{"id":386,"date":"2023-05-15T11:30:00","date_gmt":"2023-05-15T11:30:00","guid":{"rendered":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/"},"modified":"2025-08-29T16:40:59","modified_gmt":"2025-08-29T16:40:59","slug":"salary-negotiation-tactics-for-increasing-income","status":"publish","type":"post","link":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/","title":{"rendered":"Negotiation Strategies to Increase Your Salary by 15%\u201360% in 2025"},"content":{"rendered":"
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This blog post is based on a few sections of Chapter 2<\/strong> of Rich Girl Nation<\/em><\/a>. <\/em>If you enjoy it, consider picking up a copy!<\/p>\n<\/div>\n

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Every time I read something about negotiating a salary, a major takeaway is usually that everything is negotiable<\/em>\u2014e.g., if Corporate Daddy won\u2019t budge on base pay, you can negotiate more time off. A few extra days off would be great<\/em>\u2014but usually, I want more money<\/em>. I can\u2019t invest my PTO in a Roth IRA (well, unless I quit and cash out, which is<\/em> a viable short-term strategy).<\/p>\n

Until I started my own business, I had always worked (a) for big companies with monstrous compliance departments that standardize everything and basically won\u2019t budge<\/em> on that type of stuff and (b) at levels low enough in the organization where negotiating the \u201cextras\u201d isn\u2019t really on the table.<\/p>\n

(If you\u2019re negotiating as a director, vice president, or some other high-level position with a compensation package that screams \u201cI have a price and you better pay it,\u201d you may have better luck!)<\/p>\n

Preparing for a negotiation and quantifying your track record<\/h2>\n

I agree with the advice that you should track your wins at work and measure them where possible, so you can unfurl your scroll of badassery when it\u2019s time to talk about promotions.<\/p>\n

If you\u2019re saving the company money or earning the company more, the negotiation should probably go in your favor. The most common issue with this advice, I\u2019ve found, is that the company likely already<\/em> expects you to earn more for them or save them money in some capacity. Numbers that illustrate you\u2019ve somehow gone above and beyond the scope of what your role is already compensated for are the real<\/em> needle-movers.<\/p>\n

This is probably stuff you\u2019ve heard before, and when it works, it works! <\/p>\n

Negotiation tactics matter, but they\u2019re not the most<\/em> important thing when negotiating on the \u201cinside\u201d of your current company<\/h3>\n

The most important thing\u2014from what I\u2019ve observed\u2014is having an engaged network of advocates inside. We\u2019re talking about other, more senior employees (ideally including your manager) at the company who (a) know you and (b) are willing to go to bat for you. Without this, it\u2019s going to be very difficult<\/em> to negotiate.<\/p>\n

This is less<\/em> about the words you say in the negotiation itself, and more<\/em> about laying the groundwork over time. How you do your job when you\u2019re not negotiating<\/em> typically impacts the negotiation most.<\/strong><\/p>\n

The cool thing I noticed during my time in Corporate America is that you didn\u2019t have to go the extra mile to stand out\u2014usually, going the extra yard was enough. A few examples: <\/p>\n

    \n
  • \n

    If your deadline for a project is Friday, hand it over on Thursday.<\/p>\n<\/li>\n

  • \n

    If you have a standing 1:1 with someone whose opinion impacts your compensation, send an agenda ahead of time and manage up. <\/p>\n<\/li>\n

  • \n

    If you\u2019re asked to pull a report on three factors influencing conversion, throw in a fourth. <\/p>\n<\/li>\n

  • \n

    If you\u2019re bringing an issue to someone, come prepared with one potential solution, too. <\/p>\n<\/li>\n<\/ul>\n

    It doesn\u2019t mean you need to be on Slack on Saturday mornings firing off compliments to everyone on payroll\u2014but the \u201cextra yard\u201d mindset goes a long way in building a disproportionately robust perception of your work ethic that doesn\u2019t typically take that<\/em> much additional work or time.<\/p>\n

    You can be the best negotiator in the world, but if you\u2019re not good at your job, it doesn\u2019t matter.<\/strong> So much of the negotiation happens before you even come to the table. <\/p>\n

    \n

    That said, if you\u2019re working this way and not<\/em> moving \u201cup\u201d (whether via raises or promotions) at least once every ~24 months, it\u2019s probably time to strongly consider looking elsewhere. Sometimes leaving is the best thing you can do for yourself.<\/p>\n<\/blockquote>\n

    Now that we\u2019ve covered our basics, let\u2019s talk about the overarching truth I\u2019ve noticed in the last few years of negotiations. <\/p>\n

    The person who cares less wins.<\/h2>\n

    If you enter into a negotiation willing to walk away, you suddenly have basically all the leverage<\/em>.<\/p>\n

    Now, that\u2019s easier said than done, as most people kinda care<\/em> about maintaining their employment\u2014but operating from a position of \u201cI don\u2019t need this\u201d shifts the perception of power to your side. <\/p>\n

    That doesn\u2019t necessarily mean that you\u2019d actually<\/em> walk away if you didn\u2019t get exactly what you wanted, but entering into every negotiation with a floor (the lowest offer you\u2019re willing to concede) helps you stay strong in the face of pushback.<\/p>\n

    It also doesn\u2019t mean you\u2019d approach the negotiation with a flippant or careless attitude<\/strong>. It just means that the person who\u2019s operating with optionality<\/em> on their side automatically has more power.<\/p>\n

    So how do you put yourself in that position authentically? It\u2019s actually pretty simple: Have a better offer. <\/p>\n

    This line of strategy works best if you\u2019re negotiating with a company you\u2019re already employed by, because it gives you the time to get your ducks in a row before coming to the table.<\/p>\n

    Negotiating with your current employer<\/h3>\n

    Whether that better offer comes from another company, your own business, or a different team inside your current company, you immediately uplevel your negotiating position when you can share\u2014in the spirit of transparency, of course\u2014that you\u2019re weighing your current role against another opportunity. <\/p>\n

    While there are plenty of Jedi mind tricks and pricing approaches you can learn from negotiation experts (and we\u2019ll explore some of my favorites in this week\u2019s YouTube video), this is the ultimate cheat code. <\/p>\n

    It cuts out all the verbal gymnastics and careful scripting and \u201cwin\u201d documentation and boils it down to a very simple, very primal truth: You can walk away if you don\u2019t get what you want. <\/p>\n

    That essentially forces the other person to offer you the most they possibly can for what you\u2019re worth to them, and if it\u2019s not enough to be worth your while, you have a decision to make. Stay where you are, or walk.<\/p>\n

    There\u2019s another upside to employing this strategy: It helps you explore the job market and understand your market rate. <\/p>\n

    How do you efficiently secure another job offer?<\/h2>\n

    I\u2019ll state the obvious first: Yes, any<\/em> other better offer will do, but you\u2019ll get the most juice for your squeeze here if it\u2019s a job offer you\u2019re actually excited about. Apply to companies in your field that you\u2019d be excited<\/em> to work for. <\/p>\n

    How to go about the application process, you ask? <\/p>\n

    Well, in my (limited) experience, there are a few best practices that helped me land great gigs:<\/p>\n

    \n

    Leverage LinkedIn<\/strong>. You don\u2019t have to start posting LinkedIn humblebrag monologues or cosplaying a VC, but making sure your LinkedIn profile is #optimized will work wonders. Describe your \u201cposition\u201d on your profile in such a way that it\u2019ll be a search result for the types of jobs you want (i.e., if you need to massage the verbiage of your current role a little, do it\u2014they don\u2019t always translate company to company, and you want LinkedIn SEO on your side when recruiters are hunting for new people). <\/p>\n<\/blockquote>\n

    Personal anecdote<\/em>: I was a Brand Copywriter at Southwest Airlines when I started working there and eventually ended up doing mostly UX Writing and training under our Principal UX Designer. My official title at the company? \u201cAssociate Manager of Customer Strategy.\u201d Bitch, what is that? Nobody knows. I wanted to continue pursuing the path of becoming a UX Writer, so I called myself a UX Writer on LinkedIn, because that was effectively<\/em> the work I was doing anyway. <\/p>\n

    I had the portfolio pieces and experience to back it up, but I would\u2019ve looked qualified for the absolute wrong types of jobs<\/em> had I called myself what my company was calling me. Calling myself a UX Writer got me hired at Dell (which added another feather in my resume cap), and I began getting recruiter messages from Google, Facebook, JPMorgan Chase, and PayPal for UX Writing jobs\u2014all because my LinkedIn profile was crafted to be a magnet for those types of positions<\/em>.<\/p>\n

    \n

    Cast a wide net and embrace rejection<\/strong>. Back in the summer of 2020, I was applying for jobs like I was unemployed. I used the \u201cJobs\u201d feature on LinkedIn to find and apply for roles. It became my little employment hub.<\/p>\n<\/blockquote>\n

    Any company that excited me got an application. Spotify? Check. Pinterest? Yep. Google? Double-yep. I went application crazy and got (mostly) flat-out rejections. I ended up in lengthy interview processes at NerdWallet and PayPal, and eventually ended up getting an offer for a contractor role from Dell. <\/p>\n

    The point is: You\u2019re going to get told \u201cno\u201d a lot, but it doesn\u2019t matter. You only need one \u201cyes\u201d to have another offer in hand that you can leverage. If it\u2019s less than you make now, maybe your current market rate is actually lower than you think for your level of experience\u2014or maybe your current employer is actually pretty good, and that\u2019s worthwhile information to know, too.<\/p>\n

    Molding your experience for jobs you actually want<\/h3>\n

    If you\u2019re casting a super wide net, you can\u2019t mold your profile to fit every single application\u2014but it\u2019s worthwhile to open 5\u201310 job postings that appeal to you on separate tabs. Look for common phrasing or experience requirements<\/em>, and make sure you\u2019re using the same type of language that\u2019s coming up frequently in your own profile.<\/p>\n

    Practically every single job I\u2019ve ever gotten (or had a good shot at getting) had nothing to do with who I knew or what I applied for\u2014it happened because something on my profile showed up in a recruiter\u2019s search. <\/p>\n

    But if you\u2019re reading about negotiation, you\u2019ve probably <\/em>already got your job offer<\/h2>\n

    Great, so we\u2019ve hit the high points on how to get another offer that you can leverage in a negotiation with your current employer. What if you\u2019re negotiating with a new company? <\/p>\n

    Negotiating with a new company that\u2019s offering you a job<\/h3>\n

    Know that it\u2019s unlikely the number they\u2019re coming in with is the top of the range they\u2019re authorized to offer. (It\u2019s probably nowhere near the top, unless you\u2019re way overqualified.)<\/p>\n

    All that to say: They\u2019re giving themselves breathing room because they\u2019re expecting<\/em> you to negotiate. When you\u2019re in that position, there are a few things you can discuss regarding your old compensation that can help juice it a little and give you some leverage:<\/p>\n

      \n
    • \n

      Your old 401(k) or HSA match, if you had one<\/p>\n<\/li>\n

    • \n

      Your old bonuses or profit-sharing<\/p>\n<\/li>\n

    • \n

      Any other benefits that had monetary value<\/p>\n<\/li>\n<\/ul>\n

      Stack that shit one on top of the other: If your base pay at your old employer was $60,000 but they gave you a $4,000 match, a $1,000 bonus, and a $500 stipend, your old compensation wasn\u2019t $60,000. It was $65,500.<\/p>\n

      If your new<\/em> offer from another company comes out the gate at $72,000, you can say:<\/p>\n

      \u201cThank you so much for the offer. I\u2019m so excited about this opportunity and really grateful for it. My current compensation is in the high $60s, and in order to make leaving my current role worthwhile, I\u2019m hoping for at least a 15% increase from my current compensation. Is $75,000 doable?\u201d <\/p>\n

      If you have other bargaining chips, like being overqualified or leaving your current company before a bonus hits, you could ask for even more. <\/p>\n

      But in that one (totally reasonable) request, you may have just increased your base pay from $60,000 to $75,000. It\u2019s only $3,000 more for them (a blip!) but a meaningful increase for you.<\/p>\n

      Just make sure you\u2019re actually<\/em> happy with the number you\u2019re proposing. If they say yes to it, it\u2019s likely the negotiation ends there. You can\u2019t exactly come back later and say, \u201cCool, so what about $78,000?\u201d <\/p>\n

      The reality, though, is that you\u2019ll probably already<\/em> get offered quite a bit more than what your current employer is paying you, so this trick only works if you can juice your current compensation enough to give yourself that springboard.<\/p>\n

      I\u2019ve used this tactic three times and it\u2019s never failed me.<\/p>\n

      If for some reason it doesn\u2019t work, you can try leveraging a bonus (or other reward) from your current position that you\u2019re forgoing in the job switch for a one-time signing bonus.<\/p>\n

      For example, if your current employer does a cash bonus or profit-sharing of $5,000 per year and you\u2019ve been offered a new job a few months before that\u2019s scheduled to hit, you can use that \u201clost\u201d bonus as a bargaining chip:<\/p>\n

      \u201cI\u2019m so excited about this opportunity, but I\u2019m set to receive a performance bonus at work in a couple of months, and since I\u2019ve earned it, I\u2019d really like to receive it on principle. Would you be open to matching it in a signing bonus?\u201d<\/p>\n

      (These scripts aren\u2019t gospel, but hopefully they illustrate the point.)<\/p>\n

      What about research using Glassdoor or other sites that share salary data?<\/h2>\n

      This information can be a little difficult to wield tactfully, depending on the relationship you have with the manager or recruiter in question.<\/p>\n

      \u201cWell, Glassdoor says the average salary for this job is $82,000, not $75,000.\u201d <\/p>\n

      You may be met with a, \u201cCool\u2014and?\u201d unless you have a masterful way of leveraging it. I like to use these ranges on salary transparency sites as guideposts for what I can talk a recruiter up to for an unrelated reason<\/em> (or, if you have a good relationship with your manager, a less clandestine approach may work just fine).<\/p>\n

      For example, you make $60,000 ($65,500 when padded; let\u2019s round up to $66,000), they offer $72,000, but you see $85,000 on Glassdoor. <\/p>\n

      (There\u2019s a chance it\u2019s higher on Glassdoor because those inputting the self-reported data have more experience, but that\u2019s neither here nor there\u2014you still want to ask for what you think you can feasibly get.)<\/p>\n

      If you have $85,000 in your head as the \u201caverage\u201d or the \u201cceiling,\u201d you really just have to come up with a reason to inch closer to that. You\u2019ve heard my go-to tactic, but unless you\u2019re obviously overqualified or have an extenuating circumstance you can wield, it may be difficult to play the \u201cI\u2019m worth more\u201d card until you\u2019re actually inside and can ~justify~ said value.<\/p>\n

      You\u2019re probably aware (if you\u2019ve gone through the job application process before) that the recruiter will ask for a ballpark number. This is to make sure your expectations for the role\u2019s compensation are on the same planet as what they can actually offer you, so they don\u2019t waste your time (and vice versa). I know traditional advice is not<\/em> to give an answer, but I think there are creative ways to approach this in states without salary transparency laws.<\/p>\n

      How to answer the question, \u201cWhat are your salary expectations?\u201d<\/h2>\n

      While this question can feel like a trapdoor, how you answer it depends on where you are in the process.<\/p>\n

      Let\u2019s say you\u2019re only willing to leave your current company for $70,000 or more, but you\u2019d be thrilled with $80,000. If the top end of their range is $60,000, you\u2019d probably rather know that up front so you don\u2019t waste your time in the interview process (and if there are other openings that are better suited for you in the company, they can shuffle you there instead).<\/p>\n

      Refusing to give a number or deflecting can make it seem as though you\u2019re not sure what you\u2019re worth or what the role should<\/em> pay, so if it\u2019s early in the process, I like to say something like this:<\/p>\n

      \u201cIt\u2019s hard to specify a target right now without knowing what the role entails and what success looks like, but I\u2019m hoping to be somewhere in the (here\u2019s where you give a very padded range!)<\/em> $75,000 to $85,000 range.\u201d<\/p>\n

      It\u2019s unlikely you\u2019ll undershoot a realistic estimate if you Glassdoor-stalk the role ahead of time, though there\u2019s always a chance they had you pegged at $95,000 and now they\u2019re looking at you with dollar signs in their eyes because they know you\u2019ll probably take $80,000. It\u2019s a risk you can mitigate with proper due diligence. <\/p>\n

      If you\u2019re just a little<\/em> over what they can offer, they\u2019ll tell you, but I went through a screening call once where I told them I was expecting something in the range of $120,000 to $140,000 and they told me flat-out that the cap for the position was $95,000, but that they\u2019d keep me in mind for more senior roles in the future. <\/p>\n

      If I had played coy, I would\u2019ve been majorly pissed after wasting all the time on the process to learn the maximum salary was way below my target.<\/p>\n

      I know this isn\u2019t traditional advice, but in my experience, <\/em>throwing out numbers that actually excited me has never backfired. <\/p>\n

      I\u2019m not an expert<\/h2>\n

      \u2026but I think my track record speaks for itself:<\/p>\n

        \n
      • \n

        2017: Started at $52,000 (didn\u2019t negotiate because this was more money than my 21-year-old self could fathom)<\/p>\n<\/li>\n

      • \n

        2018: Negotiated a raise after one year to $60,000 (15%)<\/p>\n<\/li>\n

      • \n

        2019: Negotiated another raise after another year to $66,000 (10%)<\/p>\n<\/li>\n

      • \n

        2020: Switched companies when I was offered a base pay of $108,000 (when I made the copywriter > UX writer switch!) (63%)<\/p>\n<\/li>\n

      • \n

        2021: Negotiated up to $115,000 (6%) with $25,000 in bonuses and stock for a total compensation of $140,000<\/p>\n<\/li>\n<\/ul>\n

        \u2026and now I\u2019m a post-acquisition business owner who\u2019s faced with tough negotiations more than I\u2019d like, and still<\/em> trying to find novel, better ways to increase my income.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

        This blog post is based on a few sections of Chapter 2 of Rich Girl Nation. If you enjoy it, consider picking up a copy! Every time I read something about negotiating a salary, a major takeaway is usually that everything is negotiable\u2014e.g., if Corporate Daddy won\u2019t budge on base pay, you can negotiate more […]<\/p>\n","protected":false},"author":178814,"featured_media":2431,"comment_status":"closed","ping_status":"open","sticky":false,"template":"si-template-single-post-income.php","format":"standard","meta":{"footnotes":""},"categories":[37,18,36],"tags":[40,61],"class_list":["post-386","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-financial-independence","category-productivity-and-time","category-spending-and-saving","tag-income","tag-popular-income"],"yoast_head":"\nNegotiation Strategies to Increase Your Salary by 15%\u201360% in 2025 - Money with Katie<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Negotiation Strategies to Increase Your Salary by 15%\u201360% in 2025 - Money with Katie\" \/>\n<meta property=\"og:description\" content=\"This blog post is based on a few sections of Chapter 2 of Rich Girl Nation. 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If you enjoy it, consider picking up a copy! Every time I read something about negotiating a salary, a major takeaway is usually that everything is negotiable\u2014e.g., if Corporate Daddy won\u2019t budge on base pay, you can negotiate more […]","og_url":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/","og_site_name":"Money with Katie","article_published_time":"2023-05-15T11:30:00+00:00","article_modified_time":"2025-08-29T16:40:59+00:00","og_image":[{"width":1001,"height":757,"url":"https:\/\/moneywithkatie.com\/wp-content\/uploads\/2025\/08\/Office_Green-Mint_Cropped.png","type":"image\/png"}],"author":"Katie Gatti","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Katie Gatti","Est. reading time":"12 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/","url":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/","name":"Negotiation Strategies to Increase Your Salary by 15%\u201360% in 2025 - Money with Katie","isPartOf":{"@id":"https:\/\/moneywithkatie.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/#primaryimage"},"image":{"@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/#primaryimage"},"thumbnailUrl":"https:\/\/moneywithkatie.com\/wp-content\/uploads\/2025\/08\/Office_Green-Mint_Cropped.png","datePublished":"2023-05-15T11:30:00+00:00","dateModified":"2025-08-29T16:40:59+00:00","author":{"@id":"https:\/\/moneywithkatie.com\/#\/schema\/person\/51ab3e47f462d7af0d7d2b00ab153000"},"breadcrumb":{"@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/#primaryimage","url":"https:\/\/moneywithkatie.com\/wp-content\/uploads\/2025\/08\/Office_Green-Mint_Cropped.png","contentUrl":"https:\/\/moneywithkatie.com\/wp-content\/uploads\/2025\/08\/Office_Green-Mint_Cropped.png","width":1001,"height":757},{"@type":"BreadcrumbList","@id":"https:\/\/moneywithkatie.com\/salary-negotiation-tactics-for-increasing-income\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/moneywithkatie.com\/"},{"@type":"ListItem","position":2,"name":"Negotiation Strategies to Increase Your Salary by 15%\u201360% in 2025"}]},{"@type":"WebSite","@id":"https:\/\/moneywithkatie.com\/#website","url":"https:\/\/moneywithkatie.com\/","name":"Money with Katie","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/moneywithkatie.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/moneywithkatie.com\/#\/schema\/person\/51ab3e47f462d7af0d7d2b00ab153000","name":"Katie Gatti","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/moneywithkatie.com\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/59c980f5acd370ecf7e985b2da3db33f1883bc4b53677d75e5b8f124f8e1ed74?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/59c980f5acd370ecf7e985b2da3db33f1883bc4b53677d75e5b8f124f8e1ed74?s=96&d=mm&r=g","caption":"Katie Gatti"},"url":"https:\/\/moneywithkatie.com\/author\/katiemoneywithkatie-com\/"}]}},"_links":{"self":[{"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/posts\/386","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/users\/178814"}],"replies":[{"embeddable":true,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/comments?post=386"}],"version-history":[{"count":1,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/posts\/386\/revisions"}],"predecessor-version":[{"id":2114,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/posts\/386\/revisions\/2114"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/media\/2431"}],"wp:attachment":[{"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/media?parent=386"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/categories?post=386"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/moneywithkatie.com\/wp-json\/wp\/v2\/tags?post=386"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}