In German employment practice, salary bands are often narrower than in Anglo-American markets, while role scope can vary widely under the same title. Starting with money alone can lock you into a weak mandate.
Begin by agreeing what success looks like in the first year: team size, budget influence, hiring authority, and which forums you will join. Write these down and ask the hiring manager or HR to confirm them before you discuss numbers.
Once scope is clear, research Tarifvertrag ranges or company bands for that level. Bring a range, not a single figure, and link it to the responsibilities already agreed. This keeps the conversation grounded in the work, not personality.
If the organisation cannot move on base pay, negotiate for title accuracy, review timing, or development budget — especially leadership training that strengthens your next step. These are not consolation prizes; they are structural advantages.
Women sometimes under-ask for formal authority while accepting informal responsibility. If you will manage people, insist that reporting lines appear in writing. Informal leadership without title is difficult to leverage later.