Games Industry Salary Negotiation at the Senior Level: How to Do It in a Buyer's Market

A buyer's market doesn't mean no leverage. Here's how senior people in games negotiate the whole package: level, equity, severance, and base.

Adam Hobbs

Games industry salary negotiation at the senior level isn't typically won in the room. It's won by what you built before it: a clear position, a real alternative, and a case for what you're worth to this studio. In a buyer's market you may not win every point. The key is to pick the ones that matter and negotiate the whole package.

A senior executive I coach asked the question straight: how do I command a C-level salary in a market that clearly favors the buyer?

My answer was the same one you're about to read. You don't command it in the negotiation. You build the case before it.

Can you still negotiate in a buyer's market?

Yes. Less leverage isn't no leverage.

By the time you get an offer, the studio has spent weeks interviewing and has decided it wants you. Starting the search over is expensive for them. That works in your favor.

First offers often leave room. Not always. Often. And a first offer is not usually their best.

Where does leverage come from?

Before the offer. Four sources.

A clear position. If they can describe in one sentence what you're for, you're a specific solution, not a candidate. That's the same work as your resume.

A real alternative. What you'd actually do if this deal fell through. A second conversation already underway, your current seat, a consulting engagement. It doesn't have to be an offer. It does have to be real, because it's what lets you say no calmly and keeps you from negotiating out of need.

Good timing. Negotiate after they've decided and before you've said yes. That window is short. Use it.

Specific value. What you'll change, in numbers or outcomes. "I've done this before" is not a case. "Here's what I'd do in the first ninety days" is.

What should you negotiate besides base pay?

At the senior level, structure often matters more than a few thousand dollars of base.

Level and title. It sets your future pay and your next job.

Bonus. How it's measured, and who decides.

Equity. The vesting schedule, the cliff, and what happens if the studio is acquired.

Signing bonus. Often easier to move than base.

Severance and notice. In an industry that keeps cutting, these are part of your pay.

Location and flexibility. Remote, hybrid, relocation help.

A defined review. A 90-day check-in with targets and a pre-agreed adjustment.

What do you say when they ask for your salary expectations?

Don't name a number first if you can avoid it. Ask for the budget.

Three lines. (Example wording. Swap in your own details.)

"I'd rather understand the budget for this role before I name a number. What range did you have in mind?"

If they push (and my experience is that they usually don't): "Based on the scope we've discussed, I'm looking at [range]. I'm flexible on structure."

When you're ready to counter: "I'm excited about this. To get to yes, I need [number] base and [one other item]. Can you get there?"

How do you make the ask?

1. Say yes to the role before the number. Show you want it. Then talk money.

2. Ask for time. "I'd like to review this tonight and come back in 24/48/72 hours." Never negotiate on the spot.

3. Counter with a number and a reason. Tie it to scope and outcomes, not to your bills.

4. Talk to the person who can say yes. If a recruiter is in the middle, ask for the hiring manager's read.

5. Get it in writing. Have a lawyer read the equity and contract terms before you sign.

What if they say there's no room?

Move everything else. Level. Scope. A signing bonus. Severance protection. A review in ninety days with defined targets and an agreed adjustment.

If the number can't move, the structure usually can. Ask what would change it, and when.

What mistakes cost people the most?

Accepting on the call. Excitement is not a negotiating position. Remember you can still say yes to the role while getting clarity on the offer.

Negotiating against yourself. "I know budgets are tight, but..." You've just lowered your own number (I see this happen in this market more than I'd like to).

Bluffing about another offer. It's easy to check, and it ends trust before day one.

Fixating on base. You can win the number and lose the level.

Treating it like a fight. The person across the table is about to be your colleague.

Questions about this.

Can you negotiate salary in a buyer's market?+

Yes. By the time you have an offer, the studio has decided it wants you and starting over is costly. Negotiate the whole package, not just base.

How do you negotiate executive compensation in games?+

Negotiate level, bonus, equity, signing bonus, and severance terms alongside base. At the senior level, structure often matters more than a few thousand dollars of salary.

What should you say when they ask for your salary expectations?+

Ask about the budget range first. If they push, give a range anchored high, with a reason tied to the scope of the role.

How do you negotiate when you have no leverage?+

Build some before the offer: a real alternative, a clear case for the value you'll add, and good timing. If the number won't move, negotiate level, scope, a 90-day review, and severance terms.

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