The “weak job market” myth: Why you still have leverage at the start of your career

Many students and recent graduates worry that negotiating salary could cost them a job offer, especially when headlines suggest the labor market is uncertain. While caution is understandable, avoiding negotiation entirely can mean leaving meaningful income and growth opportunities on the table. Even in a competitive market, thoughtful negotiation remains both appropriate and expected.

Negotiation does not have to be confrontational. Instead, it should be framed as a professional conversation about value, expectations, and long-term contribution. Early-career candidates should approach the discussion by showing appreciation for the offer first, then asking thoughtful questions about the compensation structure. This might include base salary, professional development budgets, performance review timelines, or opportunities for advancement. The key is to remain collaborative and curious rather than demanding. Employers often expect some discussion around compensation, and respectful negotiation signals professionalism and confidence.

For instance, a recent graduate who receives an offer might respond by thanking the employer and expressing enthusiasm for the role. They could then ask whether there is flexibility within the salary range based on market benchmarks or their relevant skills and internship experience. If the base salary cannot change, they might ask about signing bonuses, training opportunities, or earlier performance reviews that could lead to salary adjustments within the first year.

Research from career development organizations such as the National Association of Colleges and Employers indicates that many employers build negotiation room into their offers. Studies have also shown that candidates who negotiate respectfully can see meaningful increases in their starting salary. Because early career compensation often influences future salary benchmarks, even modest increases can compound over time.

Students and recent graduates should not avoid negotiation simply because the labor market feels uncertain. Instead, they should approach it as a professional conversation focused on alignment and long-term contribution. When handled respectfully and strategically, negotiation demonstrates confidence and helps ensure that both the employer and the candidate begin the relationship with clear expectations.

Should you still try to negotiate your salary when the job market is tough? Yes. But be smart about it.

I place people in junior IT jobs every day. Some of those postings get over 200 applicants. So no, you are not in a strong position to demand a big salary bump. But that does not mean you just accept whatever they throw at you either.

Here is what actually works.

Stand out before the offer even comes. Pick a focus area early, whether that is cloud, cybersecurity, or data, and get a certification in it. Apply to jobs early, not a month after the posting goes up. Follow up. Be easy to deal with. By the time they make you an offer, you want them already excited about you.

When the offer does come in, look at everything, not just the number. Is this a place where you will actually learn something? Is there a chance to go permanent? Sometimes a lower salary at a good company beats a higher one at a bad company.

If you want to push back on the number, have a reason. Show them data. Point to your cert. Give them something to work with. Saying “I was hoping for more” with nothing behind it does not go anywhere.

Also, talk to your recruiter. We know how much wiggle room there is and we can have that conversation with the hiring manager in a way that does not make you look difficult.

The market is tough right now. But asking for a fair salary, the right way, is always okay.

Negotiate. Always. I’ve sat across the table from hundreds of candidates across investment banking, private equity, and real estate—and the ones who don’t negotiate almost always leave money on the table. A soft labor market doesn’t eliminate leverage; it just means you need to be smarter about where you apply it.

The move I’ve seen work best: anchor your ask to the value you’ll create, not just market comps. When I was building out teams at Fertitta Entertainment and later at Sahara, candidates who came in saying “based on what I’ll deliver in X area, here’s what I’m targeting” stood out immediately. That framing shifts the conversation from cost to investment.

One concrete tactic—counter with a number slightly above your target, then propose a 90-day performance review tied to a specific deliverable. It gives the employer a reason to say yes now and signals confidence without arrogance. I’ve had junior analysts use this exact approach when joining us, and it works because it’s low-risk for the employer.

The biggest mistake I see early-career candidates make: treating the offer letter like a final contract. It’s not. It’s an opening position—just like any deal I’d structure in private equity.

You should absolutely still negotiate, even in a tough market. I tell my clients this all the time: the offer itself is proof they want you. That leverage doesn’t disappear just because unemployment ticked up a point.

What does change is your approach. In a hot market, you can throw out a number and see what sticks. Right now, you need to be surgical about it.

Here’s what actually works for early-career candidates in 2026:

First, negotiate the whole package, not just base salary. If they can’t move on salary, ask about signing bonuses, remote work days, professional development budgets, or an earlier performance review with a raise tied to specific metrics. I’ve seen new grads add $5,000 to $8,000 in total compensation value this way without the employer touching the base number.

Second, anchor your ask to market data, not feelings. Pull salary ranges from Glassdoor, Levels.fyi, or the Bureau of Labor Statistics for your specific role and metro area. When you say “Based on the market range for this role in Denver, I was expecting something closer to $X,” you’re having a business conversation, not making a personal request.

Third, never negotiate against yourself. When they make an offer, say thank you and ask for 48 hours to review it. The silence does the work for you. Most candidates panic and accept on the spot because they’re afraid the offer will vanish. In fifteen years of coaching career transitions, I’ve never once seen a company rescind an offer because someone asked for time to think.

The one exception: if the employer explicitly states the offer is non-negotiable and it’s a government or unionized position with standardized pay bands, take them at their word. But even then, you can still negotiate start date, PTO, or telework arrangements.

With 25 years in senior leadership at HP and now coaching through M&A transitions at Buy and Build Advisors, I’ve guided dozens of early-career hires in weak markets like today’s downturn with high interest rates. No, the labor market isn’t too weak to negotiate—buyers (employers) still seek structured value, just like in the 2.5 million US businesses currently for sale needing operational depth.

Research the company’s hidden gaps using an operational due diligence lens: scan job postings, earnings calls, or news for founder dependency, team misalignment, or integration risks. Pitch your entry-level skills as the fix, proposing a 90-day priority plan that delivers quick wins, like streamlining knowledge transfer.

One recent grad I coached landed 12% more by tying their analytics coursework to a target’s post-acquisition profit leaks—framing it as “I’ll map buyer decision processes in my first quarter to boost retention 20%, based on your systems gaps.” This turned a standard offer into a structured entry with built-in reviews.

Negotiating your salary is important and you can do it with preparation, honesty and humility. A weak labor market changes the balance somewhat, but you can still talk openly about what you need and what the market has to offer. It is better to be informed and calm before you start a negotiation than to act out of fear or push through a request that has no basis in reality.

If you are negotiating your salary, do so with dignity and directness. If there is a number in your head that you think is reasonable for your position and market compensation levels, say that number without qualification or apologies. Really, it’s not that hard to do: Just make sure you have a good strategy. All you need is clarity about what you want, a brief justification for your request and patience with the other party.

When a hiring manager cannot offer you a salary increase, talk about growth and trajectory in future salary discussions instead of walking away empty-handed. For instance, ask the hiring manager what other goals or milestones must be met before you can resume salary discussions in 3 or 6 months – and have that agreement documented prior to your start date. With this information, you tell the hiring manager that you show initiative, are results-oriented, and are committed to the job long term. Thoughtful leaders will recall this and give credit for it in the future. Starting a new role with a clearly defined path forward is worth a lot even if your first salary is not what you were expecting.

As CEO of National Technical Institute and a member of Nevada’s Workforce Development Board, I see that demand for skilled technicians in trades like HVAC and electrical remains high despite broader economic shifts. With job growth for electricians projected at 11% through 2033, you are in a stronger position to negotiate than you might think.

One effective tactic is to leverage specific technical certifications, such as specialized training in medical gas or commercial refrigeration, to move your starting offer toward the $93,000 top-end we see for entry-level roles. Pointing to these niche skills proves you can handle high-margin industrial or healthcare projects that generalists cannot.

You should also use your availability for on-call and emergency shifts as a primary bargaining chip during the interview. Since plumbing and electrical failures rarely happen during business hours, committing to a flexible schedule often justifies a higher base hourly rate from day one.

As President of Patriot Excavating and a board member for Indy IEC, I see the labor market from a perspective of extreme demand; the current shortage of skilled tradespeople gives early-career professionals significant leverage. My two decades in electrical and mechanical systems have taught me that firms are desperate for talent that can navigate the technological shifts we are seeing in 2025.

You should absolutely negotiate by highlighting your proficiency with modern efficiency tools like Building Information Modeling (BIM) or drone-assisted site surveys. At Patriot Excavating, we value “digital transformation” because these specific skills allow us to plan projects with unmatched precision and faster execution.

A winning tactic is to prove you can handle the “dirty work” under pressure, such as managing the complications of winter excavation like frost heaves or equipment gelling. If you can demonstrate technical knowledge in specialized site-work, water, and sewer services, you justify a higher starting rate by reducing the need for extensive on-the-job training.