The era of salary negotiation is ending

If you’re looking for a new job right now, one of your main motivating factors is likely to be that you’d like a bit more money in your pocket.

Of course, there are other factors at play: plentiful tech layoffs and federal worker cuts have placed many Americans back into the labor market too. Career progression is another reason employees seek to move jobs; instead of stagnating, they’re searching for fresh opportunities for upskilling and professional development.

Money though, especially in an environment of rising prices and the ever-present cost of living crisis, tends to be top of the pile.

4 jobs to apply for this week

1. Litigation Paralegal, Washington, D.C. Regional Office, Washington
2. Air Line Pilots Association – Sr. Legislative Representative
3. Republican Principal – Federal Government Relations, WINNING STRATEGIES WASHINGTON
4. IPAA Vice President, Communications Strategy, nnkAdvisory, Washington

A study from SideHustles.com backs this up. It found that 47 percent of full-time employees think making a job switch will net them more cash.

That’s because most employees will know that it can be difficult to make significantly more money in their current role. Sure, you may receive small annual raises of 2 or 3 percent, but these days, those modest increments are rapidly eaten up by the cost of living.

Job hoppers rising

Barring a large promotion or title change, most workers realise staying put won’t make them richer. This realization has given rise to the job hopper, a worker who regularly moves companies and jobs in order to make more money.

The study found that job hoppers increased their salaries by 35 percent over the last three years – that’s nearly double that of tenured employees. Thirty percent of those actually achieved four or more raises in the last three years.

With 12 percent of full-time employees considering themselves job hoppers, it’s among Gen Z workers where this is most prevalent: 27 percent of this cohort plan to job hop within the next year.

Money aside, there are often ancillary benefits that come with switching jobs: 64 percent believe it accelerates their career progression. But there are signs that the benefits of making a leap may be coming to an end.

According to research from Korn Ferry, more and more companies are letting candidates know at the outset that the salary on offer is the “best and final” version.

The consulting firm says that while this trend originated in the tech sector, like all viruses, it has rapidly spread. Many other sectors are seeing tech’s non-negotiable pay offers, liking the sound of that, and following suit.

Take the power back

In a very tough hiring market where layoffs are rife and job searches can take months, if not years, the power is firmly back in the hands of companies and organizations.

It’s a sharp about-turn from the heady hiring days of the pandemic. Then, talent was in hot demand and many workers took full advantage, easily negotiating boosted compensation packages to suit them and their needs.

Now, the aim appears to be to nip any negotiation in the bud. In the context of the current hiring environment, it’s yet another blow to job seekers. By taking away the ability to negotiate, it can seem like companies are punching down.

From a company’s perspective, a refusal to negotiate helps streamline hiring because it avoids drawn-out salary discussions. The other attractive aspect for hiring teams is that it helps to maintain internal pay equity.

Dave Brazel of Korn Ferry says that “There are people who feel like they’re in the Sahara desert when it comes to job opportunities. They’re happy just to get a job.”

The consultancy also points out that on-boarding new hires under no salary negotiation agreements can sour. While they may be initially glad of the new role, resentment can fester.

“To say this at the outset takes away from the perceived value of the individual,” says Dennis Deans, partner at Korn Ferry, who adds, “I worry about the candidate’s experience if the negotiation is eliminated.”

What to ask for

While you may not be able to negotiate on salary, you could still ask how else your total compensation package could be improved.

In an environment where return-to-office mandates are more and more common, asking for flexibility can be a significant win for workers, saving time and money on commutes.

You could also ask for more paid holidays, or enquire about the potential of a signing bonus.

Additionally, asking for a salary review in six months is a smart move. As is a request for professional development support or money for training programs. Not only will this benefit you in the short term, but it’s an investment for your future earning potential as well.

Looking for a new job in 2026? The Hill Job Board has thousands of open roles in companies actively hiring