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Matching or exceeding current compensation does not eliminate the ability to negotiate a later offer. Keep the discussion focused on the new role’s scope, the employer’s range, and the complete compensation package.

Respond collaboratively by asking for the employer’s budgeted range and considering the complete compensation package. If you must answer first, give a researched, genuinely acceptable range while leaving room for discussion.

Ask for the compensation range during the initial recruiter conversation or before committing to additional interview rounds. Save detailed negotiation for serious-interest or offer stages, after you understand the role and total package.

Negotiate after the employer shows strong interest, support your request with relevant market data and specific value, and use a collaborative—not ultimatum-based—tone. If base pay is fixed, explore other parts of the compensation package.

Counter with a specific, evidence-based salary request while remaining enthusiastic about the role. If base pay is fixed, evaluate and negotiate the total package, then compare the written offer with your minimum acceptable terms.

Negotiate respectfully by expressing enthusiasm, making a specific evidence-based request, and focusing on the role’s value and your qualifications. Research comparable compensation, decide your target and minimum in advance, and consider the full offer if base salary is fixed.