Top 10 Salary Negotiation Secrets for Latinas in Tech
Most companies expect you to negotiate, yet too many Latinas don’t. The result? A lifetime of being underpaid.
The gender pay gap is already stacked against us. Latinas earn 51 cents for every dollar earned by white, non-Hispanic men. That’s not just unfair; it’s financial theft. We’re literally being robbed. The best way to fight back? Master salary negotiation.
If you think negotiating is risky, it’s time to reframe the narrative: Not negotiating is riskier. Over time, even a $10K difference in starting salary can cost you hundreds of thousands of dollars in lost earnings.
This guide breaks down 10 salary negotiation secrets to help you secure the highest possible offer, negotiate with confidence, and never leave money on the table again.
Should You Always Negotiate Salary?
Yes. Always.
Your first offer is never their best offer. Every offer you receive has room for negotiation because companies expect it. If they’ve decided you’re the right person for the job, they already have a budget to hire you. The first number they give you? It’s not their best number.
If a company pulls an offer because you asked for more, that wasn’t the right company for you anyway. Good employers want employees who know their value.
Think about it this way:
Companies rarely start with the highest salary they can offer.
If they give you an offer, it means they want you—which means you have leverage.
The worst they can say is no—but most of the time, they’ll counter.
Not negotiating doesn’t just cost you money today, it impacts your entire career. Even a small pay gap at the start of your career snowballs into hundreds of thousands of dollars in lost income over time.
Now that you know why negotiating is a non-negotiable, let’s get into the 10 salary negotiation strategies every Latina in tech should know.
1. Salary Negotiation Starts Before the Interview
If you wait until the job offer to start thinking about salary, you’re already behind.
How you position yourself before the interview—on LinkedIn, GitHub, your portfolio, and even in recruiter conversations—sets your value early. If you present yourself as a high-value candidate, companies will offer you more from the start.
What You Need to Do Before Salary Negotiation Even Starts
Optimize Your LinkedIn Profile: Recruiters are actively searching for talent every day, and if your LinkedIn doesn’t clearly show your expertise, you’re already at a disadvantage. Use measurable achievements in your job descriptions instead of vague responsibilities.
Engage With Recruiters Early: When recruiters reach out, don’t be afraid to ask for the salary range upfront. If it’s way below what you’re looking for, you don’t need to waste your time.
Know Your Market Value: Use Levels.fyi, Blind, Fishbowl, and salary-sharing groups to get insight on what others in your role and experience level are making. The more data you have, the better positioned you are to negotiate.
The way you present yourself matters. Make them chase you, not the other way around.
2. Your First Salary Offer Is a Starting Point, Not a Final Decision
That first number they give you? It’s not the final number.
Most companies never start with their highest number. If you don’t negotiate, you’re giving up free money, Sis.
If you accept the first offer, you’re saying, “This is enough for me,” when they might have been willing to pay more.
How to Respond to a First Job Offer:
Acknowledge It: “Thank you for this offer. I’m really excited about the role.”
Don’t Rush: Take a day or two to review the offer. A fast “yes” makes it seem like you would have accepted less.
Make a Data-Backed Counter: “Based on market data for this role and my experience level, I was expecting something closer to [$X]. Is there flexibility to bring this offer more in line with my market value?”
Be Confident: If they push back, stay firm. Most hiring managers have a range they can work with.
3. Silence Is a Power Move in Salary Negotiation
Most people are uncomfortable with silence. Use that to your advantage.
When you state your salary expectations, pause. Yep, even if it feels awkward.
Example:
You: “I was expecting something in the range of $130K based on market data.”
Then … wait…
The recruiter or hiring manager will almost always fill the silence—sometimes with a higher offer, sometimes with additional benefits, but rarely with a flat-out no.
Say your number, then STFU.
4. Negotiate Total Compensation, Not Just Base Salary
Salary is just one part of your pay. If they can’t meet your salary request, there are other ways to get paid.
Companies have budgets for things beyond base salary.
What Else You Can Negotiate
If they can’t increase your paycheck, they might be able to offer:
Signing Bonus: Some companies won’t budge on salary but will offer a one-time signing bonus.
Stock Options or Equity: If the company is a startup or has stock options, negotiate for more shares or a shorter vesting period.
Relocation Assistance: If moving for the job, ask for reimbursement for moving expenses or temporary housing.
Professional Development Stipends: Many companies will cover certification courses, conference tickets, or coaching programs.
More PTO or Flexible Work Hours: If salary is non-negotiable, negotiate for extra paid time off or remote work flexibility.
Instead of just asking for a salary increase, ask: “What flexibility do we have on total compensation?”
5. Latinas Earn 51 Cents on the Dollar—Use That as Leverage
The Latina pay gap isn’t just unfair, it’s a business case for why you deserve more.
Instead of framing your negotiation as a personal request, position it as a necessary correction.
Saying, “I need more money because I have bills to pay” isn’t a strong argument. Saying, “Latinas in tech are historically underpaid, and I want to ensure this offer aligns with my experience and market value?”
This shifts the conversation from "I want" to "I deserve."
6. Remote (and Hybrid) Roles Can Be Leveraged for Higher Pay
If a potential employer asks about your location during salary talks, play it smart. Don't just blurt out where you live. Instead, ask them how they figure out salaries.
Some companies base pay on local living costs, which can be wildly different depending on where you are. But other companies use market-based salaries that match up with big tech hubs like San Francisco or New York, no matter where the employee is actually based.
Remember, the goal is to negotiate as if you're in a high-paying market, regardless of where you actually are. By being proactive and informed about the company's salary practices, you can set yourself up for a successful negotiation.
7. Men Negotiate Twice as Often as Women, So Should You
Negotiation is non-negotiable if you want to move up in your career, and women, especially Latinas in tech, shouldn't be afraid to do it. Expect and prepare for pushback. It’s part of the game. Men know this and don’t give AF. They negotiate more often than women, which is one reason why the gender pay gap still exists.
Remember, salary negotiation isn't just about asking for more money; it's about clearly and effectively articulating your skills, experience, and value. By negotiating confidently and strategically, Latinas in tech can break down barriers, challenge stereotypes, and earn what they truly deserve.
8. Your Network Is Your Salary Cheat Code
The best way to know what you should be earning? Ask other people.
Too many Latinas accept low salaries because they don’t know what others in the industry are making. Companies count on this.
Talk to people. Join salary-sharing groups. Use platforms like Levels.fyi and Fishbowl. The more salary data you have, the better you can negotiate.
9. Recruiters Work for the Company, Not You
Recruiters mainly want to fill the job with someone great – and pay them as little as possible. This is key to remember because it shows how different their goals are from yours. You want the highest salary, but they want to save the company money.
So, when a recruiter says they've offered the most they can, it might not be true. There's often room to negotiate. A smart way to find out is to ask about the full salary range for the job. This might show that their first offer isn't actually the max, and you can still get a higher salary. This helps you stand up for yourself and potentially increase the offer.
10. Always Ask for More, Even After the Offer Is Finalized
Negotiating your salary isn't a one-and-done thing that ends when you accept a job offer. There are always opportunities to negotiate different parts of your compensation package while you're employed. This means negotiating bonuses, making sure performance reviews are fair and recognize your contributions, and proactively asking for salary increases as you gain experience, take on more responsibilities, or consistently exceed expectations.
Remember that it's up to us to close the pay gap and make sure we're paid fairly. Companies aren’t taking the initiative to fix these disparities on their own. So, it's important to be proactive, stand up for yourself, and ask for what you deserve. By knowing your value, improving your negotiation skills, and consistently going after fair compensation, you can take charge of your career and financial future.
FAQs: Salary Negotiation Tips
-
The right time to discuss salary is after the company has decided they want to hire you. This is usually when you receive a job offer, not during early-stage interviews.
If a recruiter asks about your salary expectations too soon, try this:
"I’d be happy to discuss salary once I learn more about the role and responsibilities. Can you share the salary band for this position?”
This keeps you from lowballing yourself too early. Once you know they want to hire you, you have more leverage to negotiate.
-
The best way to start a salary negotiation is by being prepared and direct. If you’re negotiating a new job offer, wait until you have an official offer before bringing up salary. If you’re negotiating a raise in your current job, set up a meeting with your manager to discuss it.
Here’s an example of how to start the conversation:
"I’m really excited about this role and the opportunity to contribute to [company/project]. Based on my experience and industry standards, I’d love to discuss aligning the compensation to match my market value. Can we go over the salary range for this position?"
Keep it professional, positive, and data-driven. Confidence is key—companies expect negotiations, so this is just part of the process.
Final Thoughts on Salary Negotiation
Negotiating your salary is not a risk, it’s an expectation. Employers budget for negotiations, and the worst they can say is no.
Latinas in tech are long overdue for higher paychecks, but the industry won’t fix it for us.
Every dollar you negotiate now sets the foundation for future raises, bonuses, and promotions.
Are you ready to start earning what you deserve?