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What to Do If They Won't Budge on Salary
56%
Of workers never negotiate at all
Source: Multiple studies
The Hard Truth About Salary Caps
You've done everything right: researched salary ranges, practiced your pitch, and confidently asked for more. But the hiring manager says, "I'd love to, but the salary is fixed. Budget constraints, internal equity, company policy — it's simply not negotiable."
Is the conversation over? Absolutely not.
Your total compensation package is far more than base salary. According to research, 85% of people who negotiate successfully get at least some of what they ask for — even when the initial number seems locked. The secret is knowing what else to ask for and how to frame it.
Here's how to turn a "no" on salary into wins elsewhere.
Is the conversation over? Absolutely not.
Your total compensation package is far more than base salary. According to research, 85% of people who negotiate successfully get at least some of what they ask for — even when the initial number seems locked. The secret is knowing what else to ask for and how to frame it.
Here's how to turn a "no" on salary into wins elsewhere.
What You Can Negotiate Instead of Salary
When base salary is off the table, shift your focus to these high-value alternatives. Each one adds real financial or lifestyle value to your compensation package.
1. Signing Bonus ($5,000-$25,000+ typical range)
A one-time payment that doesn't affect ongoing budget constraints. Easier for companies to approve than recurring salary increases.
Script: "I understand the base salary is fixed at company policy. Given my experience and what I'm bringing to the role, would you be open to a $15,000 signing bonus to bridge the gap between your offer and my target compensation?"
2. Performance Bonus Structure (10-30% of base salary)
If they can't increase base, negotiate a higher performance bonus percentage or more achievable targets.
Script: "Since we can't adjust the base, could we discuss increasing the annual performance bonus from 10% to 15%, with clear milestones I can work toward in my first year?"
3. Equity/Stock Options (especially at startups and tech companies)
Equity can be worth significantly more than salary over time. Negotiate for more shares, earlier vesting, or a lower strike price.
Script: "I'm excited about the company's growth trajectory. If the base salary is locked, I'd love to discuss increasing my equity grant from 10,000 to 15,000 options to reflect the value I'll contribute."
4. Additional PTO (3-7 extra days typical)
The average American gets just 10 paid vacation days after one year of service. More PTO is essentially a raise — you're paid the same for fewer days worked.
Script: "I appreciate that the salary is set. Would it be possible to start with an additional week of PTO? With my previous experience, I'm used to three weeks, and it would help make this transition smooth."
5. Remote/Hybrid Flexibility (valued at 5-8% of salary equivalent)
Research shows 60% of workers would take a pay cut for remote work. If they won't pay more, ask for location flexibility.
Script: "Given the fixed salary, I'd like to propose working remotely three days per week. This flexibility would be incredibly valuable and wouldn't impact my ability to deliver results."
6. Professional Development Budget ($2,000-$10,000/year)
Conferences, certifications, courses, and coaching. This builds your skills while costing the company less than salary increases.
Script: "Since we can't move on base salary, could we allocate a $5,000 annual professional development budget? I'd use it for industry conferences and certifications that would directly benefit my work here."
7. Earlier Performance Review (3-6 months instead of 12)
Lock in a salary review timeline so you're not stuck at the initial rate for a full year.
Script: "I understand the starting salary is firm. Can we agree to a performance review at the six-month mark with the opportunity to revisit compensation based on my contributions?"
8. Relocation Assistance or Housing Stipend
If you're moving for the role, this is a significant one-time expense they may cover.
Script: "I'm relocating from [city] for this opportunity. Could the company provide relocation assistance or a $10,000 stipend to help with moving costs and temporary housing?"
9. Student Loan Repayment Assistance
Some companies offer up to $5,250/year tax-free (the IRS maximum). Worth asking if you have loans.
Script: "I'm currently paying off student loans. Does the company offer student loan repayment assistance as part of the benefits package?"
10. Title Upgrade
A better title increases your market value and negotiating power for future roles.
Script: "If the salary is set at this level, would you be open to adjusting the title from 'Marketing Coordinator' to 'Senior Marketing Coordinator' to better reflect my seven years of experience?"
1. Signing Bonus ($5,000-$25,000+ typical range)
A one-time payment that doesn't affect ongoing budget constraints. Easier for companies to approve than recurring salary increases.
Script: "I understand the base salary is fixed at company policy. Given my experience and what I'm bringing to the role, would you be open to a $15,000 signing bonus to bridge the gap between your offer and my target compensation?"
2. Performance Bonus Structure (10-30% of base salary)
If they can't increase base, negotiate a higher performance bonus percentage or more achievable targets.
Script: "Since we can't adjust the base, could we discuss increasing the annual performance bonus from 10% to 15%, with clear milestones I can work toward in my first year?"
3. Equity/Stock Options (especially at startups and tech companies)
Equity can be worth significantly more than salary over time. Negotiate for more shares, earlier vesting, or a lower strike price.
Script: "I'm excited about the company's growth trajectory. If the base salary is locked, I'd love to discuss increasing my equity grant from 10,000 to 15,000 options to reflect the value I'll contribute."
4. Additional PTO (3-7 extra days typical)
The average American gets just 10 paid vacation days after one year of service. More PTO is essentially a raise — you're paid the same for fewer days worked.
Script: "I appreciate that the salary is set. Would it be possible to start with an additional week of PTO? With my previous experience, I'm used to three weeks, and it would help make this transition smooth."
5. Remote/Hybrid Flexibility (valued at 5-8% of salary equivalent)
Research shows 60% of workers would take a pay cut for remote work. If they won't pay more, ask for location flexibility.
Script: "Given the fixed salary, I'd like to propose working remotely three days per week. This flexibility would be incredibly valuable and wouldn't impact my ability to deliver results."
6. Professional Development Budget ($2,000-$10,000/year)
Conferences, certifications, courses, and coaching. This builds your skills while costing the company less than salary increases.
Script: "Since we can't move on base salary, could we allocate a $5,000 annual professional development budget? I'd use it for industry conferences and certifications that would directly benefit my work here."
7. Earlier Performance Review (3-6 months instead of 12)
Lock in a salary review timeline so you're not stuck at the initial rate for a full year.
Script: "I understand the starting salary is firm. Can we agree to a performance review at the six-month mark with the opportunity to revisit compensation based on my contributions?"
8. Relocation Assistance or Housing Stipend
If you're moving for the role, this is a significant one-time expense they may cover.
Script: "I'm relocating from [city] for this opportunity. Could the company provide relocation assistance or a $10,000 stipend to help with moving costs and temporary housing?"
9. Student Loan Repayment Assistance
Some companies offer up to $5,250/year tax-free (the IRS maximum). Worth asking if you have loans.
Script: "I'm currently paying off student loans. Does the company offer student loan repayment assistance as part of the benefits package?"
10. Title Upgrade
A better title increases your market value and negotiating power for future roles.
Script: "If the salary is set at this level, would you be open to adjusting the title from 'Marketing Coordinator' to 'Senior Marketing Coordinator' to better reflect my seven years of experience?"
How to Package Your Counter-Offer
Don't just ask for one thing — create a negotiation menu that gives the employer options. This shows flexibility and increases your chances of getting something.
Example counter-offer script:
"Thank you for the offer. I'm genuinely excited about joining the team and contributing to [specific project or goal]. I understand the base salary of $75,000 is fixed due to internal equity."
"To bridge the gap between your offer and my target compensation, I'd like to propose a few alternatives. Any combination of these would make this an easy yes for me:"
Option A: $12,000 signing bonus + 3 additional PTO days
Option B: 15% performance bonus target (instead of 10%) + remote work 2 days/week
Option C: $8,000 signing bonus + $3,000 professional development budget + 6-month performance review
"I'm flexible on which path works best within your constraints. Does any of this feel doable?"
This approach:
Example counter-offer script:
"Thank you for the offer. I'm genuinely excited about joining the team and contributing to [specific project or goal]. I understand the base salary of $75,000 is fixed due to internal equity."
"To bridge the gap between your offer and my target compensation, I'd like to propose a few alternatives. Any combination of these would make this an easy yes for me:"
"I'm flexible on which path works best within your constraints. Does any of this feel doable?"
This approach:
- Shows you listened when they said salary is fixed
- Demonstrates flexibility and problem-solving
- Gives them multiple ways to say yes
- Positions you as collaborative, not combative
What If They Say No to Everything?
You've asked, they've declined all alternatives. Now you have three choices:
1. Accept the offer as-is
If the role, company culture, growth opportunity, or work-life balance are worth more than the compensation gap, take it. Not every negotiation needs to result in changes. Sometimes the job itself is the win.
2. Negotiate a future commitment
Get something in writing about what happens next.
Script: "I appreciate you working with me on this. Can we agree that we'll revisit compensation at my six-month review, with clear performance goals outlined so I know what success looks like?"
3. Walk away
If the total package doesn't meet your needs and they won't move at all, it's okay to decline. You're not being difficult — you're advocating for your worth.
Script: "I really appreciate your time and the offer. After careful consideration, I don't think I can make the numbers work at this stage in my career. If circumstances change or a different role opens up, I'd love to stay connected."
Walking away from a low offer can actually lead to a better counter-offer. Companies sometimes "find" budget when a strong candidate says no.
1. Accept the offer as-is
If the role, company culture, growth opportunity, or work-life balance are worth more than the compensation gap, take it. Not every negotiation needs to result in changes. Sometimes the job itself is the win.
2. Negotiate a future commitment
Get something in writing about what happens next.
Script: "I appreciate you working with me on this. Can we agree that we'll revisit compensation at my six-month review, with clear performance goals outlined so I know what success looks like?"
3. Walk away
If the total package doesn't meet your needs and they won't move at all, it's okay to decline. You're not being difficult — you're advocating for your worth.
Script: "I really appreciate your time and the offer. After careful consideration, I don't think I can make the numbers work at this stage in my career. If circumstances change or a different role opens up, I'd love to stay connected."
Walking away from a low offer can actually lead to a better counter-offer. Companies sometimes "find" budget when a strong candidate says no.
Final Tips for Non-Salary Negotiation
✓ Always negotiate in writing after verbal discussions. Email creates a paper trail and gives you time to craft thoughtful responses.
✓ Use "and" instead of "or" when possible. "I'd love a signing bonus *and* remote flexibility" positions both as reasonable, not greedy.
✓ Anchor high, then compromise. Ask for 5 extra PTO days knowing you'll settle for 3. This makes your final request feel like a win for both sides.
✓ Do your research on what's standard. Know typical signing bonus ranges, PTO norms, and equity structures in your industry so your asks are grounded in reality.
✓ Frame everything as value-add, not demands. "This would help me hit the ground running" sounds better than "I need this to accept."
✓ Remember: 56% of workers never negotiate at all. Just by asking, you're already ahead of most candidates. Even if you don't get everything, you'll likely get something — and you'll signal confidence and professionalism.
✓ Use "and" instead of "or" when possible. "I'd love a signing bonus *and* remote flexibility" positions both as reasonable, not greedy.
✓ Anchor high, then compromise. Ask for 5 extra PTO days knowing you'll settle for 3. This makes your final request feel like a win for both sides.
✓ Do your research on what's standard. Know typical signing bonus ranges, PTO norms, and equity structures in your industry so your asks are grounded in reality.
✓ Frame everything as value-add, not demands. "This would help me hit the ground running" sounds better than "I need this to accept."
✓ Remember: 56% of workers never negotiate at all. Just by asking, you're already ahead of most candidates. Even if you don't get everything, you'll likely get something — and you'll signal confidence and professionalism.
Bottom Line
"The salary is fixed" doesn't mean the conversation is over — it means it's time to get creative. Signing bonuses, PTO, remote work, equity, professional development, and performance review timelines are all on the table. Package your requests thoughtfully, show flexibility, and remember: companies want to hire you. If they've made an offer, they're invested. Give them ways to say yes.