Security Salary Negotiation

Security roles command premium salaries due to talent scarcity. This lesson covers how to research, negotiate, and maximize your compensation.

Security Salary Benchmarks (2024-2025)

By Role Level

Level	Base Salary Range	Total Comp (with bonus/equity)
Entry-Level (0-2 yrs)	$80K - $110K	$85K - $120K
Mid-Level (3-5 yrs)	$120K - $160K	$130K - $180K
Senior (6-10 yrs)	$160K - $200K	$180K - $250K
Staff/Principal (10+ yrs)	$200K - $280K	$250K - $400K+
CISO/Director	$250K - $400K	$350K - $600K+

By Specialization

Specialization	Avg. Base (Senior)	Notes
Cloud Security	$175K - $220K	Highest demand
Application Security	$165K - $210K	DevSecOps premium
Penetration Testing	$140K - $185K	OSCP adds 15-20%
GRC/Compliance	$130K - $170K	CISA/CISM valued
SOC/IR	$120K - $160K	GIAC certs add value

FAANG/Big Tech Premium

Big tech companies pay significantly above market:

Base: $180K - $280K for senior roles
Total Comp: $300K - $600K+ with RSUs
Security architects at these companies often exceed $500K TC

Research Before Negotiating

Salary Research Sources

levels.fyi - Best for tech company total compensation
Blind - Anonymous salary sharing (verify with multiple sources)
LinkedIn Salary - Good for role-specific data
Glassdoor - Broad market data
Radford/Mercer - Enterprise compensation surveys

Know Your Market Value

Before any negotiation, gather:

3-5 salary data points for your exact role and level
Location adjustments (SF/NYC = +20-30%, remote = varies)
Company size impact (startups vs. enterprise)
Your unique value (rare skills, certifications, clearances)

Negotiation Strategies

The Counter-Offer Formula

When you receive an offer:

1. Express enthusiasm (don't accept immediately)
2. Ask for 24-48 hours to review
3. Research if the offer is competitive
4. Prepare your counter with justification

Sample Counter Script

"Thank you for this offer. I'm excited about the role and the team. Based on my research and experience with [specific skill], I was expecting a base closer to $X. I'd also like to discuss [equity/signing bonus/remote flexibility]. Can we find a package that works for both of us?"

What's Negotiable

Always Negotiable	Sometimes Negotiable	Rarely Negotiable
Base salary	Equity refresh	Benefits tier
Signing bonus	Title	PTO policy
Start date	Remote days	Retirement match
Relocation	Education budget

Security-Specific Leverage

Use these unique factors:

Clearances - Active TS/SCI adds $20K-$40K+
Certifications - CISSP, OSCP, GIAC command premiums
Specialization - Rare skills (cloud security, AI security)
Competition - Security talent market favors candidates
Risk - "I'm helping you avoid $X million breach costs"

Handling Objections

"The budget is fixed"

"I understand. Can we revisit the base in 6 months with a guaranteed review? Alternatively, is there flexibility in signing bonus or equity?"

"You're at the top of the band"

"I appreciate that. What would I need to demonstrate to move to the next level/band? Can we agree on a timeline for promotion?"

"We need to be fair to the team"

"I respect that. My ask is based on external market data for this specific skillset. I'm confident I can add value that justifies this investment."

Total Compensation Thinking

Don't Focus Only on Base

Calculate total value:

Total Comp = Base + Bonus + Equity + Benefits Value

Example:
- Base: $180K
- Bonus (15%): $27K
- Equity (4-year vest): $100K/year
- Benefits: ~$30K
- Total: ~$337K/year

Questions to Ask About Equity

What's the strike price (options) or grant value (RSUs)?
What's the vesting schedule? (standard: 4 years, 1-year cliff)
What's the most recent 409A valuation? (for startups)
What's the refresh policy?

Interview Tip: Never give your current salary or expected number first. If pressed, say: "I'm looking for a competitive package. What's the budgeted range for this role?"

Next, we'll cover your action plan for interview success. :::