Salary and Benefits

When evaluating job opportunities globally, two of the most important considerations are salary and employee benefits. This section provides a reference guide to typical salary ranges for several common job titles around the world, as well as an overview of what benefits packages usually include. We’ll also provide tips on how to negotiate your salary and benefits effectively.

Note: Salaries vary greatly by country, region, industry, and individual experience. The figures below are estimates primarily to give a ballpark range, often using the United States as a reference point (since data is readily available). Always adjust expectations based on local cost of living and market rates. Benefits, too, can differ – some countries mandate certain benefits by law, while others rely on employer-provided plans. Use this as a general guide and do further research for specifics in your location.

Product Support Engineer

A Product Support Engineer (also known as a Technical Support Engineer in some companies) is typically responsible for helping customers or users troubleshoot and use a product, often a software or technical product. They blend customer service skills with technical know-how. Salaries for this role can range based on experience and the complexity of the product supported.

Salary Range: In the United States, a support engineer earns on average around $85,000 per year, with entry-level positions around $50,000 and highly experienced or senior support engineers earning up to $140,000+ (Support engineer salary in United States). For example, an average base salary is about $84k with the possibility to reach into the mid-$100k range for top experts. In other countries, the numbers will differ: in Western Europe, salaries might be somewhat lower in absolute terms (e.g., a Support Engineer in Germany or the UK might earn roughly €40,000–€70,000, depending on experience). In India or Eastern Europe, the figures in local currency might equate to a lower USD value (perhaps equivalent to $15,000–$30,000 per year for early-career, though rising for senior roles), but the cost of living is also different. The key is that this role is usually a mid-level technical position; pay is generally good, though not as high as software development roles.
Benefits: Product Support Engineers typically receive standard benefits from their employers. Because many work in the tech industry or in product-driven companies, benefits often include health insurance, paid time off, retirement plans, and sometimes performance bonuses. If the support role involves odd hours (supporting global customers 24/7), there might be shift differentials or extra pay for night shifts. Some tech companies also offer additional perks like stock options or employee stock purchase plans, tuition reimbursement for further training, or wellness benefits.
Career & Negotiation Tips: Highlight your technical skills and any customer satisfaction metrics you’ve achieved when negotiating your salary. If you have specialized knowledge (say, expertise in the specific software or hardware the company produces), leverage that. You can negotiate on-call pay or bonus structure as well if a lot of your work involves off-hours support. Demonstrating relevant certifications or training can justify asking for the higher end of the range.

Solution Manager

A Solution Manager is a somewhat broad title, but generally it refers to a professional who designs and manages business solutions – often in IT, consulting, or enterprise services. This is typically a higher-level role that combines project management, technical or domain expertise, and client interaction. For example, an IT Solution Manager might oversee implementation of software solutions for clients, or a Solution Manager at a tech firm might coordinate how a product is customized for different customers.

Salary Range: Solution Managers usually earn a higher salary reflecting their experience and leadership. In the U.S., salaries for Solution Managers can vary widely but often fall in the $80,000 to $120,000 per year range for mid-level positions (Solutions manager salary in Virginia – Indeed). Senior Solution Managers at large tech companies or consulting firms can earn well into six figures; it’s not uncommon to see total compensation (including bonuses) around $150,000 or more (SAP Solution Manager Salaries – Glassdoor). For instance, Glassdoor data shows some Solution Manager roles (especially in tech or at senior levels) averaging around $100k base salary, with bonuses that can take total pay into the $150k+ range. In India or other countries with lower costs of living, local salaries might be lower (e.g., a Solution Manager might earn maybe ₹15-25 lakhs in India, which is roughly $20k-$35k, but this is a generalization). In Western Europe, figures might be, say, €70k-€100k for similar senior roles.
Benefits: Being in a management-level role, Solution Managers often have robust benefits. They typically receive comprehensive health coverage, retirement contributions, generous paid leave, and often bonus schemes or profit-sharing, since their work can directly impact business outcomes. If the role is client-facing with travel, companies may include travel perks or allowances. Some may get a company car or car allowance (common in European roles for managers), or gadgets (phone, laptop). At very senior levels, perks like stock options, company equity, or enhanced bonus percentages are possible. Also, professional development benefits (like sponsorship for MBA or certifications) might be offered given the strategic nature of the job.
Career & Negotiation Tips: Because this role is about delivering solutions and value, come prepared with examples of projects you managed successfully and how they benefited the company or client (e.g., “I led a solution implementation that increased client revenue by X%”). Use those outcomes to justify a higher salary. Negotiating a performance bonus can be effective – for instance, you might negotiate that if you meet certain targets, you get an additional bonus. Also consider negotiating things like additional vacation time or flexible working arrangements if those are valuable to you; often at this level, employers have some flexibility on perks if the base salary budget is fixed.

Tech Support Specialist

(also known as Technical Support Specialist or IT Support Specialist)

A Tech Support Specialist is typically an IT professional who helps users (internal employees or external customers) troubleshoot technical issues. This role is often entry-level to mid-level in the IT field, focusing on diagnosing problems, guiding users through solutions, and maintaining systems. It’s a bit more internally focused compared to a Product Support Engineer (which might be more customer-facing for a specific product), though responsibilities overlap.

Salary Range: In the United States, a technical support specialist earns about $60,000–$65,000 per year on average (IT Support Specialist Salary: Your 2025 Guide | Coursera) (this includes all experience levels; entry-level might start around $45k-$50k and senior support specialists or those in high cost-of-living cities might earn $70k+). For example, Glassdoor and other sources indicate an average around $61k base pay, with potential additional bonuses in some cases, bringing total average pay to roughly $72k (Salary: Technical Support Specialist in United States 2025 – Glassdoor). In other countries, IT support salaries vary: in the UK, a technical support specialist might earn around £20,000–£30,000 for junior roles and £30k-£40k for more experienced roles. In countries like India or Brazil, the salaries in USD terms are lower (maybe equivalent to $10k-$20k/year for entry level), but again local living costs differ. Tech support roles in multinational companies often pay competitively within their local market.
Benefits: Tech Support Specialists usually receive the standard package of benefits: health insurance, paid vacation and sick days, and retirement plan contributions. An advantage of many IT support jobs is that they can sometimes be part of large companies (like an IT department of a corporation) which often have good benefits and training programs. Some employers offer tuition reimbursement or training stipends to help support specialists gain new skills or certifications (since technology changes quickly). If the role involves odd hours or being on-call, there may be additional compensation for that. It’s also common to have opportunities for overtime pay if you’re paid hourly (many support roles for junior staff are hourly with overtime eligibility).
Career & Negotiation Tips: Tech support is often seen as a stepping stone in IT, so emphasize your willingness to grow and any extra skills you bring (like knowledge of specific software, scripting ability to automate tasks, etc.). When negotiating, if the base salary is on the lower side and not very flexible (common in entry-level roles), you could negotiate for a slightly higher hourly rate if applicable, or for an earlier salary review (e.g., ask if they can review and potentially increase your salary after 6 months based on performance instead of waiting a full year). Also consider negotiating for support in earning certifications (like CompTIA A+, Microsoft certifications, etc.) – for example, the company paying for the exam fees or counting study time as training hours. This shows you’re eager to improve, and the company benefits from your upskilling.

Software Developer

Software Developers (also called Software Engineers or Programmers, depending on the company) are in high demand globally. They design, code, test, and maintain software applications. This field spans a wide range of roles – from front-end web developers to backend systems engineers, mobile app developers, and more. As such, salaries can vary widely based on skillset and location, but in many countries, software developers are among the higher-paid professionals due to the specialized skills required.

Salary Range: In the United States, software developers earn an average base salary of around $100,000 per year. Specifically, one analysis showed an average yearly salary of about $102,922, with additional bonuses (stock, profit-sharing, etc.) bringing the median total pay to roughly $132,000 per year (Software Developer Salary Guide (2025) | Coursera). Entry-level developers (new graduates) might start around $70,000–$80,000 in many U.S. cities, while developers at top tech companies or with many years of experience can earn well over $150,000 (and into the high $100k’s or more for very senior or specialized roles). For example, a senior developer in Silicon Valley can easily have a base salary of $150k, plus significant stock grants or bonuses. In Western Europe, salaries are a bit lower on average; a software developer in Germany might earn around €50,000–€80,000, in the UK perhaps £40,000–£70,000 for mid-level roles (higher in London). Some countries also have booming tech sectors (e.g., Canada, Australia) with salaries roughly on par with U.S. after adjusting for currency (a Canadian developer might make around C$80k which is similar to ~US$60k). In India or Eastern Europe, local salaries might be a fraction of U.S. ones (maybe $10k-$30k USD equivalent), but many experienced developers in those regions now work for international companies or remote jobs that pay closer to Western levels. The key point: software development is generally a well-compensated field globally, often above national median incomes.
Benefits: Software developers often enjoy strong benefits, especially at large tech firms. Standard benefits include comprehensive health insurance, substantial paid time off, retirement contributions (some companies have matching 401(k) programs in the US, for example), and flexible work arrangements. It’s very common in tech for developers to have the option to work remotely or have flexible hours. Many tech companies also offer perks like free meals, on-site gyms or wellness programs, generous parental leave, and continuous learning budgets for conferences or courses. Stock options or equity are also a big part of compensation, particularly in startups and publicly traded tech companies – a portion of a developer’s compensation might come from company shares. Additionally, developers might get sign-on bonuses when joining a new company and annual performance bonuses. In some regions with a talent shortage, relocation assistance is provided if they recruit you from another city or country.
Career & Negotiation Tips: Given the demand for developers, don’t be afraid to negotiate. Research the market rate for your programming languages and tech stack – for instance, cloud computing or machine learning skills can command a premium. When negotiating, consider the full package: if the base salary is at the top of the band, maybe negotiate for a signing bonus or extra stock options. If you have multiple job offers, you can (tactfully) use that as leverage by letting companies know you are in demand (without being arrogant). Emphasize any unique contributions you can bring, like expertise in a certain framework or domain knowledge (e.g., finance, healthcare, etc., if relevant to the job). Also, software roles often have levels (Junior, Mid, Senior, Staff, etc.) – understand where you fit and negotiate your title/level as well, since that affects salary. Lastly, tech salaries can sometimes be non-negotiable in companies that have set bands, but benefits might be – for example, negotiating extra vacation days or a more flexible remote work schedule if that’s important to you.

Healthcare Worker (e.g., Registered Nurse)

“Healthcare worker” is a broad term – it could include doctors, nurses, technicians, therapists, etc. For this guide, we’ll focus on a commonly discussed role: the Registered Nurse (RN), as a representative healthcare professional, since nursing is a globally in-demand profession and exists in some form in almost every country. (Keep in mind salaries for physicians, surgeons, or other healthcare specialists would be much higher, while salaries for entry-level healthcare aides would be lower.)

Salary Range: In the United States, Registered Nurses earn a median annual salary of around $86,000 (as of 2023 data) (Registered Nurse Salary in 2025: Job Outlook & Pay | US News Best …). Typically, new nurses might start around $60k-$70k depending on location (with the lowest 25% earning around $76k or below), while experienced nurses or those with specialized skills (ICU, Nurse Practitioners, etc.) can earn in the $90k-$100k+ range (Registered Nurse Salary in 2025: Job Outlook & Pay | US News Best …). Overtime, night shift differentials, and location (urban vs rural, or high-paying states like California) can all cause significant variation. For instance, some of the highest-paid nurses in the U.S. (California, Northeast states) can make over $100k. Internationally, nurse salaries vary: in Canada or Australia, RNs might earn roughly CAD$70k or AUD$75k (which are in a similar range to US when converted). In Western Europe, nursing salaries in countries like Germany, UK, or France often range from about €30,000 to €50,000 annually, though government-run healthcare systems sometimes also provide additional benefits like pensions. In many developing countries, nurses are unfortunately paid much less (in local terms, enough for a middle-class living in their country, but far less than Western salaries). Additionally, many countries have a shortage of nurses and actively recruit from abroad (for example, Gulf countries recruit nurses from Asia and pay them moderate salaries plus housing).
Benefits: Healthcare workers often get good benefits because many work for large hospital systems or government agencies which have structured benefit programs. Common benefits include health insurance (ironically, those working in healthcare often have some of the best healthcare plans as employees), dental and vision insurance, and retirement plans (public hospitals might have pension plans; private ones offer 401k matching, etc.). Paid time off is standard, though in healthcare, scheduling PTO can be tricky around staffing needs. Many nurses get extra pay for overtime or holidays, and some hospitals offer tuition reimbursement or scholarships for further education (like if an RN wants to become a Nurse Practitioner or get a master’s degree). Because of the demanding nature of healthcare jobs, some employers also provide wellness resources, mental health support, or gym memberships to employees. In countries with nationalized healthcare, the concept of benefits may differ – for example, in many European countries, health insurance is national, so employers focus on things like extra vacation days or supplemental private insurance.
Career & Negotiation Tips: Healthcare roles can sometimes have fixed pay grades (especially in unionized hospitals or public sector jobs). If negotiation is possible, highlight your years of experience, any special certifications (like a certification in critical care, pediatrics, etc.), and your flexibility (such as willingness to work night shifts or weekends – though you should be compensated extra for these). You might negotiate a higher starting step on a pay scale. If base pay is non-negotiable, consider asking about a sign-on bonus – many hospitals offer sign-on bonuses to attract nurses in high-demand specialties. Also, loan forgiveness or education benefits can be negotiated in some cases (e.g., if you commit to working 2 years, they might pay some of your student loans). For other healthcare roles, similar logic applies: know the market rates and emphasize specialized skills. Also, location matters a lot – you might have more negotiating power in an area that is actively experiencing a shortage of your profession.

Logistics Coordinator

A Logistics Coordinator (or Logistics Specialist) is responsible for managing supply chain operations such as shipping, transportation, warehousing, and inventory. They ensure goods move efficiently from origin to destination. This role is vital in industries like manufacturing, retail, e-commerce, and freight. It’s typically a mid-level role in operations, and can serve as a stepping stone to higher supply chain management positions.

Salary Range: In the U.S., a Logistics Coordinator earns around $45,000 to $55,000 per year on average. Data shows an average base salary around $52k/year (Logistics Coordinator Salary in 2025 | PayScale), with entry-level positions in the high $30ks to low $40ks and more experienced coordinators or those in expensive cities making $60k or slightly above. Indeed reports an average of about $44k with a typical range roughly $32k (low) to $62k (high) (Logistics coordinator salary in United States – Indeed) – this may reflect that many coordinators are at varying levels of experience. In other countries, logistics roles are also in demand: in the UK, you might see salaries around £20,000–£30,000 for a coordinator; in some parts of Europe, maybe €30k–€40k. In logistics-heavy economies (like logistics hubs Singapore or UAE), pay can be decent as well, often providing a comfortable living in local terms but not extremely high. Also, some Logistics Coordinators are paid hourly; for example, roughly $20–$25/hour in the U.S., which aligns with that annual range. Higher titles like Logistics Manager or Supply Chain Manager would earn more, but here we focus on the coordinator level.
Benefits: Logistics Coordinators typically work for companies like distributors, manufacturers, or logistics service providers (freight companies, 3PLs). They usually get standard benefits: health insurance, paid leave, and retirement plans. Some companies also offer performance bonuses if the role directly ties to efficiency or cost savings in the supply chain. If the job involves overtime (for instance, dealing with rush shipments or late trucking schedules), there may be overtime pay or compensation time. Because logistics can be stressful, a good employer might also provide wellness programs or training opportunities (like courses in supply chain management or certification programs such as APICS certifications). In international logistics companies, coordinators might have opportunities to travel or transfer internationally, which can be a perk for those interested. Additionally, some companies offer discounts on shipping or products if it’s relevant (for example, working for a retailer’s logistics department might get you an employee discount on products).
Career & Negotiation Tips: When negotiating for a logistics role, your leverage often comes from experience and results. If you have a track record of improving delivery times or reducing costs in a previous role, bring that up. Also, any relevant certifications (e.g., Certified Supply Chain Professional, or even a forklift operating license if it’s that kind of logistics job) can support a higher salary ask. Be aware that logistics is often a cost-sensitive department, so raises might be tightly managed. If a company cannot move much on salary, consider negotiating a performance-based bonus (like a small percentage bonus if certain KPIs are met) or ask about the timing of your first review (maybe you can revisit salary after 6-12 months based on performance). You could also negotiate for support in further education, such as the company paying for you to take an advanced supply chain course, which not only benefits you but can improve your performance in the job. And don’t forget work-life balance: if the job might require off-hours communication (with international freight forwarders, etc.), perhaps negotiate your work schedule or the ability to occasionally work from home when not actively coordinating physical shipments.

Benefits in Job Offers

Regardless of job title, there are certain employee benefits commonly offered by employers around the world. Benefits are a crucial part of your total compensation package – sometimes valuing even 20-30% of your base salary – and can greatly impact your job satisfaction and financial well-being. Here are typical benefits you might expect:

Health Insurance: Many employers provide health coverage for their employees. This can range from private health insurance plans (common in countries like the US without universal healthcare) to supplementary plans (in countries with national healthcare, employers might offer private insurance to cover extra services). Health benefits often include medical, dental, and vision insurance (What Are Global Employee Benefits? | Rippling Glossary) for you and sometimes your family. Employers usually pay a portion of the premium. In some countries, instead of private insurance, employers contribute to national healthcare schemes.
Retirement Plans: Preparing for the future is another key benefit. Employers often offer retirement savings plans, such as a 401(k) in the US (sometimes with employer matching contributions up to a certain percentage of your salary) (What Are Global Employee Benefits? | Rippling Glossary), or pension schemes in other countries. Some countries mandate employer pension contributions (e.g., in the UK, auto-enrollment in a pension plan, or in Australia, compulsory superannuation contributions). A generous employer might also offer financial planning resources or extra contributions beyond the minimum.
Paid Time Off (PTO): This includes vacation days, holidays, and sick leave. The amount can vary widely by country and company. European countries often legally mandate 4+ weeks of vacation, while the US has no federal requirement (though many employers give about 2-3 weeks to start). Paid sick days and personal days are also common. Maternity and paternity leave are critical benefits – these may be stipulated by law (for instance, many countries have months of paid maternity leave by law), but some employers top up what the government provides or offer their own parental leave policies (What Are Global Employee Benefits? | Rippling Glossary). Having ample PTO is important for work-life balance and is a significant part of evaluating a job offer.
Bonuses and Profit Sharing: Many roles include an annual performance bonus or profit-sharing plan. This means if the company or you individually meet certain goals, you get extra pay, typically at year-end. For example, a company might offer “10% annual bonus at target” meaning 10% of your salary as a bonus if performance is met. Sales roles often have commission as well. It’s good to know how these are structured – are they guaranteed or discretionary? – when considering your total compensation.
Flexible Work Arrangements: Flexibility is increasingly seen as a benefit. This can mean flexible working hours, the ability to work from home or remotely, or a hybrid schedule. While not a monetary benefit, flexibility is highly valued by many employees (e.g., ability to adjust your schedule for family needs or skip a commute some days). Some companies also offer allowances for home office equipment or internet if you work remotely.
Wellness Programs: Employers may provide various wellness-related benefits. These could be gym memberships or on-site fitness centers, mental health resources like counseling or stress management programs, wellness stipends (funds you can use for fitness, meditation apps, etc.), or health screenings. The idea is to promote employees’ physical and mental well-being (What Are Global Employee Benefits? | Rippling Glossary), which in turn can improve productivity.
Life and Disability Insurance: A common benefit is a basic life insurance policy that pays a benefit to your beneficiaries if something happens to you (often an amount like 1x or 2x your annual salary provided at no cost). Similarly, companies might offer short-term and long-term disability insurance, which provides income if you are unable to work due to illness or injury. These benefits provide a safety net and are often paid by the employer.
Education and Training: Employers may invest in your professional development. This could include tuition reimbursement for courses or degrees related to your field, paying for you to attend conferences or workshops, or providing access to online learning. Some companies have formal training programs and mentorship as well. If you intend to grow your skills, this is a valuable benefit to look for.
Additional Perks: There are many other perks companies might offer. Some examples: Employee Assistance Programs (EAPs) for counseling and personal support, commuter benefits or travel allowances (e.g., public transit passes or parking subsidies), meal allowances or free snacks/lunch at the office, employee discounts on company products or partner products, relocation assistance if you have to move for the job, childcare support or on-site daycare, and so on. Tech companies might offer things like free meals, game rooms, or nap pods – while these are perks more than benefits, they contribute to the work environment.

Keep in mind that benefits vary by country due to legal requirements. For instance, in Europe, you won’t see “15 days vacation” as a perk – it’s mandated to be higher by law – whereas in the US, any vacation at all is technically a perk. Some countries have national healthcare, so private health insurance might be less of a focus, but they might offer supplementary private insurance or wellness allowances. Always compare a benefits package in the context of local norms. A good strategy when evaluating a job offer is to add up the monetary value of benefits (e.g., how much premiums or retirement contributions the employer pays) and also consider the non-monetary value (flexibility, career growth, work-life balance).

Tips for Negotiating Your Salary and Benefits

Negotiating can feel daunting, but it’s a normal and expected part of the job search process – especially for experienced positions. Here are some tips to help you negotiate effectively:

Do Your Research: Before entering a negotiation, research the typical salary range for the position in that geographic area. Use resources like salary websites, industry reports, and talk to recruiters or peers. Knowing the market rate gives you a factual baseline and confidence in what you ask for. For example, if you know the median pay for the role is $80k, you might aim a bit above that if you have strong qualifications.
Wait for the Right Time: It’s generally recommended to wait until you have an official job offer before negotiating pay. Impress them in the interviews first. Once they decide you’re the top candidate, you have more leverage. If asked about your salary expectations early on, you can give a broad range or say you’d prefer to discuss after learning more about the role. Always be truthful if asked directly, but try to not lock yourself into a number too soon.
Be Confident but Polite: Confidence is key in negotiation. Approach the conversation knowing your worth – you have skills and experiences that are valuable. When discussing salary, state clearly what you are looking for and back it up with reasons (experience, track record, market value). At the same time, remain courteous and professional (When and How To Negotiate Your Salary After the Job Offer | Indeed.com). Use a friendly tone and frame it as a win-win discussion. For example, “I’m very excited about this role. Based on my 5 years of experience managing similar projects, I was hoping the salary could be closer to $XX,XXX. Is there flexibility there?”
Express Gratitude and Enthusiasm: Always start your negotiation by thanking the employer for the offer and expressing how excited you are about the opportunity (When and How To Negotiate Your Salary After the Job Offer | Indeed.com). This sets a positive tone. For instance: “Thank you for the offer – I’m thrilled about the possibility of joining the team. I did want to discuss the compensation package to ensure it aligns with my experience and the market.”
Focus on the Whole Package: Consider negotiating benefits and perks in addition to salary. If an employer is firm on salary, they might be flexible in other areas. Perhaps they can offer a signing bonus, a few extra days of vacation, flexible working hours, or cover moving expenses. Often, if they cannot raise the salary, they have room to accommodate elsewhere (FAQ: Negotiating Benefits | Indeed.com). Decide what’s important to you – maybe you’d take a slightly lower salary for significantly more stock options, or vice versa. Bring these into the discussion if needed: “If the salary of $X is fixed, would it be possible to discuss a one-time signing bonus or additional PTO?”.
Use Data and Be Specific: Vague requests are less persuasive. Instead of saying “I feel I should be paid more,” say “Based on three industry salary surveys and my previous salary, I was expecting an offer in the range of $X to $Y.” If you have multiple offers or a higher current salary, you can diplomatically mention that as a data point (“I have another offer in a similar role at $Y, and while I am more interested in your role, it would help if we could get closer to that figure.”). Just be tactful and not threatening.
Practice Your Negotiation: It may help to rehearse what you’ll say ahead of time, especially if negotiating by phone or in person. You can even write a script or bullet points. If negotiating by email, take time to write a clear and polite message. The act of practicing can make you more comfortable and smooth in the actual negotiation.
Know Your Bottom Line: Before you negotiate, determine the minimum salary or compensation you would accept, as well as your ideal target. This helps you know when to push and when to wrap it up. If an employer can’t meet your minimum requirements and you have no wiggle room, it may be better to politely decline the offer. But avoid ultimatums; keep the conversation open and honest about constraints.
Stay Positive and Professional: No matter how the negotiation goes, keep it positive. If the employer meets you halfway, recognize that and show appreciation. If they say no to certain requests, you can continue the dialogue or decide if you’re okay with it. Avoid getting adversarial – you’ll be working with these people, and you want to start on good terms. Even if you end up not taking the job, remain courteous. Sometimes employers genuinely cannot budge due to budget or policy; it’s not personal.
Get Everything in Writing: Once you finish negotiations, ensure the final agreement is documented in your offer letter or contract. This includes any changes like salary, bonus, relocation benefits, etc. Don’t consider something agreed upon until it’s written down.

Remember, negotiating is normal. Employers often have some expectation that candidates may negotiate, and it’s a professional discussion. By preparing well and approaching the talks respectfully, you can often improve your compensation package without jeopardizing the offer. And finally, even if you don’t get everything you asked for, the fact that you tried sets a confident tone that you know your value – which is a respectable trait in the workplace.