1. Know the range in advance. High-ball the range, over the top, and come down to near the maximum (or, ideally, if you have an idea of the median vs. the max

1. Know the range in advance. High-ball the range, over the top, and come down to near the maximum (or, ideally, if you have an idea of the median vs. the maximum, somewhere between that). Why? Because at least it gives some 'win' to the other side. But avoid looking weak. Take something extra "Wait, we've not spoken about other things, about holidays. Oh, 20 days, I was expecting 15. That's nice." etc on all of the other parts of the deal, then when it comes back to the salary come down a bit, but you've stopped yourself looking weak. Frankly, HR people should know this strategy, but if you execute it well they'll often be genuinely surprised it was deliberate. 2. Write your expectation on a piece of paper face-down. HR do the same (or, they put the salary range, or if they don't like to disclose the salary range, because they don't, the maximum paid employee and the minimum, or average +- X0%). 3. Have some objective criteria in your contract. You perform A for X. If you also do B you get Y. This is agreed in advance, before the annual performance review (so it isn't a point for later negotiation). 4. Who knocks the door? If you're applying for the job having seen an advert, you're knowing the door and they'll ask you first. If they knock your door, perhaps by seeing a CV on a jobs website, or a recommendation you're unaware of, or a headhunter, you have every right to ask them first. It is an indication your role or skill is in short supply.