Salary negotiation is one of the financially most consequential moments of a job application. Candidates who undersell themselves here forfeit five- or six-figure sums over their tenure. At the same time, unrealistic demands can cost offers – the middle path is built on solid research and a clear self-assessment.
Before the conversation, candidates should define a concrete target range: minimum, target and walk-away figure. Industry salary reports (such as Stepstone or Kienbaum studies), public collective-agreement tables and conversations with peers help. In TVöD environments, pay is largely defined by grades and steps – the negotiation revolves around grading and step recognition.
In the room, calm wins. State a number, stay silent, let the other side respond. Arguments are built on market value, competing offers and past achievements, not personal living costs. Additional benefits such as training budgets, remote work, occupational pensions or extra holidays are also negotiable.
Lunigi does not provide salary data directly but curates roles with clear collective-agreement or salary information – a strong starting point for later negotiation.