Compensation conversations have changed. With salary ranges increasingly visible and candidates more willing to compare notes, the old advice — "never name a number first" — only gets you so far. Here's the playbook our consultants share with candidates before any offer discussion.
1. Know Your Number Before the Conversation Starts
Walking into a negotiation without a clear target range is the single biggest mistake candidates make. Research current market rates for your role, level, and industry — our 2026 talent market overview is a good starting point — and set a realistic range with a minimum you'd genuinely accept.
2. Let the Employer Anchor First — But Be Ready
Where possible, let the employer share their range first. This gives you information without revealing your own constraints. However, if asked directly for your expectation, give a confident range rather than deflecting — vague non-answers can read as a lack of preparation.
3. Negotiate the Whole Package, Not Just the Base
Base salary is often the least flexible part of an offer, especially within structured organisations. Variable pay, joining bonuses, equity or ESOPs, notice-period buyouts, and flexible work arrangements are frequently easier for employers to adjust — and can meaningfully close the gap if the base number doesn't move.
4. Use Competing Offers Carefully, Not as a Threat
If you have a competing offer, it's reasonable to mention it — but framing matters. "I have another offer at X and I'm trying to figure out the right decision" lands very differently from an ultimatum. Recruiters and hiring managers respond better to candidates who are transparent about their decision-making process than to those who appear to be using leverage as a tactic.
5. Get Everything in Writing Before You Resign
Verbal agreements on a "better number" are not the same as a revised offer letter. Before resigning from your current role, make sure any negotiated changes — compensation, designation, joining date — are reflected in writing. This protects you and avoids misunderstandings during onboarding.
6. Don't Let a Single Number Define the Decision
A slightly higher offer at a role with poor growth prospects, a difficult manager, or a mismatched culture often isn't the better choice in the long run. Weigh the full picture — role scope, team, growth trajectory, and stability — alongside compensation before making a final decision.
How MMC Supports Candidates Through This Process
Throughout any process run by MMC, our consultants act as a bridge during compensation discussions — helping set realistic expectations early, and representing your interests during the final negotiation stage. If you're exploring new roles, browse our current open positions or submit your profile to our team.