Congratulations, You Got the Job! Now, Let’s Talk Money
You did it. You survived the technical rounds, whiteboards, and that one weird cultural interview where they asked you what kind of kitchen appliance you would be. The email just popped up in your inbox: An Official Job Offer. Your first instinct is probably to scream, call your parents, and hit that ‘Accept’ button before they realize they made a mistake and take it back. Hold your horses for a second. While you might feel like you are just lucky to be there, the company sees you as a valuable asset. They have already spent thousands of dollars and dozens of hours finding you. This is the moment where you have the most leverage you will ever have in the hiring process. It is time to negotiate.
Many junior developers believe that negotiation is only for the seniors or the ‘rockstars.’ That is a myth that costs new devs anywhere from $5,000 to $15,000 in their first year alone. Over a 30-year career, that initial gap can compound into hundreds of thousands of dollars in lost earnings. We are going to make sure that does not happen to you. Whether you are coming from a bootcamp, a CS degree, or you are a self-taught wizard, you deserve to be paid fairly for your skills.
If you want to dive deeper into starting your tech journey the right way, feel free to Learn More at Beemytech.
The Psychology of the ‘Just Happy to Be Here’ Trap
As a junior, imposter syndrome is your biggest enemy. You might think, ‘I do not actually know what I am doing yet, why should I ask for more?’ Here is the secret: nobody really knows what they are doing on day one. The company is hiring you for your potential and your ability to learn. They expect you to be a bit of a project for the first six months. They have already factored that into the hiring decision. When you negotiate, you are not being greedy; you are showing that you understand your market value and that you have the professional maturity to handle difficult conversations. Managers actually respect candidates who stand up for themselves. It shows you will likely stand up for the quality of the code later on.
Why Companies Expect You to Negotiate
Most HR departments and hiring managers have a range for every role. If they offer you $70,000, they likely have the budget to go up to $75,000 or $80,000. If you accept the first number, they just saved a chunk of their budget. They will not be offended if you ask for more. In fact, most recruiters find it slightly unusual when a candidate does not ask a single question about the compensation package. The worst-case scenario is not that they rescind the offer (that almost never happens for polite negotiation); the worst-case is they just say ‘no’ and the original offer stays on the table.
Step 1: Do Your Homework (Data is Your Shield)
You cannot walk into a negotiation and say, ‘I want more money because my rent is high.’ Companies do not care about your expenses; they care about the market rate. You need to back up your request with data. Before you even get to the offer stage, you should have a clear idea of what someone with your skills, in your specific city, at a company of that size, should be making.
The Best Tools for Junior Dev Research
Do not just look at one site. Aggregate data from multiple sources to get a clear picture:
- Levels.fyi: This is the gold standard for tech salaries. It provides incredibly granular data, especially for big tech and mid-sized startups.
- Glassdoor: Good for getting a general ‘vibe’ of the company’s pay structure, though sometimes the data can be a bit outdated.
- Hired.com: Their annual salary reports provide great insights into regional trends and which tech stacks are currently commanding premiums.
- LinkedIn Salary: A solid tool that uses your own profile data to show how you compare to others in similar roles.
When you look at these sites, pay attention to the total compensation (TC). This includes base salary, bonuses, and equity (stocks). As a junior, your base salary is usually the most important part because it is guaranteed cash, but do not ignore the other perks.
The Golden Rule: Let Them Talk First
This is the hardest part of the process. At some point, usually in the very first call with a recruiter, they will ask: ‘What are your salary expectations?’ If you give a number first, you have lost. If you say $80,000 and they were planning to offer $95,000, you just lost $15,000 in five seconds. If you say $100,000 and their cap was $80,000, they might think you are too expensive and drop you from the process entirely.
How to Dodge the Question Gracefully
When the recruiter asks for a number, try one of these responses:
- ‘Right now, I am more focused on finding the right fit for my skills and growing as a developer. I am open to a competitive offer based on the market rate for this role.’
- ‘I would prefer to learn more about the full responsibilities of the position and the total benefits package before discussing specific numbers.’
- ‘I am sure your company pays a fair market rate. What is the range you have budgeted for this position?’
If they insist and it gets awkward, you can provide a wide range based on your research, but always emphasize that the range is flexible depending on the total compensation package. Your goal is to get them to put a number on the table first.
The ‘Sandwich’ Method: How to Actually Ask
So, they gave you the offer. It is $75,000. Your research says the average is $82,000. It is time to use the ‘Sandwich’ method. This is how you frame your request to stay likable while being firm. The sandwich consists of: Gratitude + The Ask (with Data) + Enthusiasm.
The Script
‘Thank you so much for the offer! I am really excited about the possibility of joining the team and working on [Project Name]. (Gratitude) Based on my research for junior developer roles in this area and my specific experience with [Language/Framework], I was expecting something closer to $85,000. (The Ask) If we can get closer to that number, I would be thrilled to sign right away and get started. (Enthusiasm)’
Notice that you did not say ‘I need’ or ‘I want.’ You said ‘The research shows’ and ‘I was expecting.’ This depersonalizes the request and makes it about market facts rather than your personal desires. If they say they cannot move on the base salary, do not panic. This is where you look at the other parts of the package.
Negotiating Beyond the Base Salary
Sometimes the budget for a role is strictly capped. A manager might literally not be allowed to give you another dollar in monthly pay. However, there are other buckets of money they can pull from. If the base salary is a ‘no,’ try negotiating for these:
- Signing Bonus: This is a one-time payment. It is easier for companies to approve because it does not affect their long-term budget. Ask for $5,000 to $10,000 to help with ‘relocation’ or ‘setting up your home office.’
- Equity/Stock Options: If it is a startup, ask for more shares. If it is a public company, ask for more RSUs (Restricted Stock Units).
- Learning Budget: Ask for a guaranteed annual budget for courses, books, and conferences. This is a win-win because it makes you a better dev for them.
- Vacation Time (PTO): If they cannot give you more money, maybe they can give you an extra week of rest.
- Remote Work Flexibility: If the job is hybrid, maybe you can negotiate for fully remote or more flexible hours.
What If They Say No?
If they say ‘This is our best and final offer,’ you have two choices. If the offer is still fair and you love the company, take it! You haven’t lost anything by asking. If the offer is truly low-balling you and you have other interviews lined up, you might consider walking away. But for your first job, getting your foot in the door is often the most important thing. You can always work there for 18 months, gain massive skills, and then jump to a company that pays your full market value. The biggest raises in tech almost always come from switching jobs.
Summary Checklist for Junior Devs
- Never accept on the spot: Always ask for 24-48 hours to ‘review the details with your family/partner.’
- Always ask for more: Unless the offer is already at the top of the market, there is usually 5-10% wiggle room.
- Keep it professional: Be kind, be excited, but be firm in your data.
- Get it in writing: Once you agree on a number, ensure the official offer letter reflects every single thing you discussed, including bonuses and PTO.
Negotiation is a skill just like coding. You might be bad at it the first time, but the more you do it, the more natural it feels. You have worked hard to learn how to build software; now, work just a little bit harder to make sure you are getting paid what that hard work is worth. For more career tips and technical guides, visit our home page at Beemytech.
