Salary negotiation when changing jobs, a script you can use

The simplest rule: ask for it

Most people who get a job offer accept the first number. Harvard Business Review and several American studies have shown that 55 to 65 per cent never negotiate. In Norway the figure is probably similar, perhaps higher in the public sector, where fixed pay grades apply.

Employers know this. They rarely start with their best offer. So there is room built into the process, and whoever doesn't negotiate leaves that room unused.

The rule is simple: always negotiate. The worst that can happen is that they say "we have no more room, but the offer stands". You lose nothing. The best that can happen is 10 to 15 per cent more in annual salary, every year, until your next job change. Over a career, that is a lot of money.

When the negotiation actually starts

Not in the ad. Not in the first interview. Not in the second interview. It starts when the offer comes.

Before the offer: resist being pinned to a number. If the ad has a salary range, you are still not bound by it. If they ask "what do you expect?", answer with a range whose top is slightly above the top of the ad.

"Based on what I have seen in the market for similar roles, I am thinking somewhere between NOK 750,000 and 830,000, depending on the responsibility and the package. But I would like to hear more about the role before I land on a number."

That keeps you flexible, and signals that you know the market.

What the market actually pays

Norwegian salary statistics are available and fairly precise. Statistics Norway (SSB) publishes the average monthly salary for each occupational group (the NAV/SSB overview of "Salaries for employees by occupation"). The trade unions add their own figures:

• Tekna publishes annual salary statistics for engineers and scientists with master's degrees.
• NITO for engineers with bachelor's degrees.
• Finansforbundet for finance.
• Negotia for office and administration.
• Juristforbundet for lawyers.

For technology roles, Glassdoor, levels.fyi and Kode24's annual Koderlønn survey give concrete figures. Credit also goes to the people in your network in the same role, they are the best source of data.

Create three data points before you negotiate:

• Low: the lower quartile for the role, your level of experience and your region.
• Median: the average market rate.
• High: the upper quartile, for candidates with strong results.

Aim between the median and the high point when you negotiate, unless you are completely junior.

Your reaction when the offer comes

The recruiter calls. Says the number. The deadline for answering. You want time.

"Thank you very much, I really appreciate it. I would like to think it over and get back to you. Can we aim for an answer from me by Friday?"

Never say "yes, that's fantastic" on the phone. Never say "no, that's too little". Just receive it and ask for time.

24 to 48 hours is normal. Longer is OK if you explain why (waiting for feedback from elsewhere, a discussion with your partner, a holiday). No serious employer expects an immediate yes.

The phrasing that opens the negotiation

Call back, preferably the next day. Don't send an email as your first move, it cools things down too much.

"Hi Mari. Thank you again for the offer, I am very interested, and I have more or less made up my mind. But I would like to have one round on salary first. Based on the SSB statistics and conversations with a couple of people in similar roles, I am used to seeing this level between NOK 820,000 and 860,000. Can we talk about that?"

Several things happen in this phrasing:

1. You confirm your interest. Don't pretend you are considering saying no if you aren't.
2. You give one reason (market data), not a long list.
3. You name your numbers, but open a conversation instead of making a demand.
4. You ask permission, which keeps the tone collaborative.

Typical counter-arguments and what to answer

"That is our maximum for this position."

"I understand. What would the position need to include to make it a senior role at a similar salary level? Is there a way to upgrade the role?"

"It is in line with others in the same position."

"I understand internal fairness. Could we look at a signing bonus instead, or a defined salary step-up at 6 months?"

"We don't pay top of the market, but the culture makes up for it."

"I appreciate that, and it is a big part of why I want to join. But I still need the base salary to keep up with the market. Could we land on NOK 790,000 instead of 820,000, and then review it after 6 months based on how it goes?"

"We have a fixed pay grade structure." (public sector)

"OK. Could we look instead at which pay grade I start on, and which competence supplements I qualify for?"

Negotiate the package, not just the salary

Total compensation is more than your monthly salary. The package includes:

• Pension above the legal minimum (2 per cent is the minimum, many offer 5 to 7 per cent).
• Insurance: health, disability, travel.
• Home office compensation or home office equipment.
• Holiday days beyond the 25 required by law.
• A budget for courses and conferences, often NOK 15,000 to 40,000 a year.
• A signing bonus, NOK 10,000 to 100,000 is common in the private sector.
• Share options in start-ups.
• A company car or a monthly allowance if relevant.
• Mobile phone and broadband coverage.

If the base salary is locked, negotiate these. A signing bonus of NOK 50,000 in the first year is real money, and it doesn't break internal pay structures.

What not to argue with

• "I have a big mortgage." Not their problem.
• "I have two small children." Irrelevant, and it can be misunderstood.
• "I can get more elsewhere" (a bluff). It gets found out or ignored.
• "I am worth it." Vague, and they decide what you are worth.
• "It's unfair." Emotional, not data-driven.

Always argue with:

• Market data (SSB, trade unions).
• The concrete experience and results you bring.
• What comparable roles at competitors pay.
• Other real offers you have, if that is true.

When the negotiation is over

They have stretched. You have landed on a number and a package you can live with.

Before you say yes:

1. Ask for the updated offer in writing.
2. Read the draft contract. Check the notice period, probation period, bonus terms, non-compete clause and holiday pay.
3. Everything verbal goes into the contract. "We'll talk about salary after 6 months" should be in the document. If they are reluctant, that is a red flag.
4. Only sign when it is right.

Only hand in your notice to your current employer after you have signed the contract. Never before.

The most common mistakes

Negotiating with the wrong person. The recruiter is often an intermediary, not the decision-maker on salary. Ask who can confirm, and whether you can have a quick conversation.

Answering immediately. Even if you want to accept, ask for 24 hours. It keeps the dynamic respectful.

Negotiating by text message or chat. Tone gets lost. Use the phone or a Teams meeting.

Losing your confidence halfway through. They are not trying to be mean. They are doing the negotiating part of their own job. Stay focused on numbers and arguments, not feelings.

Forgetting that you can always walk away. If the negotiation turns aggressive or unfair, reconsider whether this is the company for you. A company that doesn't negotiate respectfully rarely does anything else more respectfully either.

After you are hired

The negotiation doesn't end when you sign. Every year, most Norwegian workplaces have some form of wage settlement, central or local.

Prepare the same exercise: market data, concrete results from the past year, and a clear target you want to reach. Your salary growth over your career is the sum of all these small negotiations, plus the big ones when you change jobs.

Negotiating calmly isn't aggressive. It is grown-up. And it is expected.