Salary Negotiation & Expectations Survey

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Negotiating salary can feel awkward, but it’s a big factor in your long-term earnings.

In this year’s Salary Negotiation & Expectations Survey, we asked 1,000 American workers how they approach pay discussions — whether they advocate for themselves, what they expect to earn, and if they’ve made any past negotiation mistakes.

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Let’s find out who’s seeing better compensation or potentially leaving money on 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.
Gen Z reported the highest expectations, saying they expect a 10% annual raise without a promotion.

Who’s negotiating during salary talks

Not everyone is starting salary conversations — and it could be costing them. While awareness around fair pay is growing, many workers are still hesitant to negotiate when it matters most.

Nearly half of employees aren’t negotiating their starting pay

Despite growing awareness around pay equity and salary transparency, the majority of employees still aren’t initiating salary conversations.

According to our findings:

45% of professionals negotiated their starting salary.
55% accepted their initial salary offer without negotiating.

Negotiation pays off most of the time

When candidates speak up about pay, it tends to work in their favor. Of those who negotiated, nearly 8 in 10 new hires (78%) reported that they ended up with a better offer.

The data shows a clear upside to negotiation:

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

For anyone unsure about speaking up, the numbers suggest it’s often worth it.

The gender pay gap starts on day 0

From the moment an offer is made, men and women often have different experiences when it comes to pay.

Our findings show that men are more likely to negotiate their starting salary — and more likely to see a boost because of it:

51% of men negotiated their starting salary, compared to 39% of women.
- From this finding, we can see that men are 31% more likely to negotiate than women.
As a result, men are more likely to see a higher starting offer. 39% of men received a better salary than what was originally offered, compared to 32% of women.

But when women do speak up, they’re more successful than men at getting what they ask for. Here’s what we found:

82% of female negotiators saw their offer improve in some way, compared to 76% of men.
54% of women who negotiated had their initial salary request fully matched — slightly more than the 50% of men who said the same.

Gen Z is asking for more money and seeing results

Younger workers are stepping into salary talks with confidence — and earning more because of it.

Our data found that Gen Z is the most likely generation to negotiate their starting salary, which gives them a head start when it comes to pay.

55% of Gen Z workers negotiated their salary.
That’s higher than 48% of Millennials, and 42% of both Gen X and Baby Boomers.

Among those who negotiated, 79% of Gen Z, Gen X, and Boomers — and 77% of Millennials — say their offer improved in some way.

This high success rate means Gen Z is also the most likely generation to walk away with a better offer:

44% of Gen Z received a higher offer compared to 37% of Millennials and 33% of both Gen X and Boomers.

It appears this early confidence is paying off. Even though Gen Z negotiates more often, the success rate across generations is fairly consistent.

28% of Gen Z had their salary request matched, compared to 25% of Millennials, 21% of Gen X, and 23% of Boomers.
16% of Gen Z received a lower counteroffer, compared to 12% of Millennials and Gen X, and 10% of Boomers.

What workers wish they’d done differently

When it comes to negotiating their starting salary or benefits, many employees are looking back with second thoughts.

Most workers regret not negotiating more

We found that 57% of American workers had regrets about their negotiation approach, while 43% were satisfied with how they handled their offer.

Here’s the full breakdown:

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.

Younger workers are negotiating more, but feeling less satisfied

Despite being more likely to negotiate, younger generations are also the most likely to walk away wishing they had done more.

2 in 3 Gen Z workers (65%) and 63% of Millennials regret not negotiating more.
- That finding compares to 55% of Gen X and 44% of Baby Boomers.

Younger workers are also the least likely to feel they got exactly what they wanted:

10% of Gen Z say they negotiated well and got the outcome they hoped for, compared to 14% of Millennials, 13% of Gen X, and 19% of Baby Boomers.

Older generations may negotiate less, but they’re more likely to feel satisfied with their decision:

56% of Baby Boomers say they don’t regret how they handled their offer, compared to 45% of Gen X, 37% of Millennials, and 35% of Gen Z.
37% of Boomers say they didn’t negotiate but were happy with what they accepted — the highest of all generations.
- That figure compares to 32% of Gen X, 25% of Gen Z, and 23% of Millennials.

Women are more likely than men to regret not negotiating

On the surface, female workers are more likely to say they’re satisfied with what they accepted, even if they didn’t negotiate. But our data also shows women are more likely to look back and wish they had asked for more.

We found that 1 in 3 women (33%) didn’t negotiate but were happy with the offer — compared to 1 in 4 men (25%). That finding suggests women may be more inclined to accept the first offer without questioning it.

But underneath that satisfaction may be a sense of missed opportunity.

20% of women say they regret not negotiating at all, compared to 17% of men. By contrast, while 16% of men think they negotiated well and got what they wanted, only 12% of women felt the same way.

What a “fair” raise looks like now

What do employees consider a reasonable annual raise when promotions aren’t part of the equation?

When asked what a reasonable raise looks like, here’s what our data shows:

U.S. workers expect an annual salary raise of 9%

When it comes to annual salary increases, employees have clear expectations — even if they’re not getting promoted.

Across all American employees from our survey, the average annual expected raise was 8.6% without a promotion attached.

When grouped by range:

36% say a raise of 5% or less is fair.
34% believe a raise between 6% and 10% is acceptable.
17% say a raise between 11% and 15% feels appropriate.
13% say a raise of 16% or more is reasonable.

Younger workers expect a higher raise

As we analyzed responses across age groups, a clear trend emerged: the younger the worker, the higher their expectations.

On average, Gen Z reported the highest expectations. This generation says they expect a 10% annual raise, even without a promotion.

Millennials weren’t far behind, with an average expectation of 9%.
Gen X reported a more modest 8%.
Baby Boomers came in lowest at 7%.

When we looked at the most common answers from each group, the contrast was even more noticeable:

Gen Z and Millennials most often said a 10% raise was reasonable, while Gen X and Baby Boomers were more likely to say 5%.

We also saw this trend play out along gender lines. While expectations were relatively close, women reported slightly higher raise expectations than men — 8.8% compared to 8.5%.

How to discuss your salary expectations during the hiring process

You’ll be asked about your salary expectations at some point during the recruitment process, so it’s essential to be ready in case this question comes up.

To help you talk numbers with confidence, we provide 6 tips to help you effectively answer interviewers or hiring managers when asked about salary, and provide example scripts that you can use.

1. 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.

You can try preparing a list of your documented experiences and achievements, and get ready to elaborate on them with detailed examples of your successes.

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.

2. 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.”

In a situation where your target role’s salary range isn’t already published in the job ad — and the interviewer asks for your salary expectations, politely but directly ask them about the salary range available for the position.

If they don’t have a salary range available, you can ask them what the company’s budget is.

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?”

3. 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:

If you're comfortable with the salary range

“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.”
“Thank you for sharing this. My track record of [specific achievement], especially in contexts similar to this role’s objectives, demonstrates my capability to make a significant impact. I’m eager to discuss how we can align on a compensation package that reflects this level of contribution.”

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?”
“Thank you for the information on the salary range. Considering my [specific skill or achievement] and the distinctive value I’d bring to this position, I was envisioning a slightly higher bracket. Could we possibly revisit this discussion to find a mutually agreeable range that reflects my contributions more closely?”

4. If the employer insists, present a salary range

You should enter an interview armed with your own salary bottom line.

If an employer continues to press for your salary expectations, present a thoughtfully researched range to help set expectations.

For instance, if you aim for $80,000, suggest a range between $80,000 and $90,000 and tie your expectations to your experience.

Try including your years of experience in the field as well as leveraging what other companies list in their job postings.

For seasoned professionals with in-demand skills and multiple job offers, Geoffrey Scott, Senior Hiring Manager at Resume Genius, recommends a direct approach:

“Only if you’re extremely experienced and confident that you can find other opportunities would I say it’s acceptable to provide a specific figure based on your expertise and skill set. However, tell the employer you’re still open to discussion about the final number as part of a collaborative 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.

To ensure you’re getting a fair offer, familiarize yourself with salary history bans in certain areas.

These policies are designed to reduce wage gaps and can help you understand what a fair salary is.

You should also be aware that some companies may legally be allowed to ask for your previous salary slips, so research whether your specific city or state allows this and under what circumstances.

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

If you're not comfortable disclosing your salary

“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.”

6. 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 survey launched on November 15, 2024, and targeted a sample of 1,000 participants. The analysis was conducted from February 3 to March 4, 2025. The study aimed to examine US full-time workers’ attitudes toward salary negotiation and their experiences. It examined whether workers had negotiated their salary, were happy with the negotiation, and what annual salary increases they think are appropriate, while also identifying gender and generational trends in attitudes and behaviors. Respondents were required to be full-time employees in the U.S. to qualify for the survey.

To minimize bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact eduardo@resumegenius.com.

Sources

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

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Eva Chan

Senior PR Expert & Certified Professional Resume Writer

Eva Chan is a Senior PR Expert and a Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva oversees research and data-led campaigns that reveal key trends in today’s workforce and represents the company in media interviews and press features. Eva graduated from the University of British Columbia with a bachelor’s degree in English Literature and a minor in Critical Studies in Sexuality. Eva's career advice has been recognized by leading media outlets including Harvard Business Review, CNBC, The Globe and Mail, Fast Company, Newsweek, and Entrepreneur. For any media-related queries, connect with her on LinkedIn or reach her at [eva] @ [resumegenius.com]. Please note that we don’t accept any guest posts.

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