3 sample stories of salary negotiations in IT
#1 Tomek, Frontend Developer, who applied for the Mid position
The advertisement ranged from PLN 12,000 to PLN 16,000 net on a B2B invoice. Tomek, based on his previous earnings, aimed for a safe middle, i.e. PLN 14,000. However, during the technical stage, it turned out that his knowledge of a specific framework solved a key problem that the team had been struggling with for months. Instead of sticking to the original amount, Tomek honestly admitted during the last conversation that he could help the company and… he would like a higher rate. The company agreed. What worked here was a precise indication of the business benefit – Tomek did not ask for more because “he wanted to”, but because he estimated the real profit for the employer.
The mistake of many people in his situation would be to stick to the first rates, when project budgets are often more flexible than recruitment budgets.
#2 Kasia, QA Engineer with five years of experience, who negotiated the transition from an Employment Contract to a higher position with her current employer
Kasia knew that the company had frozen budgets for basic salaries, so instead of fighting for an unrealistic 20% raise to the basic salary, she opted for a package of benefits and bonuses. She won a 10% increase in gross salary, but also added a training budget of PLN 15,000 per year and a guaranteed bonus for achieving specific KPIs. In total, her annual package increased by an amount corresponding to 25% of her previous earnings.
Kasia’s success was flexibility and understanding of the company’s financial limitations, while taking care of her own interests. It would be a mistake to “go for it” for a bare salary, which could end in frustration for both parties.
#3 Marek, a DevOps Engineer who received two offers at the same time
The first one was for PLN 22,000, the second one was for PLN 20,000. Despite the lower rate, the second company suited him better in terms of technology. Marek played his open cards. He told the recruiter from the other company: “I really want to work for you, but I have an offer of PLN 2,000 higher on the table. If you match this amount, I will sign the contract today.” The recruiter, having already “locked” a great candidate who declares an immediate decision, completed the formalities.
The negotiations involved the mechanism of social proof and a specific declaration – often (but not always!) a clear message about the readiness to sign (and thus closing the recruitment process) is a strong argument to stretch the budget.
How much was negotiated? – specific amounts
When entering a conversation about money in the technology industry, it is easy to be under the illusion that everything comes down to dry algorithms and rigid frameworks incorporated into the HR system. However, reality is much more dynamic, a the final amount in the contract often depends not only on your technology stack, but also on your courage and substantive preparation.
Negotiations can bring a number of benefits – not only in terms of salary, but also benefits. The examples of the above stories show that appropriate arguments can bring an increase of up to PLN 2,000.
What worked and what was a mistake?
IT salary negotiations – what worked?
● Specifics. Rely on data and reports – get to know – and not on assumptions and abstract values.
● Social proof – a psychological mechanism according to which people in situations of uncertainty make decisions based on the behaviors, opinions and experiences of other people. In short: “If others do/say it, it means it is right.” The negotiations were not based on “I want more because of inflation”, but on “the market price for these skills is X, here is the evidence”.
● Solving a business problem, which changes the perspective from an employee-cost to a business partner.
● Having a counteroffer is your strongest bargaining chip. It provides “exit power”, and the company knows that if it does not equalize the rate, it will lose the employee immediately.
● Negotiating the ingredients, not just the basics. It is a mistake to focus on gross salary when you can negotiate a bonus, additional benefits or training budget spread over time.
What mistakes should you avoid?
● Emotional blackmail instead of arguments. Saying, “If I don’t get a raise, I’m leaving” (without a counteroffer in my pocket) is a bluff. If the boss says “I’m checking”, you are left with nothing – you either have to leave or you lose your already established position.
● A common mistake is… waiting. This is when, instead of a larger salary, frustration and a sense of injustice grow. Don’t let negative emotions arise – believe your arguments and start a conversation.
● Comparing yourself to a colleague and using his rates as arguments. A defensive attitude is not a good start to negotiations. Focus on yourself, your value, your skills and your arguments.
● Lack of knowledge of the company’s budget. Asking for a 50% raise at a company that is going through cutbacks or a job freeze shows a lack of business sense and may burn bridges.
How do you know how much your work is worth?
No one knows your value as well as… You yourself. Which is why don’t downplay your skills and values – instead, look at the facts and real numbers.
The IT market in Poland is changing, and relying on information from a year ago may result in underestimation of your own value. In order not to shoot blindly, it is worth regularly following reliable sources and reports, which you will find on thematic, industry portals. Such a place is theprotocol.it – a specialized IT jobboard connecting technology experts with leading employers in Poland. This is where you will find, among others: ranges for individual positions, with divisions into juniors, mids and seniors.
The website was created for the demanding IT market and was designed in accordance with the needs of specialists and recruiting companies. This data is systematically updated based on research and offers posted by IT companies. This place is distinguished by its modern design with a dark mode and an intuitive interface based on user research. In addition, it offers candidates specific information about projects and salary ranges, as well as intelligent filters and AI solutions that speed up finding suitable offers.
UoP vs B2B negotiations – differences in approach
to better prepare for the interview with the employer.
The approach to negotiations changes, depending on the form of employment. In the case of an Employment Contract (UoP), the conversation often focuses on the gross amountbut candidates increasingly forget about the employer’s total cost. Therefore, success at UoP often involves negotiating not only the base itself, but also the proprietary costs of obtaining income, which actually increases the amount on hand.
In turn, in the B2B model, negotiations resemble a business relationship between two companies. Here, the negotiated amount is the actual profit for the employee. Often, in addition to a higher salary, there are additional benefits, such as paid breaks in the provision of services. Remember – it is a mistake in B2B to look only at the net amount on the invoice, without taking into account accounting costs, contributions or lack of paid leave. Ultimately, this approach may make… a theoretically higher offer less profitable.
Bibliography
theprotocol.it. (2025, March 20). About themselves – soft skills according to IT specialists. Results of the Pracuj.pl and theprotocol.it report. https://media.theprotocol.it/388044-sami-o-sobie-kompetencje-miekkie-wedlug- specialistow-it-wyniki-raportu- Pracujpl-i-theprotocolit
