Published on: 11 September 2025 Talking about money can feel uncomfortable. Many candidates tell me that negotiating their salary feels like “asking for too much” or risking the offer altogether. But the reality is: salary negotiation is not only normal, it’s expected. Employers know this moment will come, the key is how you approach it.
Here are a few insights I share with the candidates I accompany, as a recruiter:
1. Do your homework
Before you even get to the offer stage, research the typical salary range for your role, industry, and location. Look at salary reports, ask trusted peers, or check reputable sources. Platforms like Glassdoor, LinkedIn or even speaking with recruiters can give you a realistic range. Walking into a negotiation without data is like playing a game without knowing the rules.
In Luxembourg, this is becoming even more relevant with the upcoming EU Pay Transparency Directive (to be implemented by June 2026). Employers will be required to publish salary ranges in job postings and provide pay information upon request. That means you should feel confident asking early about the salary band and the skills required to reach the top of that range. This framework will make salary discussions more transparent but it also puts the responsibility on you to clearly demonstrate why your skills and experience justify positioning yourself at the higher end.
2. Ask about the salary range early
Some companies work with predefined salary grids. Instead of guessing, politely ask what the salary range is for the position. This not only gives you a benchmark but also helps you understand what’s needed to reach the higher end of the band. If you already bring those skills or experiences to the table, you’ll have a strong argument to position yourself at the top of the range.
3. Timing is key
The best moment to negotiate is after you’ve received a concrete offer. At that point, the company has already chosen you and you have real leverage.
If you can, let the employer be the first to mention a number. This avoids the risk of underestimating yourself or overshooting the budget. If you do have to give a number, suggest a range slightly above your real target, leaving space to adjust.
This also shows that salary isn’t your main interest in the role, which is often very important for companies, to have someone truly motivated by the responsibilities themselves.
4. Think beyond the number
Salary is important but it’s not the only piece of the puzzle. Benefits, training opportunities, more vacation days, remote flexibility, bonus structures, or even the company culture can sometimes outweigh a few thousand euros. Define in advance what really matters to you.
5. Show your value, not just your needs
Employers aren’t paying you because your rent is high, they’re paying you for the skills, knowledge and impact you bring. Frame the conversation around how you’ll contribute to the team’s success, not just around personal needs.
Numbers are powerful but so are stories. Bring examples of what you’ve achieved:
- Cost savings you’ve created
- Projects you’ve delivered
- Teams/colleagues you’ve trained
- Processes you’ve improved
Concrete achievements give credibility to your request and show how you’ll add value.
6. Stay constructive, not confrontational
Your tone matters as much as your words. Show appreciation for the offer and frame the discussion as a win-win. For example:
“I’m very excited about the role and confident I can contribute. Based on my experience in A and B, would there be room to consider a salary closer to Z?”
This demonstrates professionalism while still defending your interests.
7. Remember: it’s a conversation, not a battle
Negotiation is about finding a fair agreement, not “winning”. Stay open, listen carefully and don’t burn bridges. Even if the employer can’t fully meet your expectations, the way you handle the discussion will show your maturity and professionalism.
8. Know your BATNA (Best Alternative to a Negotiated Agreement)
Always have a plan B in mind. Knowing what you’ll do if the offer doesn’t meet your expectations (whether it’s continuing your job search or considering another opportunity) helps you negotiate with confidence instead of fear.
Conclusion:
Negotiating your salary is not about being difficult, it’s about making sure you start your new role feeling valued and motivated. Companies don’t just hire skills, they hire people. Show that you can communicate with tact, defend your value and remain collaborative.
In 2025 and beyond, those soft skills (self-awareness, confidence, clarity, communication, adaptability, emotional intelligence) are as important as your technical expertise. And demonstrating them in a negotiation can already set you apart.