How to Negotiate Your Salary: Practical Steps and Ready-to-Use Scripts

How to negotiate salary politely and effectively: find the market range, set your numbers, use ready HR scripts, and know what to do if the answer is no.

HR calls with good news: you passed the interview. Then comes a salary figure a little below what you hoped for. You quickly say “that's fine” because you worry that negotiating will make the offer disappear. Many people end up in this situation and regret it later. In reality, negotiating politely is a normal part of hiring, and many HR teams already leave some room to talk, especially for mid-level roles and above.

Your starting salary matters more than it seems, because annual raises are usually a percentage of your current base. A small difference in your base today compounds into a bigger gap over years of work.

What salary negotiation is (and isn't)

Negotiation means talking your way to a figure and terms both sides can accept, using market data and the value you bring as your reasons. It is not a threat, not a demand based on personal needs, and not a game where someone has to lose. The goal is for you to start the new job feeling fairly paid, and for the company to feel it hired a professional.

Prepare your data before the conversation

Find the market range for the role

• Look at similar job listings on Plants.work Jobs; some show a salary range
• Check annual salary surveys published by recruitment firms, and sites like Glassdoor or Levels.fyi for tech roles
• Ask people in the same field; many will share a rough range if you ask respectfully

Set three numbers

Your target (what you really want), a figure you would be happy with, and the minimum below which you will not accept. Knowing your minimum keeps you from deciding emotionally under pressure.

Prepare two or three proof points

Measurable results, such as cutting the month-end close from 10 days to 6, or how many key accounts you handled; scarce skills the role needs; relevant certificates or projects.

5 techniques that work

1. Ask about the budget before giving a number

If HR asks what you expect, politely ask back: “May I ask roughly what the budget range for this role is?” If you are asked to answer first, give a range based on market data.

2. Give a range whose lower end is your happy number

For example, “around 45,000 to 52,000 baht, depending on the overall benefits.” Companies often offer near the lower end, so never set the lower end below what you can truly accept.

3. Use results as your reason, not personal burdens

Avoid “I have a mortgage.” Say instead: “Based on 5 years in X and results that grew Y, I believe this range fits the scope of the role.”

4. Negotiate the whole package, not just base pay

If the base is truly capped, discuss WFH days, a training budget, leave, a signing bonus, or a salary review after probation. Read more in Negotiating an offer beyond salary.

5. Practise out loud

Practise with a friend or a Mentor on Plants.work, and record yourself. You will hear where you rush, hesitate or apologise too much.

Sample scripts

Responding to an offer and opening the conversation: “Thank you very much. I'm keen on this role and want to join the team. Based on the scope of the role and the market data I've looked at, I was hoping for something in the range of [X to Y]. Is there any flexibility there?”

When HR says the budget is maxed out: “I understand. If the base can't move, would it be possible to review it after probation, or adjust the training budget instead?”

Negotiating your salary is not greed. It is knowing your value and talking about it professionally.

Common mistakes

• Accepting on the spot, when asking for one or two days to think is normal
• Inventing a higher competing offer; if asked for details, you lose credibility
• Negotiating in endless rounds; bundle everything you want to ask into one conversation
• Negotiating in short chat messages; important points belong in a call or video call, followed by an email summary

If the answer is no

Don't take it personally. Ask: “What goals should I hit to be considered for a salary adjustment in the next cycle?” and ask for them to be written in the summary email. Then decide whether the offer is worth it for the learning opportunity.

Where to start

1. Find the market range from at least three sources
2. Write down your target, your happy number and your minimum
3. Turn two or three proof points into short sentences
4. Practise your script out loud at least three times
5. After every conversation, send an email summarising what was agreed

Want more practice? Try the courses Salary negotiation techniques for new graduates and Win-Win negotiation tactics in Plants.work Learn, or rehearse salary questions with Interview Lab before the real thing.