Your complete guide to salary negotiation

Key takeaways for salary negotiation

Whether you are interviewing for a new role, asking for a pay rise, moving from permanent to contract, or trying to answer the dreaded “What are your salary expectations?” question, salary negotiation and even just talking about your salary can feel awkward.

It does not need to.

Good salary negotiation is not about being pushy, arrogant or becoming the loudest person in the room. It is about preparation, market data, clear communication and knowing what you are prepared to accept before someone puts a number in front of you.

This guide is for Australian job seekers working in marketing, creative, design and technology roles who want to negotiate their salary with more confidence and less stomach-churning guesswork.

When does salary negotiation happen?

Why salary negotiation matters

Start with salary research, not guesswork

Before you negotiate anything, get clear on what similar roles are paying.

Aquent’s Compare My Salary tool lets marketing, creative, design and tech professionals in Australia anonymously compare their salary in real time. It is built to give individuals clearer visibility of what similar roles are paying across areas such as Marketing and Communications, Creative Design, Human-Centred Design, Data and Analytics, Product, Project and Program Management, Production and Studio Management, and Web, App and Software Development.

It is anonymous, current and useful before you walk into a salary conversation.

Aquent's 2026 Australian Salary Guide is available as a free download. The guide analysed 5,404 salaries and reports base salary only, excluding superannuation and bonuses.

That last bit is important. In Australia, salary conversations can get messy quickly if one person is talking about base salary and the other is talking about total package.

Always clarify whether the number being discussed is:

• Base salary excluding super
• Base salary plus super
• Total package including super
• Contract rate
• Day rate

Know your value before you name your number

Market data is useful, but it is only one part of the picture. Your value also depends on what you bring to the role and the outcomes you can deliver.

Before you negotiate, write down:

• Your current responsibilities
• The scope of the role you are applying for or already doing
• Your specialist skills
• Tools, platforms and technologies you know well
• Projects you have delivered
• Commercial impact, where you can show it
• Stakeholder complexity
• Team leadership or mentoring responsibilities
• Any extra duties you have taken on
• Industry or category knowledge
• Results you can point to with confidence

This is not about creating a giant brag document no one wants to read. It is about building a clear case with substance when the money conversation comes up.

If you can connect your salary request to market data, role scope and business impact, you will sound far more credible than someone who simply says, “I was hoping for more.”

How to set your salary range

A salary range is usually stronger than one fixed number.

It gives you room to negotiate, allows for differences in role scope and helps keep the conversation open. The trick is making sure the bottom of your range is still a number you would genuinely consider.

A sensible salary range should take into account:

• Current market rates for similar roles
• Your level of experience
• Your technical, creative, strategic or commercial skills
• The role's responsibilities
• Whether the role is permanent, contract or freelance
• Location and flexibility
• Team size and leadership expectations
• The full package
• Your walk-away point

Don't set your range by starting with the lowest number you think the employer will tolerate. That is not a strategy. You'll be starting on the back foot immediately.

Instead, use market data to identify a realistic range, then position yourself within it based on your experience and the role scope.

How to answer “What are your salary expectations?”

The best answer is calm, clear and backed by context.

Try this:

“Based on my experience, the role scope and current market rates for similar roles, I’m looking for a base salary in the range of $X to $Y, excluding super. I’m open to discussing the full package once I understand more about the responsibilities, expectations and benefits.”

This answer works because it does not sound defensive. It shows you have done your research and gives the hiring manager something practical to work with.

It also keeps the door open, which matters. You may discover the role is broader than first described. Or the base salary may be lower than ideal, but the package, flexibility or progression pathway may change how you assess it.

What to say if you want the employer to share the salary range first

Sometimes it is too early to give a number. The job ad may be vague, the title may not match the responsibilities, or you may need more context before you can answer properly.

Try this:

“I’m open to discussing salary, but I’d like to understand the role scope a little more before landing on a number. Could you share the salary range or budget you’ve set for the position?”

Or:

“I’m flexible for the right opportunity, but I want to make sure expectations are aligned. What range has been budgeted for this role?”

The tone matters. Ask calmly and constructively. You are not refusing to answer. You are asking for the information needed to have a useful conversation.

If the interviewer does not share the budget and keeps pushing, it is usually better to give a researched range than keep dodging.

Try this:

“Based on what I know so far, I’d be looking around $X to $Y base, excluding super. If the role scope is broader than discussed, I’d want to revisit that range.”

What to say if a recruiter asks about salary expectations

Be open with recruiters.

A good recruiter can help you understand market rates, sense-check your expectations and negotiate on your behalf. But they can only do that properly if they know what you want, what you would consider and what would make the move worthwhile.

Try this:

“My target range is $X to $Y base, depending on the role scope, flexibility and package. I’d appreciate your view on whether that aligns with the current market.”

Or:

“I’m currently on $X, but I’m targeting $Y for my next move based on the level of responsibility I’m looking for. I’m open to your advice on how that sits in market.”

That last part matters. Recruiters see a lot of roles, salary ranges and employer expectations. Use that knowledge. That is the point.

Salary negotiation after receiving a job offer

A job offer is not the end of the conversation. It is often the best time for salary negotiation.

The employer has decided they want you. That gives you a clear opening to discuss whether the offer aligns with the role's scope and your market value.

First, thank them. Then be specific.

Try this:

“Thank you for the offer. I’m really interested in the role and excited about the opportunity. Based on the scope of the position, my experience and current market data, I was hoping for something closer to $X. Is there flexibility in the offer?”

Or:

“I appreciate the offer. I’d like to discuss the salary component, as the role scope appears to sit closer to $X based on comparable roles. Is there room to review the base salary?”

Keep it calm. Keep it grounded. Don’t over-explain. Don’t apologise for asking.

Then stop talking.

“A pause in a salary negotiation can feel uncomfortable, but filling the silence with nervous discounts is how people negotiate against themselves. Say your piece, then give the other person room to respond.”

How to negotiate a pay rise in your current role

Negotiating a pay rise is slightly different from negotiating a new job offer. You are not only talking about your market value. You are also talking about the value you have already delivered.

Before the meeting, prepare your evidence:

• Projects delivered
• Campaign performance
• Revenue impact
• Cost savings
• Efficiency improvements
• Stakeholder feedback
• New responsibilities
• Leadership or mentoring
• Skills developed
• Systems, processes or tools improved
• Goals or targets achieved

Then book a proper conversation. Do not ambush your manager between meetings or drop it casually into a Friday afternoon chat when everyone’s brain has already left the building.

Try this:

“I’d like to set up time to discuss my salary in line with the scope of my role, the outcomes I’ve delivered and current market rates. I’ll share some notes ahead of the meeting so we can have a useful conversation.”

In the meeting, you could say:

“Over the past year, I’ve taken on [responsibility], delivered [outcome] and contributed to [impact]. Based on the current scope of my role and market rates for similar positions, I’d like to discuss moving my base salary to $X.”

If the answer is no, do not leave with vague encouragement.

Ask:

“I understand. Can we agree on the specific outcomes or milestones needed to review this again, and set a date for that conversation?”

A “maybe later” without a date is not a plan. It is a polite way to ensure the conversation does not happen again anytime soon.

What else can you negotiate besides salary?

Base salary is important. But if an employer cannot meet your ideal number, there may be other parts of the package worth discussing.

Depending on the role, you may be able to negotiate:

• Flexible work arrangements
• Remote work days
• A sign-on bonus
• Performance bonus
• Additional annual leave
• Professional development budget
• Paid training or certifications
• Conference attendance
• Clear salary review timing
• Earlier progression review
• Job title
• Contract length
• Freelance or contract rate
• Equipment or home office support

Before any negotiation, know which of these genuinely matter to you

Do not trade salary for benefits you do not value. A learning budget is fantastic if you will use it. A vague promise of future growth is not the same as a written review date. A table tennis table is furniture, not remuneration.

What not to say in a salary negotiation

Some lines make salary conversations harder than they need to be.

Avoid saying the following:

“I’ll take anything.”
Even if you really want the role, this can make you sound unsure of your value.

“What’s the most you can offer?”
It sounds bold, but it does not give the conversation much structure.

“My current salary is low, so anything higher is fine.”
Your next salary should be based on the role, your skills and the market, not just what you have previously been paid.

“I need more money because my costs have gone up.”
Completely understandable. Also not the strongest negotiation case. Focus on role scope, performance, skills and market value.

Avoid giving a number with no context: “$120,000.”
That may be a fair number, but without context it is weaker. Anchor your number in the role scope and market data.

Should you disclose your current salary?

You don’t need to make your current salary the centre of the conversation.

Your current pay may not reflect your market value, especially if you have been underpaid, promoted without a proper increase, had your responsibilities change, or developed new skills quickly.

A better approach is to focus on the salary range you are seeking.

Try this:

“Rather than focusing only on my current salary, I’m looking at the market rate for this role and the value I can bring. Based on that, I’m targeting $X to $Y base.”

If you are comfortable sharing your current salary with a recruiter, that can be useful. With an employer, you can redirect the conversation to expectations and market value.

Should you include salary expectations in a job application?

If the salary field is optional, you can leave it blank or write “open to discussion”.

If a number is required, use a researched range and be clear whether it is the base salary or the total package.

For example:

“Based on the role scope and current market rates, my salary expectation is in the range of $X to $Y base, excluding super. I’m open to discussing the full package.”

Do not put in a low number just to get through the application. You may be starting the entire conversation too low.

How market trends should shape your negotiation

Salary expectations should move with the market, not your memory of what a role paid three years ago.

Aquent’s 2026 Australian Salary Guide shows that pay growth is uneven across disciplines. Data and Analytics recorded the strongest average salary increase year-on-year across the guide’s areas of expertise, while Creative Design and Human-Centred Design recorded slower growth than the overall average.

The guide also notes that salary growth is increasingly concentrated in high-leverage skills across Technology, Data and Analytics, Service Design, and Marketing, particularly in roles that drive efficiency, revenue, or risk reduction.

For job seekers, the message is clear: your salary negotiation should reflect your skill stack.

That means looking beyond your job title and being ready to explain the combination of skills you bring. For example:

• A marketer with performance, analytics, commercial skills and AI orchestration.
• A designer who can connect product thinking, systems and stakeholder influence.
• A developer who understands user experience and business priorities.
• A strategist who can translate data into decisions.
• A producer who can manage complexity, timelines and commercial pressure.

Employers are increasingly interested in what you can deliver, not just what your title says. Make that value visible.

Salary negotiation scripts for common situations

When you know your salary range

“I’m looking for a base salary between $X and $Y, excluding super, based on the role scope, my experience and current market data. I’m open to discussing the full package.”

When you want the employer to share the range first

“I’m open to discussing salary, but it would be helpful to understand the range budgeted for the role so we can make sure we’re aligned. Could you share what you had in mind?”

When the role scope is unclear

“I’d like to understand the responsibilities, team structure and expectations before giving a firm number. From what we’ve discussed so far, I’d expect the range to sit around $X to $Y base.”

When a recruiter asks what you want

“My target range is $X to $Y base, depending on the role scope, flexibility and package. I’d appreciate your view on whether that aligns with the current market.”

When the offer is lower than expected

“Thank you for the offer. I’m excited about the opportunity. Based on the scope and comparable market rates, I was hoping for something closer to $X. Is there flexibility to review the base salary?”

When the employer cannot increase the salary

“I understand. If the base salary is fixed, could we look at other parts of the package, such as a review date, flexibility, professional development budget or additional leave?”

When you want a pay rise in your current role

“I’d like to discuss my salary in line with the scope of my role, the outcomes I’ve delivered and current market rates. Based on that, I’d like to discuss moving my base salary to $X.”

When the answer is no

“Thanks for explaining. Can we agree on the specific outcomes needed to revisit this, and lock in a date for that review?”

Salary negotiation checklist

Before your next salary conversation, make sure you know:

• What similar roles are paying in Australia
• Whether your number is base salary or total package
• Your ideal number
• Your realistic range
• Your walk-away point
• Your strongest evidence of value
• What benefits you would consider instead of salary
• What benefits you would not trade for
• How you will answer “What are your salary expectations?”
• What you will say if the first answer is no

Preparation is not overkill. It is what stops you from panicking and blurting out a number that haunts you later.

Frequently asked questions about salary negotiation

How do I negotiate my salary in Australia?

Start by researching current market rates for similar roles, then prepare evidence of your skills, experience and impact. When discussing salary, use a clear range, clarify whether you are referring to base salary or total compensation, and connect your request to the role's scope and market data.

What is the best answer to “What are your salary expectations?”

A strong answer gives a researched salary range and leaves room to discuss the full package. For example: “Based on my experience, the role scope and current market rates, I’m looking for a base salary in the range of $X to $Y, excluding super.”

Should I give a salary range or one number?

A range is usually better because it gives you room to negotiate. Make sure the bottom of your range is still a number you would genuinely consider.

Can I ask the employer for their salary range first?

Yes. You can ask what range has been budgeted for the role. Keep the tone constructive and explain that you want to make sure expectations are aligned.

Should salary expectations include Superannuation?

Always clarify. In Australia, salary may be discussed as base salary excluding super, base plus super, or total package including super. Say exactly which one you mean.

What if the employer says the salary is fixed?

Ask whether other parts of the package are flexible. You may be able to negotiate a review date, a bonus, flexibility, annual leave, a professional development budget, or other benefits.

What if my salary negotiation is rejected?

Stay professional and ask for feedback. If it is your current employer, agree on specific milestones and a review date. If it is a job offer, decide whether the full package still works for you or whether it is better to walk away.

How can I find out what my role should pay?

Use current salary data, salary guides, recruiter advice and real-time comparison tools. Aquent’s Compare My Salary tool lets Australian marketing, creative, design and tech professionals anonymously compare their salary against similar roles.

Salary negotiation is a career skill

You do not need to love salary negotiation. Most people do not. But you do need to know how to handle it.

The strongest negotiators are not always the most confident people in the room. They are the most prepared. They understand the market, know their value, communicate clearly and stay calm when money comes up.

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