You just got a job offer. Congratulations!
Now here's the question that will determine whether you leave thousands of dollars on the table:
Are you going to negotiate?
Most people don't. And the data shows that's a massive mistake.
The Numbers That Should Change Your Mind
Negotiation Success Rates
| Scenario | Success Rate |
|---|---|
| Negotiating at job offer (before accepting) | 81% |
| After receiving another offer | 89% |
| Annual review | 52% |
| Random request | 31% |
Source: Analysis of 500 Salary Negotiations, Reddit
Read that first number: 81% of people who negotiate at the offer stage succeed.
What Successful Negotiators Get
| Metric | Result |
|---|---|
| Average salary increase from negotiation | 18.83% |
| Lowest reported increase | 5% |
| Highest reported increase | 100%+ |
| Typical increase for average negotiator | ~10% |
Source: Interview Guys 2024-2025 Salary Negotiation Research
Let's do the math for a $100,000 offer: - If you don't negotiate: $100,000 - If you negotiate (average result): $118,830 - Difference in year 1: $18,830 - Difference over 5 years (with raises): $100,000+
That's the cost of not asking.
Canadian Tech Salary Benchmarks (2026)
Before you negotiate, know the market:
Software Engineer Salaries by Level
| Level | Median Total Comp | 25th Percentile | 75th Percentile |
|---|---|---|---|
| All Levels | CA$129,061 | CA$97,644 | CA$175,577 |
| Entry-Level | CA$87,750 | CA$60,000 | CA$100,000 |
| Mid-Level | CA$117,949 | CA$101,254 | CA$131,514 |
| Senior | CA$147,767 | CA$130,000 | CA$180,000 |
Source: Levels.fyi Canada, Talent.com
By Company Type
| Company Type | Typical Range | Notes |
|---|---|---|
| Big Tech (Google, Meta, Amazon) | CA$150K-400K+ | Heavy stock component |
| Canadian Tech (Shopify, Wealthsimple) | CA$120K-200K | Mix of base + equity |
| Banks/Financial Services | CA$90K-150K | Stable, good benefits |
| Startups | CA$80K-150K | High equity variance |
| Consulting/Agencies | CA$70K-120K | Project-based |
By City
| City | Median | Cost of Living Adjustment |
|---|---|---|
| Toronto | CA$125,000 | Highest COL |
| Vancouver | CA$120,000 | Very high COL |
| Montreal | CA$105,000 | Lower COL = better net |
| Ottawa | CA$115,000 | Moderate COL |
| Calgary | CA$110,000 | Lower COL |
The Psychology: Why Most People Don't Negotiate
Research from UCLA Anderson shows:
Most job seekers skip negotiation entirely—and pay a high price.
Why? 1. Fear of rejection — "What if they rescind the offer?" 2. Impostor syndrome — "I'm not worth more" 3. Lack of information — "I don't know what to ask for" 4. Social conditioning — "It's rude to ask for more"
The reality: - Offers are almost never rescinded for polite negotiation - Companies expect you to negotiate (they build in buffer) - Data is readily available (Levels.fyi, Glassdoor, this article) - Negotiation is a normal business conversation, not a confrontation
What Actually Works: Data-Backed Strategies
The Phrases That Win
Analysis of 500 negotiations found these success rates:
| Approach | Success Rate |
|---|---|
| "Market rate for my role is $X" | 67% |
| "I've delivered these specific results" | 71% |
| "Based on these three data points" | 78% |
| Combining all three | Highest |
The Winning Script
Here's what combining all three sounds like:
"Thank you for the offer—I'm excited about this role. Based on my research, the market rate for a [role] with my experience in [city] is [range]. Given the results I've delivered, including [specific achievement with metrics], I was hoping we could discuss a base salary of [target number]. Is there flexibility here?"
Key elements: 1. Express enthusiasm (you want the job) 2. Cite market data (you've done research) 3. Mention specific achievements (you bring value) 4. State a specific number (not a range) 5. Ask a question (invite dialogue)
The Canadian Context: How It's Different
Cultural Considerations
| US Approach | Canadian Approach |
|---|---|
| Aggressive counter | Collaborative discussion |
| "I need $X" | "Is there flexibility around..." |
| Hardball tactics | Relationship-focused |
| Take it or leave it | Finding mutual ground |
Canadian employers respond better to collaborative framing—you're solving a problem together, not making demands.
What Canadian Employers Expect
From Robert Half's 2026 Canada Salary Guide:
71% of hiring managers are willing to negotiate starting salary if the role supports a critical business need.
They're expecting you to negotiate. Not asking actually signals a lack of confidence.
Beyond Base Salary: The Full Compensation Package
Base salary is typically only 50-60% of total compensation at tech companies. Here's what else to negotiate:
Components of Tech Compensation
| Component | Negotiability | Notes |
|---|---|---|
| Base Salary | High | Your anchor for future raises |
| Signing Bonus | High | One-time, taxed ~40% |
| Stock/RSUs | Medium-High | Can be substantial at public companies |
| Annual Bonus | Low-Medium | Usually tied to company performance |
| PTO | Medium | Easier to approve than cash |
| Remote Work | Medium-High | Highly valued post-pandemic |
| Start Date | High | Useful for personal logistics |
| Title | Medium | Affects future job searches |
| Learning Budget | High | Often overlooked, easy win |
When They Say "No" to Base Salary
| Ask For | Success Rate | Notes |
|---|---|---|
| Extra PTO | 52% | Easiest to approve |
| Signing Bonus | 41% | One-time cost for company |
| Stock options | 38% | Depends on company stage |
| Remote flexibility | High | Post-pandemic priority |
| Learning budget | High | Often forgotten |
The Timing Factor
When to Negotiate
| Timing | Success Rate | Why |
|---|---|---|
| After receiving offer, before accepting | 81% | Maximum leverage |
| After receiving competing offer | 89% | Proves market value |
| After major achievement | 60%+ | Fresh proof of value |
| Annual review | 52% | Expected conversation |
| Random Tuesday | 31% | No leverage or context |
The Golden Window
The best time to negotiate is 24-48 hours after receiving the offer: - Shows you're serious and thoughtful - Gives you time to research and prepare - Doesn't leave them waiting too long - Creates urgency without desperation
The Competing Offer Strategy
Having multiple offers is the ultimate negotiation leverage:
After receiving another offer: 89% success rate
How to Use a Competing Offer
Do: - Mention you have another offer (don't lie) - Share the general terms if asked - Express genuine preference for their company - Give them time to respond
Don't: - Create fake offers (easily discovered) - Play companies against each other aggressively - Burn bridges for a few thousand dollars - Accept and then renege
Script Example
"I want to be transparent—I've received another offer at [company/general description] for [range]. I'm more excited about the opportunity at [their company] because of [specific reasons]. Is there any flexibility in the compensation to help me make this decision easier?"
This works because it: - Shows you're in demand - Demonstrates transparency - Reaffirms your interest - Invites problem-solving
For New Grads and Entry-Level
Can You Still Negotiate?
Yes, but differently.
| Situation | Negotiation Strategy |
|---|---|
| First job, no experience | Focus on non-salary (start date, remote, learning) |
| Multiple offers | Use competing offer strategy |
| In-demand skills (ML, security) | Market data supports higher ask |
| Returning intern | Leverage internal knowledge |
What to Negotiate as a New Grad
- Signing bonus — Easier to approve than base increase
- Start date — Take time to prepare, travel, decompress
- Remote flexibility — Even 1-2 days/week matters
- Learning budget — Courses, conferences, certifications
- Relocation assistance — If moving cities
Script for New Grads
"I'm thrilled about this opportunity. I've been researching compensation for new grad roles in [city] and noticed that [data point]. Given my [internship experience / project / skills], would there be flexibility to adjust the offer to [specific ask]?"
For International Students/PGWP Holders
The Leverage Problem
You might feel you have less leverage because: - You need the job for immigration purposes - Fewer companies will hire you - You're grateful for any offer
The Reality
- You still have market value — Your skills matter regardless of status
- Companies don't know your desperation level — Unless you tell them
- The worst case is they say no — You still have the original offer
What to Emphasize
- Your unique international perspective
- Languages you speak
- Specific technical skills
- Previous internship/co-op performance
- Long-term commitment to Canada
See: PGWP Job Search Guide | International Student Guide
Email Templates
Initial Counter-Offer
Subject: [Your Name] - Offer Discussion
Hi [Recruiter/Hiring Manager],
Thank you so much for the offer to join [Company] as a [Role]. I'm genuinely excited about the opportunity to [specific aspect of role].
I've taken some time to review the compensation package. Based on my research of market rates for [role] in [city], and considering my experience in [relevant skills/experience], I was hoping we could discuss adjusting the base salary to [target number].
I'm very motivated to join the team and want to find something that works for both of us. Would you be open to discussing this?
Best,
[Your Name]
When They Say No to Base
Subject: Re: [Your Name] - Offer Discussion
Hi [Recruiter],
I appreciate you looking into this and understand the constraints on base salary.
Would it be possible to explore other aspects of the package? Specifically, I'm wondering about:
- A signing bonus to bridge the gap
- Additional PTO days
- Flexibility on remote work
I'm committed to making this work and excited about the role.
Best,
[Your Name]
Common Mistakes to Avoid
| Mistake | Why It Hurts | Better Approach |
|---|---|---|
| Giving a range | They'll pick the bottom | State one number |
| Negotiating too early | No leverage yet | Wait for written offer |
| Accepting immediately | Leaves money on table | "I need 24-48 hours to review" |
| Using personal needs as justification | Not their problem | Focus on market value |
| Being confrontational | Damages relationship | Collaborative framing |
| Not negotiating at all | Biggest mistake | Always ask |
FAQ
Will they rescind my offer if I negotiate?
Almost never. In 15+ years of data, offer rescission from polite negotiation is extremely rare. Companies expect negotiation—it's a normal business practice.
How much should I ask for?
General rule: 10-20% above the initial offer. Where you land in that range depends on your leverage (competing offers, rare skills, etc.).
What if it's a "non-negotiable" offer?
Try anyway. "Non-negotiable" often means "we'd prefer not to negotiate." Even if base is fixed, signing bonus, PTO, or remote work might be flexible.
Should I negotiate at a startup?
Yes, but focus on equity more than base. Ask about: - Vesting schedule - Strike price - Preferred vs common shares - Dilution protection
Can I negotiate after accepting?
Technically yes, but it's risky and can damage trust. The time to negotiate is before you accept. Once you say yes, you've lost most leverage.
Key Takeaways
- 81% of offer negotiations succeed — The odds are in your favor
- Average increase is 18.83% — That's ~$19K on a $100K offer
- Combine market data + specific results + clear ask — 78% success rate
- Canadian culture favors collaboration — Frame it as problem-solving together
- Negotiate beyond base salary — PTO, signing bonus, remote work are all fair game
- Timing matters — 24-48 hours after offer is the golden window
The worst they can say is no—and you'll still have the original offer.
Related Articles: - Software Engineer Salary Canada 2026 - Canada Tech Interview Guide - PGWP Job Search Guide - Tech Resume Guide Canada - Browse All Open Positions
Sources: - Levels.fyi: Software Engineer Salary Canada - Robert Half: 2026 Canada Salary Guide - Interview Guys: Salary Negotiation Study Review - Reddit: Analysis of 500 Salary Negotiations - UCLA Anderson: Most Job Seekers Skip Negotiation - Talent.com: Software Engineer Salary Canada - Exponent: Tech Salary Negotiation Guide - IT Support Group: Salary Negotiation Strategies - Pew Research Center: Salary Negotiation Survey