Salary Is Just the Tip of the Iceberg
Salary matters, no doubt about it. But when it comes to long-term happiness and success as a software engineer, it’s only the beginning. And sometimes, salary is completely non-negotiable (especially if it’s your first job out of college in 2025).
So… what else can you negotiate?
Performance Reviews & Promotion Goals
If your title or grade is locked, shift focus to your growth path.
Ask for a faster performance review cycle. Say, 6 months instead of a full year. Clarify what metrics or milestones you’ll need to hit for a promotion. Get this in writing if possible. Having a clear plan gives you direction and puts you in control of your own advancement.
I learned this the hard way. When I got my first offer, I tried negotiating a higher grade. My (soon to be) manager shut it down, but promised we’d work on a fast-track promotion after I joined. Two weeks in, he left the company and it took me over a year to finally move up. Don’t assume verbal promises will carry over if things change. New manager is unlikely to follow through on someone elses promise.
Hybrid or Remote Work Arrangement
This one’s huge. If you’re expected to come into the office every day, you’re committing to hundreds of commutes each year. Even just one WFH day per week can save you serious time, energy, and gas money.
In many companies, your manager might have some discretion here, so ask for your preferred arrangement, even if it’s unofficial. Try to get this in writing, if possible, because it might come in handy during your next RTO (Return to Office) mandate.
Paid Time Off, Sick Leave & Parental Leave
You might not care about PTO now, but future you will. Don’t assume these policies are set in stone.
In my first job, I was told the vacation policy was fixed… so I didn’t push. Later, I found out other new hires got way more time off, simply because they pushed the company to match their previous arrangement. This means that PTO policy is up for negotiation after all. This is not going to be the case across all companies, but definitely worth looking into. I wish I did.
Ask things like:
- How is PTO requested and approved?
- Are there blackout periods?
- Is time off seniority-based or first-come, first-served?
- What’s the parental leave policy?
If time off matters to you (and it eventually will matter), make it part of the negotiation. You don’t want to end up on a great team at an awesome company and find yourself burnt out due to unaccommodating leave policy which could have been negotiated upfront.
Flexible Hours
Want to work four 10-hour days and take Fridays off? Or maybe shift your hours to avoid rush hour? Now’s the time to bring it up.
Don’t wait until you’re two weeks into your job. It’s much easier to set expectations before you start than to try and change your schedule two weeks in. Flexibility can make your workday feel a lot more humane, and it often costs the company nothing.
Signing Bonus
- No signing bonus? Ask for one.
- Already have one? Ask for more.
In my experience, this is often the easiest thing to negotiate especially if your salary is locked. If it’s already on the table, a single well-worded email can literally put thousands of dollars in your pocket.
It might not always work, but it’s low effort and high upside. Always worth the ask.
Equity & Stock Options
If equity is part of your offer, don’t just glance at it — dig into the details.
Ask about the vesting schedule. Can it be shortened or made more favorable? For example, is there a 4-year vesting period with a 1-year cliff? Is there room for negotiation around acceleration clauses if the company gets acquired?
Even if you’re new to this, it’s okay to ask questions. It shows you’re thinking long-term — and sometimes, there’s wiggle room.
Relocation Support
If the role requires you to move, always ask for relocation assistance.
Whether it’s a lump sum, reimbursements, or help with temporary housing, covering relocation costs is a sign the company is invested in you. If they won’t support you, especially for a big move, that’s a red flag.
I’d strongly reconsider relocating for a company that won’t help cover the cost. Otherwise, you could end up spending thousands just to get laid off a month later.
I hope this helps you out
