Since I make my living advising early career professionals, and I want to make sure my input is always relevant.  I constantly ask my network what’s on their minds. I just got this question from a young man:

“I wanted your input on how to negotiate salaries, especially as a recent college grad/entry level job holder. Do you have any advice on how to approach this issue? Do we have more leverage than we think we do?”

The answer starts with understanding how offers are actually built. In mid-size companies, pay isn’t dreamed up by the recruiter or the hiring manager. Compensation teams use formal surveys developed by large salary benchmarking firms (Aon/Radford, Mercer, WTW) who compare salaries of companies of similar size and revenue to set a range for each role.

The midpoint of the range reflects the market value for a solid performer. New college grads may be offered a salary slightly below, or at midpoint depending on summer internship experience. Internal equity—where current employees sit in that same range—also affects the potential salary offer.

In states with pay-transparency laws, the posted salary will be a range about 10% from midpoint on either side. The information in the job posting gives you an idea how much base pay can move from the first offered amount.

In states without transparency rules, you may not see a posted range in a job description. That doesn’t mean the company hasn’t set one; it just means you don’t know it.

Given this basic understanding of how offers are set, we can now answer the original question.

I reached out to five recruiters and asked this:

“In the market today, do you think that an early career employee has any leverage in a salary negotiation? In my experience there is an opportunity to raise the initial offer 5-10% if the candidate has a good explanation for why it should go up. Do you think that holds true in today’s market for someone with only a couple of years’ experience? Or in today’s environment, should Gen Z hires just be grateful for a job and take the offer salary as a given?”

I got lots of answers. I heard “it depends on the strength of the candidate; to move the base they will have to have unique skills.” One recruiter said, “a lot of companies are full of themselves right now and are playing hardball.” I also heard “I think you should ALWAYS negotiate.”

Even though the recruiters did not align on whether negotiating for more pay would succeed, they all agreed that there is no downside to asking. Here is some of what they said:

• If you’re respectful and professional, the worst they can do is say no. They aren’t going to rescind the offer if you’re professional. Most employers won’t bat an eye if you ask. Share the reasons WHY the employer should give you an increase. Pull in all the experience you have. Even if it’s not paid, it’s still experience.
• I don’t think that it’s unreasonable to negotiate at the offer stage as long as it is within a range that was shared (if discussed). Come to the table with a justification of why you feel like there is a reason for the ask. Focus on the knowledge you bring to the table and not just the years of experience.

If decide to negotiate, will you be successful? You can’t ignore the fact that market is cooler now than it was a few years ago. New worker unemployment ran 10.8% this July, job openings hover near 7.2 million, and new-hire postings are down compared to pre-pandemic levels. Entry-level roles still exist, but there are more applicants per posting. This matters because when supply is high, companies may hold firmer on pay.

To increase your chances, first do some research on comparative salaries. Do the legwork with directional tools like Salary.com, Payscale, Glassdoor, or levels.fyi, and cross-check with NACE, BLS, or credible labor-market reports for your city and company size. If you’re interviewing, you can ask directly—”Could you share the budgeted range for this role?”—and most recruiters will answer.

Once you have done that, you might want to think about it this way:

If the offer is mid-to-high in a range that matches your research, you could say yes and start. You are likely taking a fair offer in a structured system. But remember, all the recruiters I spoke with said there is no harm in negotiating. One post on the Harvard Law school daily blog estimated adding $5,000 to your base at age 25 can compound to roughly $634,000 over a forty-year career.  That’s decent money but it’s not the reason to force a negotiation if you do not feel it is appropriate.

On the other hand, If the offer seems low and you can clearly tie your skills to the company needs, it’s worth asking for an increase.  Ask once and ask in a professional manner. The data I see suggests a move in this market for an entry level job is probably five percent above the initial number.

How to Have the Conversation

If you’ve decided to negotiate, here’s a way to approach it. When you receive the offer, take a day to review it and do your research if you have not already. Then reach out to the recruiter:

Open with enthusiasm: “Thank you so much for the offer to join [Company]. I’m really excited about the opportunity to work with [specific team].”

Present your research and value: “I’ve reviewed the offer carefully. Based on my research of comparable roles in [location], I’m seeing market ranges of $[X-Y]. As you know, I have experience in [specific skill, certification, or experience], so what kind of flexibility is there to bring the salary to $[Z].”

Stay flexible and collaborative: “I want to say again how excited I am about this role; I would really appreciate your help changing the base pay amount. If we can resolve that, I am ready to say yes.

Understand Timing: I’m confident we can find something that works. What are the next steps”

Close professionally: “Thank you for all your help.  I am really excited about this opportunity.

Quick Review:

• Make one ask, clearly and professionally
• Identify why you should be eligible for a larger base salary
• Cite actual market research, not just what you “feel” you deserve
• Show flexibility if necessary—base salary isn’t the only lever
• Keep your enthusiasm visible throughout

If the recruiter says no or explains constraints, listen carefully. They may counter with something between their original offer and your ask or with a different offering, such as a sign-on bonus. Evaluate it honestly. If they’re firm and the number is fair, it’s okay to accept. You’ve advocated for yourself, which is a great skill to develop, and made some headway,. Your financial future won’t be made or broken on this single negotiation.

If you’re negotiating for a role at a small company, the mechanics don’t change that much. The “comp team” might just be the hiring manager and a spreadsheet. That manager may also become your boss, so how you ask matters as much as what you ask. Again, lead with enthusiasm. This time, keep the company size and revenue in mind.  You are not going to make as much as you would if you went to a Fortune 50 company. Your research should reveal that.  Follow the same steps, just be aware the range for the role is based on what this company can afford. Also remember since you are often negotiating with the actual hiring manager, pay particular attention to how you phrase your ask so you protect the ongoing relationship.

Many candidates worry that asking will sour the deal. The truth is, if you are professional, keep your enthusiasm clear, and show respect for the process, you won’t hurt yourself by making a single reasonable ask. The company won’t rescind your offer just because you asked politely. If you want more detail on salary negotiation, I recommend a book called PAY UP by Kate Dixon.

So, back to the original question: do you have bargaining power? Probably. Enough to double your salary? No. Enough to nudge the number modestly, or secure a sign-on bonus? Often, yes. And if you choose not to negotiate, that is up to you and what you feel is an appropriate given the situation.

You do have more power than you think, but less than social media might suggest. Proceed carefully and respectfully and, good luck.

References

• Aon (Radford). (2024). Compensation 101: Market benchmarking and salary structures. Aon plc.
• Bureau of Labor Statistics. (2025, August 15). Unemployment rate for youth ages 16 to 24 was 10.8 percent in July 2025.S. Department of Labor. https://www.bls.gov/news.release/youth.nr0.htm
• Bureau of Labor Statistics. (2025, September 30). Job openings and labor turnover—August 2025.S. Department of Labor. https://www.bls.gov/news.release/jolts.nr0.htm
• Dixon, K. (2020). Pay Up!: Unlocking insider secrets of salary negotiation. Rethink Press.
• Harvard Law School, Program on Negotiation. (2025). Salary negotiation: How to ask for a higher salary. https://www.pon.harvard.edu/daily/salary-negotiations/negotiating-for-a-higher-salary
• Indeed Hiring Lab. (2025, September). Labor Market Update: The squeeze on new entrants. https://www.hiringlab.org
• Littler Mendelson. (2025). Pay transparency laws to know in 2025. Littler LLP.
• (2024). From reference points to bands: How organizations design pay structures. Mercer LLC.
• National Association of Colleges and Employers (NACE). (2025). Job Outlook 2025. Bethlehem, PA.
• Willis Towers Watson (WTW). (2024). Salary structures and compa-ratios explained.