How to negotiate competitive compensation with international companies
Negotiating salary for remote positions can be challenging, especially when working with companies in different countries. This guide will help you understand how to approach salary discussions, what factors to consider, and how to maximize your compensation package.
Latin American professionals often undervalue themselves in global markets. With the right approach, you can secure compensation that reflects your true worth while remaining competitive in the international job market.
Understanding market rates is crucial for effective negotiation. Below are approximate salary ranges for common remote roles (annual salaries in USD):
| Role | Junior (0-2 yrs) | Mid (3-5 yrs) | Senior (5+ yrs) |
|---|---|---|---|
| Software Developer | $30k - $50k | $50k - $80k | $80k - $120k+ |
| UX/UI Designer | $28k - $45k | $45k - $75k | $75k - $110k+ |
| Digital Marketing | $25k - $40k | $40k - $65k | $65k - $95k+ |
| Product Manager | $35k - $55k | $55k - $85k | $85k - $130k+ |
| Data Scientist | $40k - $60k | $60k - $90k | $90k - $140k+ |
These ranges vary based on company size, funding stage, and specific technologies. US/EU-based companies typically pay more than local LATAM companies for the same roles.
Before entering negotiations, research the company's compensation philosophy. Look for salary data on levels.fyi, Glassdoor, or ask in professional networks. Prepare your minimum acceptable salary and ideal target.
Whenever possible, let the employer share numbers first. This gives you an anchor point. If pressed, provide a range based on your research rather than a specific number.
Look beyond base salary. Equity, bonuses, benefits (health insurance, stipends), PTO, and professional development budgets can significantly impact total compensation.
Highlight how your skills solve their specific problems. For remote roles, emphasize your communication skills, self-motivation, and ability to work across time zones.
If the company can't meet your salary request, negotiate other aspects: signing bonus, faster review cycle, more equity, or additional benefits.
Accepting the first offer without discussion (most companies expect negotiation)
Comparing your salary to local market rates instead of global remote rates
Not considering tax implications of different compensation structures
Focusing only on salary while ignoring other valuable compensation elements
Being afraid to walk away from an offer that doesn't meet your needs
"Thank you for the offer. I'm excited about the opportunity to contribute to [Company]. Based on my research and [X years] of experience in [relevant skills], I was expecting compensation in the range of [your range]. Could we discuss how we might bridge this gap?"
"I understand that as an early-stage company, there may be limitations on cash compensation. Would you be open to increasing the equity component to better reflect the value I'll bring as one of the first [role] hires?"
Dear [Hiring Manager],
Thank you for the offer to join [Company] as [Position]. I'm excited about the opportunity to [specific contribution you'll make].
After careful consideration and research on market rates for this role, I was hoping we could discuss adjusting the compensation package to [your counteroffer]. This would better reflect [specific reasons: your experience, market data, etc.].
I'm confident in the value I can bring to [Company] and would love to find terms that work for both of us. Please let me know your thoughts.
Best regards,
[Your Name]
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