Suspecting you are underpaid is common. Knowing for sure and acting on it is less common. Here is how to do both.
Research the market for your specific role
Use Glassdoor, LinkedIn Salary, Levels.fyi for tech roles, and direct conversations with peers. Research the specific combination of your role, your level, your location, and your industry. A 20 percent salary difference between industries is not unusual.
Talk to people in similar roles
The most accurate salary information comes from direct conversations. If you have trusted professional relationships with people doing similar work, asking about compensation ranges is increasingly normalized, especially in tech.
Get an outside offer
The clearest validation that you are underpaid is an offer from another company that is significantly higher than your current compensation. This gives you both information and leverage. For more on this, see our guide on when to walk away from a job offer.
Act on what you find
If you confirm that you are underpaid, do something about it. Having the conversation with your manager is always the first step. If that does not produce results, you have the information you need to make a decision about staying or leaving.
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Frequently Asked Questions
How long does a recruiter spend looking at a resume?
Recruiters typically spend 6-10 seconds on an initial scan. They look for job title relevance, company names, and whether the most recent role is at the right level for the position.
What do recruiters look for first on a resume?
Most recruiters look first at your most recent job title and company, then check dates for gaps or progression, then assess whether the experience level matches what they need.
Should I include a summary at the top of my resume?
Yes, for experienced candidates. A 2-3 sentence summary that speaks directly to your target role helps recruiters understand your value instantly.
How many bullet points should each job have?
3-5 bullets for recent roles, 1-2 for older ones. Each bullet should describe an accomplishment or outcome, not just a task or responsibility.
Most candidates accept the first offer they receive because they are afraid of losing it. In my experience, that fear is rarely warranted. Employers expect negotiation. The initial offer is almost always a starting point, not a final number. Hiring managers typically have a range approved before they make a call, and they rarely rescind an offer because a candidate asked a reasonable question about compensation.
The single most effective negotiation tool is market data. Not what your friend earns or what you think you deserve, but documented salary ranges from sources like Glassdoor, LinkedIn Salary Insights, and Levels.fyi for technical roles. When you anchor your ask to external data rather than personal need, you reframe the conversation from “I want more” to “the market rate for this role is X, and I am asking for X.” For more on this, see our guide on gender pay gap.
Total compensation is another area where candidates consistently leave value on the table. Base salary is one component. Signing bonus, annual bonus targets, equity vesting schedules, vacation time, remote work flexibility, professional development budgets, and health benefits all carry real monetary value. Before you accept or decline an offer, calculate the full package across at least two years to get an accurate picture of what you are actually being offered.
The timing of your negotiation conversation matters. The moment of highest leverage is after you have received an offer and before you have accepted it. Once you accept, your leverage drops significantly. During that window, approach the conversation collaboratively rather than adversarially. Something as simple as “I am really excited about this role and I would love to make this work, could we talk about the base?” signals enthusiasm while opening the door to dialogue. For more on this, see our guide on handle being laid off.
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