Latest / The Career Change Podcast with Fexingo: Switching Fields, Bootcamps, and Reskilling / How Bootcamp Grads Can Negotiate Their First Tech Salary
Transcript
- Lucas: A couple of years ago, a bootcamp grad named Maria got an offer from a mid-size SaaS company. Eighty-five thousand dollars. She had no prior tech experience, and she was thrilled — until she found out her coworker, hired the same week with the same background, got ninety-five. Same bootcamp, same role. The difference? That coworker asked for more. Luna: Oof. That one stings. And the gap is often that simple — just asking. Lucas: Exactly. Today we're talking about negotiation for bootcamp grads. Not as a 'nice to have', but as a skill that can add tens of thousands to your starting salary with maybe an hour of prep. Luna: So where do you start? Especially if you're coming from a field where negotiation wasn't the norm — teaching, retail, hospitality. Lucas: Step one is reframing. A job offer is not a gift — it's a starting point in a business negotiation. The company has a range, and they expect you to advocate. If you don't, you're leaving money on the table — and sometimes a lot of it. Luna: I think a lot of bootcamp grads feel lucky just to get an offer. That mindset kills negotiation before it starts. Lucas: Right. And the data backs that up. According to a survey from the recruiting platform Hired, candidates who negotiate their first offer get an average increase of about ten to fifteen percent. That's eight to twelve thousand dollars on an eighty-thousand base. For a bootcamp grad, that can be the difference between paying off loans in two years versus four. Luna: What about research? Because you can't just throw out a number — you need data. Lucas: Totally. The best free resource is levels.fyi. You can filter by company, role, location, and experience level. For bootcamp grads, look at the 'entry-level software engineer' band. Also check Blind — it's anonymous, but the salary threads are real. And don't forget reaching out to alumni from your bootcamp. They'll often share their salaries privately. Luna: Okay, so you have your range. Then what? When do you bring it up? Lucas: You wait until you have a written offer. Never negotiate before that. Once the offer is in hand, you say something like: 'I'm really excited about this role. Based on my research and the value I can bring, I was hoping the salary could be closer to X. Is there flexibility in the budget?' Simple, professional, and it opens the door. Luna: That's the anchoring move. You name a number first, and it sets the range. Lucas: Exactly. And it doesn't have to be aggressive. If the offer is eighty-five and your research says the market is ninety to a hundred, you could say 'I was hoping for ninety-five.' That's a ten thousand dollar ask, but it's reasonable. They might come back at ninety. Luna: What about competing offers? That seems like the strongest leverage. Lucas: It is. If you have another offer, even from a different company, you can mention it. 'I have another offer at ninety-two, but I'd prefer to work here. Can you match or come close?' That can push the initial offer up significantly. But be honest — don't fake an offer. Luna: Right. And what if the company says no? That's the fear — that they'll rescind the offer. Lucas: It's incredibly rare. Most companies expect a counter. And if they rescind just because you asked, that's a red flag about their culture. You probably dodged a bullet. But in practice, nine times out of ten, they'll either match or come up a little. Luna: Makes sense. Before we go deeper into tactics — and I promise this ties in — I want to mention something quick. A handful of listeners chip in monthly to keep this show ad-free. It's literally what funds our ability to make episodes like this. If this career advice has helped you think through a move or just feel more confident, you can support at buy me a coffee dot com slash fexingo. Lucas: Yeah, it's a small group, but it makes a real difference. And we don't run ads, so it's listener-supported. Anyway — back to negotiation. Another key tactic is to negotiate non-salary components if the base is firm. Luna: Right — signing bonus, equity, professional development budget. Those can be easier to move. Lucas: Absolutely. A ten thousand dollar signing bonus is worth almost as much as a salary bump in year one. And a two-thousand-dollar learning stipend can pay for certifications or conferences. Don't just focus on base. Luna: What about timing? Is there a best time to negotiate? Lucas: As soon as you have the written offer, within a day or two. Don't drag it out — but don't feel pressured to answer on the spot either. Say 'thank you, I'd like to review the details and get back to you tomorrow.' That gives you 24 hours to prepare your ask. Luna: I've also heard that using email instead of phone can be better — gives you time to phrase things carefully. Lucas: Good point. Email also creates a paper trail. You can write a concise, polite counter. And if they say yes, you have it in writing. Now, one more thing: practice out loud. Role-play with a friend. Get comfortable saying the number. It feels awkward at first, but it gets easier. Luna: So the bottom line is: do your research, anchor high but fair, use competing offers if you have them, and don't be afraid to ask. Most bootcamp grads leave money on the table — but it doesn't have to be you. Lucas: Exactly. And if you're listening and you've negotiated successfully — or flopped — we'd love to hear about it. Tweet at us or find us on LinkedIn. Your story might help someone else. Luna: Speaking of stories, I'll share mine. When I got my first tech role, I didn't negotiate. I was just happy to be in the door. Found out later I could have gotten five thousand more. Took me a while to shake that regret. Lucas: And that's exactly why we're doing this episode. One conversation, one ask — it can change your financial trajectory. Alright, that's all for today. Thanks for listening, and good luck with that next offer.