Salary negotiation is easier when you treat it as a process:
- gather data
- define constraints
- make a clear, professional ask
- trade intelligently if salary can’t move
This guide is written for Romanian IT roles and focuses on practical steps and scripts you can actually reuse.
TL;DR
- First, get clarity on scope + level (otherwise you negotiate a number that doesn’t map to the job).
- Anchor your ask using market context and your own constraints, not feelings.
- Speak in gross unless the company explicitly negotiates net and can confirm payroll assumptions.
- If salary can’t move, trade for high-value items (sign-on bonus, review cycle, learning budget, remote terms).
What’s in demand right now (from our data)
Show data
| Technology | Jobs |
|---|---|
| Javascript | 4 |
| Php | 3 |
| Devops | 3 |
| Architect | 2 |
| Dotnet | 2 |
| Tester | 2 |
| Mobile | 2 |
| Data | 2 |
Step 0: Know what you’re negotiating (scope beats title)
“Senior” at one company can mean “mid-level IC at another”. Before numbers, clarify:
- responsibilities (delivery, architecture, mentoring, on-call)
- expectations (availability, time zones, travel)
- constraints (hybrid days, security rules, equipment)
- performance evaluation (what “good” means in the first 90 days)
If scope is unclear, ask for a short call or a written summary. Negotiating on a vague role is a common way to end up underpaid.
Step 1: Define your must-haves (and your walk-away)
Write these down before you negotiate:
- minimum acceptable compensation (monthly gross or net target)
- remote/hybrid constraints you cannot compromise on
- growth requirements (stack, product vs outsourcing, mentorship)
- risk tolerance (startup runway, probation terms, on-call burden)
Why this matters: negotiation becomes calm when you know your floor and you’re prepared to say “no”.
Step 2: Get market context (anchor with data)
Start with data from Salary Insights.
Then map to your situation:
- role + seniority (junior/mid/senior/staff)
- stack and scarcity (e.g., niche infrastructure vs general backend)
- city and remote policy (some companies still price by location)
Important: market context gives you a range. Your negotiation is about where you land inside that range based on scope and leverage.
Market snapshot (Romania): quick signals
A few demand signals (roles/tech) to help you calibrate your anchor before you counter.
Active roles with salary ranges (for anchoring)
A small set of real, active listings with published salary ranges to use as a reference before you counter.
Step 3: Translate offers to take-home (gross vs net)
In Romania, offers are typically expressed in gross. Net depends on payroll treatment, exemptions, and edge cases.
For a quick sanity-check, run the offer through the net salary calculator (2025) and keep the gross salary calculator (2025) handy when someone quotes net and you need to confirm payroll assumptions.
Practical rule:
- Negotiate gross to avoid misunderstandings.
- If a recruiter quotes net, ask for a breakdown or confirmation of assumptions.
If you’re unsure, read how net salary is calculated in Romania (for IT offers).
Step 4: Build your “ask” (one number + one sentence)
Your goal is a clear ask that is easy to forward internally.
Script (simple and strong)
“Based on scope and market range, I’m targeting X gross/month. If we can get close, I’m ready to move forward this week.”
Script (if you want to show flexibility)
“I’m targeting X gross/month, but I’m flexible depending on the total package (bonus, review cycle, remote terms).”
Script (if you have competing offers)
“I’m currently evaluating another option in a similar range. If we can reach X gross, I can commit quickly.”
Step 5: Trade, don’t beg (when salary is “fixed”)
Sometimes salary really can’t move (band limits, internal equity). Your leverage then moves to other pieces.
High-value trades (common in IT):
- sign-on bonus (one-time cash is sometimes easier than a higher base)
- earlier review cycle (e.g., 3 months instead of 6–12)
- learning budget and paid training time
- remote/hybrid days and travel policy
- equipment budget (laptop/monitor, home office)
- paid certifications (if relevant)
Ask for trades in writing. “We’ll review soon” is not a benefit; it’s a promise.
Step 6: Understand the full package (Total Comp)
A good IT offer is more than base salary:
- base (gross)
- bonus (conditions, payout timing, guarantee or not)
- meal vouchers / benefits
- private medical insurance (coverage, dependents)
- stock/options (vesting, cliff, what happens if you leave)
- on-call compensation (if applicable)
If you’re comparing offers, create a one-page comparison table with:
- guaranteed cash (base + guaranteed bonus)
- plausible cash (base + typical bonus)
- non-cash value (benefits you actually use)
Step 7: Timing and “sequence” (how to avoid early mistakes)
Common sequencing mistakes:
- negotiating before you understand scope
- anchoring too low because you tried to be “nice”
- waiting until the final call and then asking for a big change with no rationale
Better sequence:
- Clarify scope
- Ask for the salary range (if not shared)
- Share your target with one sentence of rationale
- Negotiate trades if needed
What to do when a recruiter asks “What’s your expectation?”
You can answer with:
- a range (if you want flexibility), or
- one number (if you want clarity)
Two safe patterns:
- “For this scope, I’m targeting X–Y gross/month.”
- “I’m targeting X gross/month. If the total package is strong, I’m flexible on details.”
Avoid giving a number before you know scope and seniority level.
Common mistakes (Romanian IT-specific)
- read CIM or B2B? (guide).
- Accepting vague promises (“review soon”, “we’ll fix later”) instead of written terms.
- Ignoring on-call expectations (which can change your real hourly rate).
- Negotiating only base salary and forgetting what makes the job sustainable (team quality, product, learning).
A short closing email template
Subject: Offer discussion
“Thanks again for the offer. Based on scope and market range, I’m targeting X gross/month. If we can get close, I’m happy to sign and start the onboarding process. If base salary is fixed, I’d like to discuss alternatives such as a sign-on bonus and an earlier review cycle.”
Next steps
To apply this right away, do two quick checks: estimate your take-home with the Net salary calculator (2025) and compare the offer against market ranges in Salary Insights.
If you’re deciding between employment and contracting, read CIM vs B2B in IT (Romania): how to choose before you counter-offer, so your numbers and tradeoffs stay consistent.
