5 tips for negotiating rates as a development professional

Navigating a salary negotiation can be one of the most delicate stages of the hiring process — where confidence, foresight, and diplomacy are all important. In our most recent Devex career event, we spoke with Roberto Amorosino, a career coach and former senior recruiter with the World Bank, on how professionals can best navigate the process with clarity. Drawing from his own coaching experience helping candidates negotiate offers, Amorosino emphasized the importance of framing discussions in a way that benefits both the candidate and the employer. It’s about ensuring everyone is happy — which means that flexibility and clear communication are key to securing a fair offer while starting the relationship on a positive note. Amorosino broke down the process into three key points: how salaries are calculated, when to engage in salary discussions, and the best approach for negotiating a higher salary. He offered a handful of things to keep in mind. Clearly state your experience Salary proposals are based on both factors you can influence and those beyond your control, Amorosino explained. “Most of the time, there are aspects we are aware of and maybe even control, and there are others we’re not fully aware of and cannot control,” he said. One controllable factor is ensuring your relevant experience is clearly documented. “A good organization should definitely value and count our relevant experience," Amorosino said. He emphasized that applicants need to be meticulous in presenting their experience on their CV, ensuring every job and role is counted, including part-time positions or what might even be seemingly irrelevant work from a long time ago — everything counts. Likewise, it’s important to explain how a previous role is relevant. “Sometimes the job title doesn't tell the full story. If I am an intern, it doesn't help demonstrate the relevance of the experience,” Amorosino explained. So don’t assume a potential employer will know the scope and relevance of your experience. Lay it out, and set yourself up for success. Do your homework Make sure to research the organization's salary structure. Amorosino noted that many companies have publicly available salary scales. These can show a wide gap between the minimum and maximum. However, for new hires, “you will probably get an offer between the minimum and the midpoint,” he said, explaining that the wider range is typically reserved for internal growth and promotions over time. Internal equity can also affect your offer, he also pointed out. Amorosino advised doing some research into how the company or industry typically determines salaries to gain better insight. "There’s an assessment of internal equity in the team, in the unit, in the division, to ensure the correct balance and the current entry salary is produced," Amorosino said. This information might be available on the website, he said, so there was value in doing some extra research. However, sometimes there are limits to the salary boundaries of a position and even if a manager wants to offer more, internal equity or company rules can prevent it, Amorosino said. This is why it’s helpful to know and work within those boundaries to achieve a fair outcome. Wait for the right moment When should you have a salary conversation? “The best time, no doubt, to have a discussion about the salary proposal is after the appointment letter has been sent,” Amorosino said. He strongly advised against discussing salary prematurely, such as during the interview process, when you don’t yet have the full picture of the compensation package. Once the offer is formalized, you can see all aspects of the package — including benefits, terms and conditions — and approach negotiations from a position of knowledge. “The salary may be a number, but of course, the compensation package may be broader,” Amorosino said. In most cases, companies are also simply unlikely to negotiate salary upfront, Amorosino explained. If you ask whether salary can be negotiated early on, the typical answer will be “no,” he said. So it’s best to not even ask if negotiation is possible. Wait until you’ve received the full offer, then request a salary review based on the complete details. Amorosino also emphasized that negotiations happen when both the candidate and the organization have already invested significant time and resources — but that doesn’t necessarily give the candidate an upper hand. They may have other very strong candidates. “We don’t want to go in the direction of being seen as a problem,” he said. “We want to start off right.” For instance, offering something in return, like flexibility with a start date, can demonstrate goodwill and could strengthen one’s position. And it’s important to offer this negotiation in the same message where you ask to review the salary, Amorosino advised. Position yourself during the conversation Speak to what you bring, or can bring, to the position. “The best possible request is the one based not on personal or career growth … but on the position,” said Amorosino. This means centering on elements connected to the job — responsibilities, qualifications, or the interview discussion, rather than your personal needs or expectations. For instance, if the job description lists five years of experience but you have 12, that’s a point worth raising. "I’m a bit more senior or qualified than the job description suggests, and I don’t see the salary reflecting that,” is a way you can approach it, he said. When it comes to negotiating, offering a salary range can be effective, Amorosino said — but be mindful of the range you give. For example, if you propose a range, say between 101 and 110, and the initial offer was 95, the best-case scenario might be 100, he explained. So be prepared to accept the lower end of your proposed range. Other things to consider Additional things to keep in mind include respecting the initial point of contact, even if that person isn't the decision-maker. “I would always respect whoever sends me the message, even if I know this person is not going to be the decision-maker,” he explained. Rather than bypassing them to contact a higher-up, Amorosino advised responding to that individual and asking who to speak with if you have specific questions about the offer. He also mentioned other factors to consider that might lead you to reconsider negotiating. For example, if you’re being considered for a consultancy position, remember that “many organizations value consulting experience before considering candidates for staff positions,” he said. Later on, consultants can become strong candidates for better-paid opportunities. In some cases, it may not be the best strategy to ask for a higher salary immediately. “So you need to value everything,” he added. And then, sometimes, it might make sense to accept a lower salary because you have an action plan for developing yourself within the organization — and it’s a matter of taking it from there once you’ve joined, Amorosiono said.