Global Salary Negotiation Checklist

Build a data-backed negotiation strategy for cross-border offers. Quantify net pay, compare locations, and ask the right questions before you accept.

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1. Start with take-home pay, not the sticker salary

Base pay headlines almost every job offer, yet it says nothing about the money you will actually keep. Run the role’s headline salary through the relevant city calculator to quantify income tax, social contributions, and local deductions. Convert to monthly or biweekly numbers so you can track real spending power. If the role offers variable compensation (bonus, RSUs, overtime), model best- and worst-case scenarios to establish your negotiation guardrails.

Compare the resulting net pay with your current destination or alternative offers. Focus on what changes in your pocket after tax, not just what is added before it. International candidates often discover that a 10 % headline increase in Country A can result in lower take-home pay than staying in Country B once social insurance or pension contributions are applied.

2. Layer in cost-of-living benchmarks

Taxes are only half the picture. Use publicly available indexes or internal relocation benchmarks to estimate housing, transportation, groceries, and healthcare in the destination city. If the company provides allowances or relocation stipends, separate them from the base salary conversation so you can negotiate both levers independently.

A structured comparison table works well: list your current location, the proposed city, and any alternatives. For each, include monthly net pay, estimated cost of living, employer-covered benefits, and savings potential. Presenting data in this format signals professionalism and gives hiring managers a clear view of the gaps you want to bridge.

3. Ask targeted questions before the final round

Once you understand the financial reality, schedule a compensation calibration call. Prepare questions that clarify tax treatment, legal setup, and salary progression. Examples include whether the company offers tax equalisation, how employer pension matches are handled for remote contracts, and which currency is used for payroll. Document these answers so both parties can reference them during the negotiation.

Close the conversation with a data-backed counter proposal. Reference the net pay models you prepared, quantify the gap that remains, and suggest combinations of base pay, bonus, or benefits that solve it. When you demonstrate mastery of the numbers, compensation teams are far more likely to secure approvals on your behalf.

Next steps

  • Model offers with the hourly wage calculator to translate annual pay to time-based rates.
  • Explore city-specific net pay by visiting the country directory.
  • Document answers in a shared sheet so stakeholders stay aligned throughout the negotiation.