On November 12th we had a live webinar on one of the most sensitive, but important topics in our careers: "How to talk about salary confidently and fairly". Thank you to everyone who joined, asked questions and shared experiences in the chat!
👉 Watch the full recording here:
🪭 How to think about your salary
• Personal minimum:
A number that covers essential costs, savings, your usual lifestyle, and still feels motivating.
• Personal maximum:
Take your minimum ×2-3, then adjust down until the number still feels high but realistic. Your working range sits between these two points.
A number that covers essential costs, savings, your usual lifestyle, and still feels motivating.
• Personal maximum:
Take your minimum ×2-3, then adjust down until the number still feels high but realistic. Your working range sits between these two points.
🪭 Learning about market levels
Alyona encouraged using real data from real people:
• Reach out to professionals in similar roles/countries and ask about typical ranges.
• External recruiters often know exact numbers.
• Job ads and Glassdoor can help but should be read carefully.
• Public-company RSUs = actual money; private-company options = not guaranteed.
• Reach out to professionals in similar roles/countries and ask about typical ranges.
• External recruiters often know exact numbers.
• Job ads and Glassdoor can help but should be read carefully.
• Public-company RSUs = actual money; private-company options = not guaranteed.
🪭 Negotiating a new offer
• Ask whether the company has a salary range.
• Share your expected range first (but never your true minimum).
• Early conversations are for calibration, not final decisions.
• If their number is lower than your current salary but you genuinely like the role, it’s okay to keep talking, as long as it’s a conscious choice.
• Share your expected range first (but never your true minimum).
• Early conversations are for calibration, not final decisions.
• If their number is lower than your current salary but you genuinely like the role, it’s okay to keep talking, as long as it’s a conscious choice.
🪭 Handling the “offer call”
Alyona recommended not deciding on the phone:
• Thank them, ask for the offer in writing, and review it calmly.
• Email gives space to evaluate total compensation and craft a thoughtful response.
• Thank them, ask for the offer in writing, and review it calmly.
• Email gives space to evaluate total compensation and craft a thoughtful response.
🪭 What can be negotiated beyond base salary
Depending on the company and role, this may include:
• Sign-on bonus
• Additional vacation weeks
• Learning budget and conferences
• On-call compensation
• Clear salary review practices
• Sign-on bonus
• Additional vacation weeks
• Learning budget and conferences
• On-call compensation
• Clear salary review practices
If it isn’t written anywhere, it can easily disappear.
🪭 Why the first offer matters
Starting salary often shapes the next 1-2 years, especially where raises are small.
Consider not just “Can I live with this now?” but “Will I still be okay with this later?”
🪭 Negotiating inside your company
Potential moments to influence pay include: end of probation, annual or mid-year reviews, promotions, team moves, or having an external offer. If salary remains far below market despite efforts, leaving can be the most effective solution.
🪭 Using an external offer
• If you want to stay: share the offer transparently and ask whether they can match or move closer.
• If you plan to leave: thank them, decline counter-offers politely, and avoid extra stress.
• If you plan to leave: thank them, decline counter-offers politely, and avoid extra stress.
🪭 Mindset
Negotiation is a skill. Many people feel fear around money conversations, and that’s normal. Taking time to think, using email, and getting support from trusted people can make the process easier.
Thank you again to everyone who joined, asked questions, and shared your own experiences!
We wish you courage, clarity, and good luck with your future salary negotiations in the new year and beyond!
