remote work flexibility, extra PTO days, or relocation assistance. Leverage & Strategy • Competing offers: Having another active offer is your strongest piece of leverage. Be transparent with recruiters about your interview timelines to force alignment. • The "Reason" rule: Always back up your counter-offer with a logical rationale (e.g., total compensation alignment with market data, a competing offer, or increased responsibilities). • Build internal advocates: Speaking with the hiring manager or skip-level manager to discuss your vision for the role can turn them into internal champions who advocate for a better offer on your behalf. If you'd like to tailor this to your situation, tell me: • What role/level and company type (startup vs. big tech) are you negotiating? • Do you currently have a competing offer or unvested equity to cover? UC Berkeley Labor Center