<prompt> Human: Background: Im a semi-high level employee at a large multi-national company. We have about 12k employees in 10 countries. My direct team is around 150 employees with salaries ranging from 40k-350k. Im part of negotiating the starting salaries, annual raises, and ad-hoc raises for everyone on the team. I thought that I could share some insight that could potentially help some of you in the future. Starting SalaryNew Employee: We start the employee interview process with a screening call between HR and the potential employee. One of the questions we always ask in that call is what their current salary is and what their expectations are. This is an important question to answer right, so be prepared whenever you have an upcoming interview. For most jobs we have a set range we are typically looking to pay, but it has a bit of variability. For example a manager salary would be between 80k-120k. When we ask people about their expectations we want to make sure their expectations are within range, but also use that as a baseline for what our job offer will be. The trick here is you want to say your current salary is high enough to be of value in future negotiations, but not excessive or outside of range. If I get a strong candidate with a current salary of 150k and my budget is 80k-120k, Ill usually just write it off as not a good fit right out of the gate. If their current salary is 80 and they are a strong fit, Ill start with a job offer around 85k to give them a little bump in pay and maybe a sign on bonus. Take away items: Research what the job should pay. There are good resources out there from glassdoor, robert half, and others. Do a little googling. Depending on the HR person you are talking to on the screening call you can also just ask what the range for the job is. My company doesnt ask for pay stubs to support previous salaries but I know some do, so be careful if you lie about your current salary Once you receive an offer, you can always ask for more but know that you may get shot down or lose the job. In most cases if people ask for more money after we offer them a job the answer will be a yes or a no. If we want to hire you its fair to ask. The exception is someone who is already on the fence. If we maybe want to hire for someone for 100k and need to fill the position but they ask for 120k, we will likely walk away and pull back our offer. As in all cases good to know how bad they want you, and where your offer is with respect to the range they can offer. Negotiating a salary increase: As I said before, my team is about 150 people. So we typically have an employee requesting a salary increase every couple of months. First and foremost, if you want a salary increase you will almost always have to ask for it. I can count on one hand the number of times we have proactively given someone a salary adjustment without them raising the issue first. Occasionally a rock star performer will have an extremely low salary so we will proactively fix it, but thats the exception not the rule. Secondly, before you ask for a salary increase its good to have a valid self assessment of your value to the company. Our annual review processes have ratings from 1-5. 1 is the best and 5 is likely to get fired soon. We really only consider salary increases for people rated as a 1 or a 2. Maybe a 3 here and there but not likely. Its also good to know how hard it will be to fill your role, but note that most people think they are much more valuable than they really are. Timing: the best time to discuss a raise is during a 1:1 with your leader when discussing performance and your career plans. This is especially true if you are receiving a strong review mid year update. If you storm into someones office and demand a raise it gets you off on the wrong foot. Leverage: as in any negotiation its good to have leverage. If you are strongly valued and underpaid you can take a somewhat mild approach of discussing your salary relative to your peer group or other jobs at similar companies. If you are less valued, you might have to threaten to leave. The challenge with that strategy is that it only works if you are wiling to leave. Thats about all I can think of for now, but Ill update as I think of more.  <response>: And further, the constant i accepted an offer, but .. i was given a raise but found out how much a coworker makes now i want more .. my raise was 4 but i want 10 and so on and on and on questions really should not be in this Sub.. Most of them belong in rpsychology , many of them belong in remployment , the rest belong in rregret or rfearandloathing 