Software Engineer Salary Negotiation: How to Get 20%+ More
Tech compensation is uniquely negotiable. Unlike most industries, engineers have data, leverage, and demand on their side. Here is how to use all three.
Key data point
The median software engineer who negotiates gets 10–20% more than the initial offer. At FAANG companies, first offers are routinely 15–40% below the maximum budget.
Step 1: Know the real numbers
Most engineers are paid below their market rate simply because they never researched it. Use these sources:
Levels.fyi →
The gold standard for total compensation (base + bonus + equity) at tech companies. Filter by company, level, and location.
Glassdoor →
Good for mid-market and non-FAANG salaries. Check both base salary and total comp.
LinkedIn Salary →
Useful for cross-industry comparisons. Shows percentiles by years of experience.
Blind →
Anonymous community where engineers share exact compensation packages.
Step 2: Build your case
Software engineers have the most leverage of any professional. Here is how to use each type:
📊 Market data
Print out 3–5 Levels.fyi data points for your role, level, and city. Present these as facts, not feelings. "The market for a Senior SWE in Amsterdam is €85,000–€105,000. I'm currently at €78,000."
🏆 Competing offers (most powerful)
Even if you don't plan to leave, interviewing and getting an offer is the strongest leverage possible. A real offer number forces a real conversation.
💡 Impact metrics
Quantify your work: "I led the migration that reduced cloud costs by €40,000/year" or "My features increased user retention by 12%".
📈 Scope creep
If your responsibilities have expanded since your last raise, document exactly what you've taken on. This is the most underused argument.
Step 3: The negotiation email
For software engineers, the market-rate variant letter is usually the most effective. Lead with data, frame it factually, and avoid emotional appeals. Your letter should answer: why does the market say you're worth more?
Generate your software engineer letter
Use Variant B (Market rate) for the strongest data-driven case. Free, personalized, ready in 30 seconds.
Generate my letter →Salary data by level (2026)
| Level | Europe (base) | USA (base) | UK (base) |
|---|---|---|---|
| Junior / L3 | €45,000–65,000 | $110,000–140,000 | £45,000–65,000 |
| Mid / L4 | €65,000–85,000 | $140,000–180,000 | £65,000–90,000 |
| Senior / L5 | €85,000–110,000 | $180,000–240,000 | £85,000–120,000 |
| Staff / L6 | €110,000–145,000 | $230,000–320,000 | £115,000–160,000 |
| Principal / L7 | €140,000–185,000 | $300,000–450,000+ | £150,000–200,000 |
Source: Levels.fyi, Glassdoor, LinkedIn Salary (2026 estimates). Total comp including equity can be 50–100% higher at top-tier companies.