If you’re graduating into today’s job market, you’ve probably heard the headlines: fewer entry-level roles, more competition and a wave of AI tools changing how work gets done. It’s a challenging time to be a new grad, but here’s the good news: your starting salary is still negotiable. That’s why learning how to negotiate salary as a new grad matters.
Even in a tough market, many employers build in room to negotiate for strong candidates, especially those who’ve done their research and can clearly explain the impact they’ll make on the job.
The goal isn’t to demand an unrealistic number; it’s to understand your market value, communicate it confidently and consider the full package, from salary and benefits to flexibility and learning opportunities. These salary negotiation tips for recent graduates will help you make a confident, informed case.
Tips for Negotiating Salary as a New Graduate
Do your salary research
Access the 2026 Salary Guide
Take time to review the average starting salary ranges for the position you’re considering. Robert Half’s latest Salary Guide and Salary Calculator can help you gauge what employers are paying for similar roles in your local market, including remote, hybrid and on-site options.Robert Half’s latest Salary Guide is a good starting point for your research. You can also use our Salary Calculator to help gauge the salary level you could potentially earn in your local market.
Many new graduates aren’t alone in feeling unsure about what to ask for. In a recent Robert Half survey, workers said their biggest challenges during salary negotiations include understanding what’s actually negotiable (41%), justifying a request above the stated range (36%), and knowing their true market value (29%). This is why grounding your negotiation in solid research, and preparing a clear, confident case for yourself, can make such a difference.
Examine company information, too
Conduct company research ahead of salary negotiations as well. Determine whether the firm recently had any significant staff reductions, for example. And, if possible, find out how long management has been looking to staff the position you’re seeking.
Look at recent news about the company, including any restructuring, AI or technology investments, or major growth plans. If the organization has been reducing staff or freezing hiring, your room to negotiate might be smaller. If they’re expanding into new markets or investing heavily in technology and innovation, they may be more flexible for the right candidate.
Benefits, perks and flexibility: Think beyond base pay
Most employers offer much more than a salary as part of a compensation package. For new grads, negotiating stronger benefits, such as healthcare coverage, tuition or certification support, an employer-sponsored retirement plan, student loan assistance or extra paid time off, can sometimes matter as much as a slightly higher paycheck.
And don’t forget about flexible work arrangements. In today’s market, flexible work arrangements and professional development are especially valuable. If an employer can’t move on salary, ask about hybrid or remote options or company-funded training and certifications.
Negotiate with concrete examples
Do you have previous work, internship, research or project experience? Think about what you actually delivered, how you saved time, improved a process, built something useful or helped a team hit a goal.
One way to organize this is through a value validation project (VVP): a brief document or slide that shows how you would tackle a real problem the company faces.
For example, you might:
Outline a recent project from an internship, class or club
Describe the steps you took and tools you used, including any AI tools, if relevant
Highlight the results in concrete terms like time saved, accuracy improved or engagement increased
Connect those results to what the role you’re applying for requires
When you explain this clearly in your salary negotiation, you’re not just asking for more money, you’re showing how you’ll help the employer get a return on their investment in you.
Be persuasive, not demanding
Don’t approach a salary negotiation with a list of demands. Your goal is to present a clear, confident case for why your skills and potential justify the number you’re requesting.
Think about how you’ll respond if the employer says no or counters with a different number. Focus on how you can help the team solve problems, learn quickly and grow in the role. When you stay calm, respectful and well-prepared, you’ll come across as someone they can trust with more responsibility over time, and that supports your case for a higher starting salary or better overall package.
Practice your salary negotiation script
After all the interview preparation you’ve done up to now, don’t skip the final step: practicing the negotiation itself. Rehearse your talking points with someone you trust, like a friend, mentor or career advisor, so you can get comfortable saying your target salary out loud and responding to potential questions or pushback.
This kind of low-stakes practice helps you refine your tone, strengthen your reasoning and work through any nerves before you’re in front of a hiring manager. The more natural the conversation feels, the more confident and compelling you’ll be when it counts.
Frequently asked questions about negotiating salary for college grads
What are tips for negotiating salary as a new graduate?
Research salary ranges for your role and location, choose a realistic number backed by data, and prepare a few strong examples that show your impact. Consider the full compensation package, not just base pay, and practice your delivery so you can make your case with confidence.
How can I prepare a strong value validation project (VVP) for salary negotiations?
Pick a relevant challenge the employer faces and outline a project where you solved something similar, highlighting your process, tools, and measurable results. Then clearly connect that impact to how you’d create value in the role you’re pursuing.
Should you negotiate the salary for your first job?
You can, and often should, negotiate your first salary, but the decision depends on the role and the market you’re entering. In a competitive climate, it’s important to take a close look at the position itself: the responsibilities you’ll take on, the skills required, the level of training involved and the potential for growth. This can help you determine whether there’s room to negotiate and what a realistic increase might look like. Most employers expect some conversation around compensation, but you’ll be most successful when your request is grounded in research, aligned with the scope of the job and delivered with flexibility.
Can you lose a job offer if you try to negotiate salary?
It’s uncommon for an employer to withdraw an offer simply because you negotiated professionally. Most organizations expect candidates to ask questions about compensation. Issues typically arise only when requests are far outside the reasonable range for the role or delivered in a way that feels inflexible or adversarial. When you base your ask on solid research and keep the conversation collaborative, negotiation is not only safe, it can demonstrate confidence and strong communication skills.
Ready to keep building your negotiation skills? Explore these resources for more guidance on navigating offers and compensation conversations:
When and How to Negotiate Salary With an Employer
How to Negotiate Salary During Your Job Search
How to Answer, ‘What's Your Expected Salary?’
What Happens After You Accept a Job Offer? 8 Things to Expect
How to Write Thank-You Emails After Interviews—With Examples
