Why Tech Professionals Should Say “No” to Bad Offers — Even in a Tough Job Market

The job market may be tightening, but that doesn’t mean you should accept a lowball offer.

Across the tech industry, large companies — including some of the biggest household names — are setting artificial ceilings on base compensation, locking talented professionals into substandard pay packages. Often these offers come with an attitude of “take it or leave it.” In tough times, that ultimatum can feel like a trap. But here’s the truth: accepting a bad offer now may hurt your long-term earning potential, self-worth, and professional momentum more than waiting for the right one. Here’s why saying “no” to a bad deal is a strategic move, not a risky one.

This past week I was offered by 2 separate full-time positions; One with Nike (who I’ve worked with before), and one from Yum! Brands. Both were extremely aggressive in early discussions with respect to base compensation, and both really wanted the position to be a contract for at least the first year. Contract means (in general) no benefits, no bonus, no 401(k), no perks — they get all the hard work without having to pay you fairly. What really surprised me was that the base comp was extremely low. Even after making it through all the hoops, both offers came verbally with a “take it or leave it.” Now I’ll admit there were other considerations that played into my decision, but this certainly opened my eyes to the current conditions of the market.

As a professional who has interviewed thousands of people and hired hundreds, here are some insights for job seekers in this challenging market.

1. A Low Offer Reflects Their Values — Not Your Worth

When a company insists on a rigid comp structure that doesn’t reflect your skills, experience, or the value you bring, it’s not a negotiation — it’s a red flag.

Good companies find creative ways to bring on the right people. Whether that’s through a more competitive base salary, equity refreshers, relocation assistance, or a better bonus structure, a company that wants you will make it work. If they don’t? That’s not a budget problem. That’s a priorities problem.

As a VP or C-Level manager, I take note of this. If they’re going to be this rigid with the leader of the team, how cheap are they going to be when I find the perfect candidate for my team? Lowballing and creating budget teams can work, but in my experience, if you’re a major brand looking for help to build something that will drive hundreds of millions in sales, you don’t cheap out on the team that helps deliver that. That’s a lapse in judgment that really speaks volumes.

2. Saying Yes Sets a New (Lower) Market Rate — For You

Recruiters frequently ask about salary expectations early in the process—something I’ve done myself—often to establish an anchor point for negotiations. This practice can be driven by valid reasons, such as departmental or project-level budget constraints.

However, in these two specific interactions, the issue went beyond budget considerations. The underlying message was clear:

• My experience and judgment were not recognized or respected.
• My value was underestimated.
• The role was treated as easily replaceable (contract-based).

By accepting a position with below-market pay, you’ve essentially reset your market value at a discount.

Even if you plan to “just stay for a year,” recruiters and compensation committees at future employers will base their offers on your most recent salary — unless you’ve made a compelling leap in responsibilities or results. That means the decision you make today may affect your income for years.

3. Big Companies Don’t Equal Big Opportunity Anymore

Historically, large tech companies like FAANG offered high compensation, brand prestige, and long-term growth. Today, that tradeoff is eroding. While the logos are still powerful, many of these organizations are increasingly bureaucratic, slow-moving, and saturated with middle managers.

If a large company offers a job with capped compensation and minimal room for upward mobility, you’re not just accepting lower pay — you’re buying into a system where mediocrity is priced in.

And don’t fall for the “but you’ll get equity!” pitch unless you’ve done your due diligence. Restricted stock units (RSUs) at many public companies are vesting slower, underwater, or completely decoupled from actual performance. Remember, it’s not compensation if you can’t actually access it.

4. You Don’t Need to Take the First Offer That Comes Along

It’s easy to feel pressure in a tight market, especially when layoffs and hiring freezes dominate headlines. But don’t confuse scarcity with urgency.

Unless you’re facing immediate financial need, don’t panic-accept an offer just because it’s the only one on the table today. Consider contracting, consulting, freelancing, or part-time work to buy time for the right opportunity — one that values your experience and compensates you for it.

Playing the long game is not a luxury. It’s a career strategy.

5. You Set the Standard for How You’re Treated

How you negotiate compensation is often the first test of how a company will treat you. If they can pressure you into compromising on your base pay now, they’ll likely do the same later — when asking you to work longer hours, take on extra responsibilities, or sacrifice personal boundaries “for the good of the team.”

Saying no isn’t just about money. It’s about reinforcing that you’re not a commodity.

Final Thoughts

Tech professionals built the modern world. Your skills power the platforms, apps, and infrastructure people rely on every day. You deserve to be compensated accordingly — regardless of market conditions or company size.

Take some time to be realistic about what you should or could be paid. A great resource for this is levels.fyi, where you can compare role-specific pay ranges by geographic location.

Saying no to a bad offer isn’t arrogance. It’s clarity. It sends a signal to employers that your time, talent, and trajectory matter — and that you won’t trade long-term value for short-term insecurity.

So when they say “take it or leave it”?

Leave it.

You’ll thank yourself later.