Day 22 of 28 · AI Job Hunt
Salary Research with AI
⏱ 5 min
📊 Beginner
Week 4 is about closing the deal. And the biggest mistake job seekers make at this stage? They don't know their number. They walk into salary conversations unprepared and either ask for too little (leaving money on the table) or throw out a random number with no data to back it up.
Today, you'll use AI and research tools to know exactly what you should be earning — so when the question comes, you answer with confidence.
Know your number before they ask.
Why salary research is non-negotiable
Here's a stat that should motivate you: failing to negotiate your first offer costs you an average of $500,000-$1,000,000 over the course of your career. That's not a typo. Because raises are percentage-based, a higher starting salary compounds with every raise, bonus, and promotion for decades.
A $10,000 difference in starting salary — the difference between accepting $90K vs. negotiating to $100K — becomes $200K+ over 20 years when you factor in raises, bonuses, and 401(k) matches.
So yes, the 15 minutes you spend on salary research today is probably the highest-ROI activity in this entire course.
Knowledge Check
How much can failing to negotiate your starting salary cost you over a career?
A
About $500,000-$1,000,000 — because raises compound on top of your base salary for decades
D
It doesn't matter much in the long run
Salary compounds. A $10K difference at age 30 becomes $200K+ by age 50 when you factor in percentage-based raises, bonuses calculated as a percentage of base, and employer 401(k) matches. The 15 minutes you spend researching your market value is worth more than almost any other career activity.
Building your salary case
Don't walk in with one number. Walk in with a range backed by data. Here's how to build it.
I'm interviewing for a Product Marketing Manager role at a Series B SaaS company in San Francisco (open to remote). I have 5 years of B2B marketing experience. Help me research what I should be making. Give me a range and explain the factors that influence where I'd fall.
**Salary Range: $120,000 – $165,000 base**
(Total compensation including equity/bonus: $145,000 – $210,000)
**Breakdown by level:**
- Lower range ($120K-$135K): Competitive for someone stepping up from Marketing Manager to PMM. Companies outside major tech hubs.
- Mid range ($135K-$150K): Sweet spot for 5 years experience with strong launch results. Series B companies in SF or remote.
- Upper range ($150K-$165K): Companies competing for top talent, or roles with team management responsibility.
**Factors that push you higher:**
- Quantified launch results (your 28% adoption numbers are strong)
- Experience with enterprise go-to-market
- Managing direct reports
- Industry-specific experience that matches the company
- Multiple competing offers
**Factors that push you lower:**
- First PMM title (stepping up from marketing manager)
- Company is pre-revenue or very early stage
- Remote role at a company outside a major market
**Sources to cross-reference:**
- Levels.fyi (best for tech compensation data)
- Glassdoor (large sample size but less accurate for tech)
- Blind (anonymous reports from tech employees)
- Pave/Carta (if the company uses them for benchmarking)
**My recommendation:** Target $140K-$155K base with a conversation about total comp. You have the results to justify the upper half of the range.
↻ Replay conversation
Knowledge Check
What's better: asking for a specific number or providing a range?
A
Always a specific number — it shows confidence
B
It doesn't matter how you frame it
C
A range, with your target as the bottom — this gives you negotiation room while appearing flexible, and the company often meets you in the middle-to-upper range
D
Let the company name the first number
A range signals flexibility while anchoring high. When you say "$140K-$155K based on the full scope of the role," companies typically meet you somewhere in the middle. If your true target is $145K, making that the bottom of your range means you'll likely land at or above your target.
The total compensation picture
Base salary is just one piece. Make sure you research and consider the full package:
Base salary — Your guaranteed annual pay. The most important number because everything else builds on it.
Annual bonus — Often 10-20% of base for mid-level roles, higher for senior. Ask if it's guaranteed or performance-based.
Equity/Stock — RSUs, stock options, or equity grants. Can be significant at growth-stage companies. Ask about vesting schedules.
Benefits — Health insurance, 401(k) match, PTO, learning budgets. These have real dollar value.
Signing bonus — A one-time payment to bridge the gap if they can't meet your base salary ask.
When evaluating offers, compare total compensation — not just base. A $130K base with $30K in equity and a $10K signing bonus might be worth more than $145K base with no equity.
What to say when they ask about salary
The question will come — usually from HR in a phone screen. Here's how to handle it:
If they ask first: "I'm targeting a range of $X to $Y based on my research and experience. But I'm flexible depending on the total compensation package — equity, bonus, and benefits all factor in. What range did you have budgeted for this role?"
If they push for a number before you're ready: "I'd like to learn more about the role and the full compensation structure before committing to a specific number. Can we revisit this once I've had a chance to understand the opportunity better?"
If they lowball you: "I appreciate the transparency. Based on my research and the market for this role, I'd need to be closer to $X to make the move. Is there flexibility in the range?"
Never apologize for knowing your worth. The data is on your side.
Final Check
When in the interview process should you discuss salary?
A
During the first interview
B
Only after you've signed the offer
C
Ideally after they've decided they want you but before a formal offer — this gives you maximum leverage because they're invested
The best time to negotiate is when they want you but haven't formally committed. At that point, they've invested time and energy in your candidacy and are motivated to close the deal. Discussing salary too early (before they know your value) or too late (after the offer is written) limits your leverage.
💰
Day 22 Complete
"The 15 minutes you spend on salary research might be worth more than any single day of work in your career. Know your number."
Tomorrow — Day 23
Negotiation Scripts and Strategies
Tomorrow you'll learn the exact scripts that turn a good offer into a great one.