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IT Salary & Negotiation tool
IT Salary Negotiation — Know Your Market Worth
Real data. Real scripts. Built for engineers, architects, and every tech professional.
Most IT professionals leave $10K–$30K on the table at offer time because they don't know the numbers. Enter your role, state, and experience — CyOpsPath gives you your target range, negotiation scripts, and market comparisons across the top 5 paying states, free.
Build Your Negotiation Profile
Answer 3 quick questions to unlock your personalized salary strategy.
Step 1 — Your Role & Location
Select your tech role and the state you're negotiating in.
Step 2 — Your Experience & Current Pay
This calibrates your position within the market range.
📊 Top 5 States Market Data
2024–2025 median annual base salaries — Levels.fyi + BLS + industry survey data.
💰 Your Personalized Salary Range
Based on your role, state, experience level, and company type.
🗣️ Your Negotiation Script
Copy, customize, and use this in your next salary conversation.
⚡ Negotiation Tactics for Tech Professionals
Proven strategies that work specifically in tech hiring — leveling, equity, and counter-offer plays.
- Never give a number first — respond to "What's your expected salary?" with "I'm open to competitive offers. What's the budgeted range for this level?"
- Level is everything: negotiate your level up first — moving from IC4 to IC5 is often worth more than any salary bump at the same level.
- Cite Levels.fyi and Glassdoor by name: "Based on Levels.fyi data for this role and region, the median TC is X — I want to be at least at median."
- Explode RSU offers: ask for the 4-year total, vest schedule, and cliff. A $200K RSU at a volatile startup ≠ $200K at a public company.
- Competing offers are your best lever — even a recruiter screen at another company changes the dynamic. Let them know.
- Push on sign-on bonus if base is capped: "Can we bridge the gap with a sign-on to cover unvested equity I'm leaving behind?"
- Ask for a 6-month review clause if they can't meet your number: "Can we revisit comp at 6 months if I hit X milestone?"
- Remote / hybrid work has monetary value — negotiate it explicitly and get it in writing in the offer letter.
📋 Total Compensation Checklist
Base salary is only one line item. Make sure you've negotiated every element.
- Base salary (annual)
- RSU / Equity grant (4-year value + cliff)
- Sign-on bonus (1-year vs 2-year claw-back)
- Performance bonus (target % + payout history)
- 401(k) match & vesting schedule
- Remote / hybrid flexibility (in offer letter)
- Learning & development budget ($2K–$10K/yr)
- Home office / equipment stipend
- PTO and sabbatical policy
- Relocation assistance
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