Salary Negotiation & Expectations Report

Table of Contents

Negotiating salary can feel awkward, but it’s one of the most important conversations you’ll have in your career. How you handle it, both when starting a new job and when asking for a raise, can have a lasting impact on your long-term earnings.

To help you approach the conversation with confidence, our Salary Negotiation & Expectations Report surveyed 1,000 U.S. workers on how they handle pay discussions. We’ve also drawn on findings from our Hiring Insights Report, which surveyed 1,000 U.S. hiring managers, to show you exactly what to expect from the other side of the table.

Key Takeaways

45% of workers negotiate their salary while 55% don’t
78% of new hires who negotiated their starting pay say they received a better offer
51% of men negotiated their starting salary, compared to 39% of women
55% of Gen Z workers negotiated their salary compared to 48% of Millennials, and 42% of both Gen X and Baby Boomers
57% of American workers expressed regret about how they handled their negotiation
U.S. workers expect an annual salary raise of 9% without a promotion

Who’s negotiating, and what happens when they do

Not everyone is speaking up when they get an offer — and for many workers, that silence is costing them. Our survey found that only 45% of professionals negotiated their starting salary, while 55% accepted their initial offer without question.

The good news is that for those who do negotiate, it almost always pays off.

Of workers who negotiated, nearly 8 in 10 of them (78%) say they ended up with a better offer. Here’s how those outcomes broke down:

51% say the company matched their ask
27% received a higher offer, though less than they requested
22% didn’t receive a better offer

The gender gap starts at the offer stage

Men and women aren’t starting from the same place when it comes to salary talks. Our data found that 51% of men negotiated their starting salary, compared to 39% of women, making men about 31% more likely to negotiate at all. That gap carries over into outcomes: 39% of men received a better salary than originally offered, compared to 32% of women.

There’s an important nuance, though. When women do negotiate, they tend to be more effective. 82% of female negotiators saw their offer improve in some way, compared to 76% of men. The data suggests the primary barrier for women isn’t necessarily the negotiation itself, but initiating it.

Younger workers are negotiating more and getting more

Gen Z is stepping into salary conversations with more confidence than any previous generation. 55% of Gen Z workers negotiated their starting salary, compared to 48% of Millennials and 42% of both Gen X and Baby Boomers.

That willingness to ask is translating into better outcomes: 44% of Gen Z ended up with a higher offer, compared to 33% of Gen X and Boomers. The takeaway for workers of any age is clear: the act of negotiating, more than anything else, determines whether you leave money on the table.

Most workers have regrets about their negotiations

Looking back, a majority of workers wish they had handled things differently. Our survey found that 57% of American workers expressed some regret about how they approached their salary negotiation, while only 43% were satisfied with how they handled it. Here’s how the full breakdown looked:

30% regret their approach but felt it was the right decision at the time
29% didn’t negotiate but were happy with what they accepted
27% didn’t negotiate and now wish they had
14% negotiated well and got what they wanted

These patterns point to a consistent theme: for most workers, the biggest negotiation mistake is often not asking for too much, but not asking at all.

What hiring managers actually expect from salary negotiations

Knowing how to negotiate is only half the equation — understanding what the other side of the table will accept is just as important. Our Hiring Insights Report, which surveyed 1,000 U.S. hiring managers, reveals that salary negotiation is expected as part of the hiring process, but it operates within clearer limits than many candidates realize.

When we asked hiring managers how far above an initial offer candidates can realistically negotiate before it becomes a deal-breaker, a clear comfort zone emerged:

42% of hiring managers are comfortable with increases in the 10% to 25% range
The median acceptable increase is around 22%, and 25% is the single most common response
22% prefer smaller increases of under 10%, suggesting a more conservative group of employers
29% are open to increases above 25%, though tolerance drops the higher the ask goes
Only 10% will accept increases of 40% or more, meaning highly aggressive asks are rarely viable

Most hiring managers expect some negotiation

The data makes a strong case for anchoring your ask in reality. While nearly 3 in 10 hiring managers are open to negotiating above 25%, that openness becomes increasingly rare as expectations climb. Pushing too far above the comfort zone — without a compelling justification — risks souring a relationship with a prospective employer before the job even starts.

The sweet spot, according to hiring managers, sits somewhere between 10% and 25% above the initial offer. Coming in within that range signals confidence without overplaying your hand, and gives both sides room to reach an agreement they’re satisfied with.

With that in mind, here’s how to approach the conversation strategically from your first interview through to the final offer.

How to discuss your salary expectations during the hiring process

U.S. workers say that a 9% annual raise feels fair without a promotion attached, but knowing what to expect and knowing how to ask for it are two different things. Whether you’re accepting a new offer or pushing for a raise, what matters most is how you frame the conversation.

Below are some tips to help you handle salary discussions with clarity and confidence, along with example scripts you can adapt for your own situation.

Know your worth before the interview

Before going into any interview, you should have a clear idea of what kind of salary range is fair. Otherwise, you risk getting lowballed by employers or passed up because they think you’re asking for too much.

To help you prepare beforehand, have a game plan for expanding on the information in your resume and cover letter rather than just repeating it.

Knowing the appropriate salary ranges for your role, based on your experience and location, is also a key step in negotiating your salary.

Here are some ways you can equip yourself for a successful salary discussion before an interview:

Check salary comparison websites – Platforms such as Glassdoor, Payscale, and Indeed offer up-to-date insights into market rates specific to your role, industry, and geographic location.
Understand pay transparency laws – Familiarize yourself with the pay transparency laws in your state or city. These laws may require companies to disclose salary ranges or restrict them from asking about your past salaries. Resources such as the United States Department of Labor (DOL) and the Equal Employment Opportunity Commission (EEOC) can offer up-to-date information.
Conduct mock interviews – Practice interviewing with someone you trust to get better at talking about your salary expectations and get feedback on your communication style, body language, and overall performance.

Redirect the question if necessary

If you’re asked about your salary expectations at some point via email or during an interview, respond tactfully while keeping the conversation focused on your qualifications and how they fit the role’s requirements.

John Goodison, Senior Manager of Talent Acquisition at the University of Phoenix, warns against being overly vague. He recommends avoiding phrases that seem flexible but lack clarity, such as: “My salary expectations are negotiable.” or “I’m comfortable with your published salary range.”

When the interviewer asks for your salary expectations, politely but directly ask them about the approved salary range for the position.

Below are three ways to tactfully address salary expectations:

If you want to deflect the question

“Thank you for bringing this question up. I’d love to know the approved salary range for this role.”
“Thanks, I appreciate your question about my salary expectations. To ensure we’re aligned, could you please provide the salary range you’re considering for this position?”
“Thank you for asking. I’m keen to understand how my experience and skills align with your compensation structure. Could you outline the salary range or budget this role falls within?”

Leverage your skills and impact when the range is shared

When an employer shares the salary range for a position, remember that you don’t need to make a final decision at that moment. Instead, you should be thinking about how to position yourself optimally for when an offer is extended.

When discussing your salary expectations, explain how hiring you will uniquely contribute to the company’s success.

Below is a script you can follow to demonstrate your worth and your awareness of the market:

“Based on my track record of [specific achievement], I’m confident in my ability to contribute significantly here. Considering this and the standard market rate, I believe a fair compensation would be [your target salary range].”

Dominique Vatin, Career Expert at CV Genius, recommends always going for the higher end of the salary range — if you’re ready to back up your claims:

“If you’re new to the field, don’t automatically assume you should position yourself at the low end of a salary range. While employers are more likely to recognize your junior status, there’s a reason you were invited to the interview in the first place. If you know you have a highly valuable skill or experience, insist on this fact and the impact you can have on the business.”

Here are some practical steps for highlighting your value depending on how you feel about the interviewer’s response:

Pros

“Thank you. In light of the shared salary range and reflecting on my comprehensive experience and proven successes in [specific skill or area], I’m confident in the value I bring and believe my contribution justifies a position at the upper end of this range.”

If you want to negotiate the salary further

“While I appreciate the openness about the salary range, based on my comprehensive background and the unique value I anticipate contributing, I’d be interested in exploring if there’s flexibility to adjust this range to better reflect my expected level of impact. Is there room for further discussion on this later in the process?”

While you should be prepared with a salary range, you never want to reveal your previous salaries to prospective employers.

Sharing this information might cause employers to base their offer on your past earnings, potentially resulting in a lower salary than what you might aim for.

In many states, it’s illegal for employers to ask for your previous salary information, so be sure to check your local laws before going in for your salary negotiation.

Here are two polite responses you can give if you’re asked to disclose your salary:

Pros

“At this point, I’m not comfortable sharing my previous salary, but I’m more than willing to discuss my salary expectations for this role, considering its responsibilities and industry standards in regards to my experience and skill set.”
“From my research, I’ve found that roles with similar job responsibilities and experience levels typically offer compensation in the range of [insert range]. I’m aiming for a salary that reflects the value I can bring to this role.”

Show you’re open to negotiating

Once you’ve received a tentative or official job offer, entering into salary negotiations is both recommended and expected as the next step.

Remember that hiring managers have invested time and energy in interviewing you and have decided you’re the right person for the role, so project confidence!

If the initial offer is lower than you expected, approach the conversation with a collaborative spirit by saying:

“Thank you so much for the offer, I was really hoping for a number closer to X based on my understanding of the role. What can we do to close the gap?”

You should also prepare not just for the negotiation itself but also think about your backup plan, known as the Best Alternative To a Negotiated Agreement (BATNA), before discussing salary.

This strategy involves knowing what options you have if negotiations don’t go as planned.

A strong BATNA gives you confidence during negotiations because you’ll know your lowest acceptable offer and have a clear alternative path if the initial talks don’t meet your expectations.

If you’re interviewing with other companies with higher salary ranges, here’s an example script to follow:

“I’m currently interviewing for roles in the X and Y range. However, I understand this may not be within your budget at this time. Is there any flexibility on the overall compensation package to bridge this gap?”

You can also consider additional negotiation opportunities beyond the base salary, such as:

signing bonuses
stock options
relocation assistance
retirement contributions
professional development reimbursements

You can also negotiate future compensation reviews on a certain timeline should you meet the specific goals asked of you.

Methodology

The Salary Negotiation & Expectations Report is based on a survey launched on November 15, 2024, targeting a sample of 1,000 U.S. full-time workers. The analysis was conducted from February 3 to March 4, 2025. The study examined workers’ attitudes toward salary negotiation, whether they had negotiated their salary, how satisfied they were with the outcome, and what annual salary increases they consider appropriate, while also identifying gender and generational differences in attitudes and behaviors.

The Hiring Insights Report is based on a survey of 1,000 U.S. hiring managers conducted by Pollfish. Respondents were screened to confirm they were directly responsible for hiring within their organization. The survey examined candidate screening practices, ATS and AI usage, resume evaluation, salary negotiation boundaries, and skills assessment.

Both surveys used Pollfish’s Random Device Engagement (RDE) methodology to ensure a diverse, demographically balanced sample. For further details, contact eduardo@resumegenius.com.

Sources

Corporate Finance Institute, What is BATNA?
Payscale, 2025 Compensation Best Practices Report

About Resume Genius

Since 2009, Resume Genius and its globally popular resume builder have been helping people from all backgrounds and experience levels land their next job faster.

Resume Genius also provides a wide range of free career resources, including customizable resume templates, resume examples for different industries, and resume writing guides to help job seekers find fulfilling work and reach their career goals.

Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Harvard Business Review, Fast Company, CNBC, and USA Today.

For media inquiries, please contact us.

Years of Experience

Articles Written

Jack Hulatt graduated from the University of Greenwich with a bachelor’s degree in Politics and International Relations before pursuing certifications in computer science and data analytics. In his short career, he has already worked on multiple entrepreneurial projects and as part of a larger team, giving him direct insight into the needs and wants of young job seekers today.

Expertise

Data Analytics International Relations Video Production Python Creative Writing Digital Marketing