谈薪失败的人很少是因为话说错了，多半是因为**开口之前没算过**——被问到期望薪资时，本能报出的数字通常比自己真正想要的还低，而且一旦报出就再也回不去。 所以这个工具先做算术：从对方的报价和你的现状，算出开口锚点、目标、底线三档。底线尤其重要，它必须在通话之前定好——在电话里临时决定底线的人，最后都会低于自己原本想要的。 然后是筹码：九类可用的筹码，勾选符合你的，每一类给出「怎么说」的原话。有一条原则：一次只用一到两个最强的，把所有理由堆在一起反而变弱，听起来像找借口而不是陈述事实。 最后是对方一定会说的四句话——「预算就这么多」「这已经是最高了」「你现在拿多少」「今天给答复」——每一句都给了具体的接法。其中最有用的是把「这是职级上限还是本次审批上限」问出来，这两者完全不同，而且很难被含糊回答。$3 解锁分轮次完整剧本、非现金诉求的谈法、以及口头承诺落到书面的确认模板。People rarely lose a salary negotiation because they said the wrong thing. They lose it because they hadn't done the arithmetic first — asked for their expectation, most people name a figure below what they actually want, and once said it can't be taken back. So this starts with numbers: an opening anchor, a target and a walk-away, derived from their offer and your current position. The walk-away matters most, and it has to be fixed before the call — people who decide it mid-conversation always end up below what they wanted. Then leverage: nine types, ticked against your situation, each with the actual words. One principle — use only your strongest one or two. Stacking every reason together weakens it; it starts sounding like excuses rather than facts. Then the four things they will say — "that's the budget", "that's the most we can do", "what do you earn now", "we need an answer today" — each with a specific reply. The most useful is asking whether a ceiling is the band's ceiling or this approval's ceiling; those are different things and the question is hard to answer vaguely. $3 unlocks the full round-by-round script, how to negotiate non-cash items, and templates for getting verbal promises in writing.
分轮次完整剧本（每一轮的目标、开口、让步顺序）+ 非现金诉求的谈法（签字费、职级、股票、到岗时间、远程比例——审批阻力比基本工资小得多）+ 口头承诺落到 offer letter 的确认模板 + 谈崩了怎么收场（以及怎么不把关系搞坏）。A round-by-round script with objectives and concession order, how to negotiate non-cash items (signing bonus, level, equity, start date, remote days — all far easier to approve than base), templates for getting verbal promises into the offer letter, and how to close gracefully if it fails.
本工具做数字测算与话术准备，不是薪资水平的评估，也不保证任何谈判结果。三档数字按你输入的基准与固定比例算出，只是一个起点——真实的合理区间取决于地区、行业、公司规模与岗位稀缺度，请结合公开薪资数据与同行了解自行判断。部分地区禁止雇主询问既往薪资，工具中的相关应对仅供参考。谈判有风险：极少数情况下，过度施压可能导致 offer 被撤回。请如实陈述你的现状与其他机会，虚构竞争 offer 一旦被发现，代价远超这次谈判本身。你填写的内容不入库。This computes figures and prepares wording. It is not a salary benchmark and guarantees no outcome. The three numbers derive from your inputs and fixed ratios and are only a starting point — a realistic range depends on location, industry, company size and scarcity; use public salary data and peers to judge. Some jurisdictions prohibit employers from asking about current pay; treat the related suggestions accordingly. Negotiation carries risk: in rare cases excessive pressure results in a withdrawn offer. State your situation and other opportunities honestly — a fabricated competing offer, if discovered, costs far more than this negotiation. Nothing you enter is stored.