Know the band before you talk numbers
Pull comp data from Levels.fyi, Glassdoor, and LinkedIn Salary for your title, level, and metro. Then add 10% — public data lags reality. That's your target, not the floor.
- Associate / Junior PM: typically the bottom of the band — anchor on your full TC, not just base
- PM / Mid: this is where the widest negotiation room sits — 10–20% upside is normal
- Senior PM: equity and bonus become bigger levers than base
- Program / Portfolio: scope of program (people, $) drives the number more than title
The first-offer script
When the recruiter gives you a number, your line is: 'Thank you — I appreciate the offer. Based on the scope of the role and comparable positions I'm tracking, I was expecting something closer to [your target + 5%]. Can we look at base, sign-on, or equity to get there?'
Then stop talking. The first person to fill the silence loses.
Five questions to ask before you accept
- What does the bonus structure actually pay out at — last 3 years of data?
- How is the equity vested, and what's the current 409A or share price?
- What's the promotion cadence, and what does the next level pay?
- Who is the hiring manager's manager, and how long have they been there?
- What does a successful first 90 days look like — in their words?
Don't negotiate alone
Members of the Women in PM Network bring real offers into our coaching circles every month. Second eyes catch the leverage you can't see when you're inside the conversation.