Remote roles often have different pay bands than in-office ones. Some companies pay by location; others pay the same regardless of where you live. Knowing the landscape and how to talk about it puts you in a stronger position.
Do Your Research First
- Check salary data for your role and level: levels.fyi, Glassdoor, Payscale, and industry surveys.
- Note whether the company has published a pay band or "location-based" policy. Some list this in the job post or on their careers page.
- Factor in benefits: health, PTO, equity, stipends for home office or co-working. Total comp matters.
When the Number Comes Up
- If they ask for your expectations early, give a range based on research: "Based on my experience and the market, I'm looking in the range of X to Y." Anchor on the higher end of what's realistic.
- If they make an offer first, don't say yes on the spot. "Thank you, I'd like to review and follow up in a day or two."
How to Counter (Without Burning Bridges)
- Be specific: "I was hoping for X given my experience with [relevant skill]. Is there room to get closer to that?"
- Tie it to value: "I'll be owning [scope], and I've seen similar roles at Y. Could we explore Z?"
- If base is fixed, ask about sign-on, equity, PTO, or stipends. "If the base is firm, could we discuss a one-time sign-on or home office allowance?"
Location and Remote Pay
- Some firms reduce pay if you move to a lower cost-of-living area. Ask: "How does compensation work if I relocate?"
- If you're in a high-cost area and they pay "globally," you may have leverage. If they pay by location and you're in a lower-cost region, focus on role level and responsibilities.
You don't have to be aggressive to negotiate. You have to be prepared, polite, and clear.