Salary negotiation scripts is the focus of this expert recruiter guide. Knowing what to say in a salary negotiation is the most common gap between people who negotiate and people who do not.
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When you receive an offer
Thank you so much for the offer. I am very excited about this opportunity. I wanted to ask, is there flexibility on the base salary? Based on my research and experience, I was hoping we could get to [target number].
When they ask for your number first
I appreciate the question. Based on my research into comparable roles in this market and my specific background in X, I am targeting roles in the $[range] range. Does that work with your budget for this role?
When they say the number is fixed
I understand that. I want to make this work. Are there other elements of the package where there might be more flexibility? For example, signing bonus, additional equity, or an earlier performance review? For more on this, see our guide on salary negotiation scripts that actually work after a job offer.
When you need time to think
Thank you for the offer. I am genuinely excited about this role. Would it be possible to have 48 hours to review everything carefully before responding? I want to give you a thoughtful answer.
Read next
- How to Use Salary Data to Negotiate a Better Offer
- How to Handle a Lowball Salary Offer Without Losing the Job
- How to Answer Salary Expectations in Any Interview
Frequently Asked Questions
When should I negotiate salary?
After you have a written offer, not before. The strongest position is when they want you but have not yet finalized terms.
How much should I counter offer?
Counter 10-20% above the initial offer if market data supports it. Be specific: “I was hoping for $92,000” is stronger than a vague range.
What if the salary is non-negotiable?
Ask about other elements: signing bonus, extra vacation, remote flexibility, earlier review date. These are often flexible even when base salary is not.
Can negotiating hurt my chances?
Very rarely. Companies expect negotiation and budget for it. What damages relationships is being aggressive, making ultimatums, or renegotiating after agreeing.
Most candidates accept the first offer they receive because they are afraid of losing it. In my experience, that fear is rarely warranted. Employers expect negotiation. The initial offer is almost always a starting point, not a final number. Hiring managers typically have a range approved before they make a call, and they rarely rescind an offer because a candidate asked a reasonable question about compensation.
The single most effective negotiation tool is market data. Not what your friend earns or what you think you deserve, but documented salary ranges from sources like Glassdoor, LinkedIn Salary Insights, and Levels.fyi for technical roles. When you anchor your ask to external data rather than personal need, you reframe the conversation from “I want more” to “the market rate for this role is X, and I am asking for X.” For more on this, see our guide on benefits negotiation.
Total compensation is another area where candidates consistently leave value on the table. Base salary is one component. Signing bonus, annual bonus targets, equity vesting schedules, vacation time, remote work flexibility, professional development budgets, and health benefits all carry real monetary value. Before you accept or decline an offer, calculate the full package across at least two years to get an accurate picture of what you are actually being offered.
The timing of your negotiation conversation matters. The moment of highest leverage is after you have received an offer and before you have accepted it. Once you accept, your leverage drops significantly. During that window, approach the conversation collaboratively rather than adversarially. Something as simple as “I am really excited about this role and I would love to make this work, could we talk about the base?” signals enthusiasm while opening the door to dialogue. For more on this, see our guide on negotiate salary at a startup.
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