Most people leave money on the table when negotiating their salary. Not because they lack the skills, but because they don't know what to say.
The average successful salary negotiation results in a 7-15% increase over the initial offer. Over a career, that compounds to hundreds of thousands of dollars. Yet 57% of candidates accept the first offer without negotiating at all.
This guide gives you the exact words to use in every negotiation scenario. These aren't theoretical phrases - they're scripts from real negotiations that resulted in higher offers. Use them as templates and adapt to your situation.
In This Article
01
The Mindset Shift You Need First
Before we get to scripts, let's address the mental barrier that stops most people from negotiating: the fear that you'll seem greedy or that they'll rescind the offer.
Here's the truth: Companies expect you to negotiate. They build a buffer into their initial offers specifically because they know candidates will counter. If you don't negotiate, you're leaving that buffer on the table.
In over a decade of recruiting data, rescinded offers due to negotiation are extremely rare - less than 0.1%. As long as you negotiate professionally and in good faith, your offer is safe.
Companies want to hire you. That's why they extended an offer. A professional negotiation doesn't change that - it's a normal part of the hiring process.
THE NEGOTIATION PARADOX
Companies often respect candidates MORE after a professional negotiation. It demonstrates confidence, communication skills, and business acumen. The skills that make you a good negotiator are often the same skills that make you good at your job.
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02
What to Do Before You Negotiate
Effective negotiation starts before you receive an offer. Here's how to prepare:
- 01Research the market rate: Use Levels.fyi, Glassdoor, Blind, and LinkedIn Salary to understand the range for your role, level, and location. Know the 25th, 50th, and 75th percentile.
- 02Calculate your minimum: What's the lowest offer you'd accept? Know this number cold. It prevents making emotional decisions.
- 03Define your target: What would make you genuinely excited? This is your negotiation goal - typically 10-20% above the expected offer.
- 04Prepare your justification: List 3-5 specific reasons why you're worth your target number. Concrete examples beat vague claims.
- 05Consider the full package: Base salary is just one component. Stock, bonus, signing bonus, PTO, title, start date, and other perks are all negotiable.
- 06Practice out loud: Rehearse your key phrases until they feel natural. Hesitation undermines confidence.
03
Scripts for Delaying Salary Discussion
Ideally, you want to discuss salary after you've demonstrated your value through the interview process - not before. Here's how to defer the conversation.
When Asked Early in the Process
If a recruiter asks your salary expectations in the first call, deflect without being evasive.
- +Script: 'I'm focused on finding the right role and company first. I'm confident we can find a number that works for both of us once we've determined there's a mutual fit. What's the budgeted range for this position?'
- +Script: 'I'd prefer to learn more about the role and responsibilities before discussing compensation. Can you share the range you've budgeted for this position?'
- +Script: 'My compensation requirements are flexible for the right opportunity. I'd love to understand more about the role first. What range are you targeting for this hire?'
When Pressed for a Number
Sometimes recruiters push. Here's how to handle it while staying professional.
- +Script: 'I understand you need a number for your process. Based on my research, roles like this at similar companies range from $X to $Y. I'd expect to be in that range depending on the total compensation package.'
- +Script: 'I'm currently exploring opportunities in the $X to $Y range, but I'm flexible for the right role. The total package matters more to me than just base salary.'
- +Script: 'My current total compensation is approximately $X. I'm looking for an opportunity that represents a meaningful step forward in my career, which typically means a 15-20% increase.'
When Asked About Current Salary
In many places, asking about current salary is illegal. Regardless, you're never obligated to share it.
- +Script: 'I prefer to focus on the value I can bring to this role rather than my current compensation. What's the budgeted range for this position?'
- +Script: 'I'm not comfortable sharing that, but I'm happy to discuss my expectations based on this role and market rates.'
- +Script: 'My current compensation doesn't reflect the scope of this role. I'm looking for something in the $X to $Y range based on my research.'
04
Scripts for Receiving the Offer
When you receive an offer, your first response sets the tone for negotiation. Never accept immediately, even if you're thrilled.
Initial Response (Always Use This)
Express gratitude and ask for time. This is your default response to any offer.
- +Script: 'Thank you so much for the offer - I'm really excited about the opportunity to join [Company]. I'd like to take a day or two to review the full package. When do you need a decision by?'
- +Script: 'I appreciate you putting this together. I'm very interested in this role. I want to give this the consideration it deserves. Could I get back to you by [specific date]?'
- +Script: 'This is exciting news - thank you. I want to review the details carefully and discuss with my family. Is it okay if I come back to you by [date] with any questions?'
Getting the Offer in Writing
Always get the full offer in writing before negotiating.
- +Script: 'Could you send me the complete offer details in writing? I want to make sure I understand all the components - base salary, equity, bonus, benefits, and any other relevant details.'
- +Script: 'I'd love to see the full compensation package in writing so I can review it thoroughly. Can you email that over today?'
Asking Clarifying Questions
Before negotiating, make sure you understand what you're negotiating.
- +Script: 'Can you walk me through the equity component? How is the $X value calculated, and what's the vesting schedule?'
- +Script: 'What's the target bonus, and how is it determined? What percentage of employees hit target versus above or below?'
- +Script: 'Is the base salary open to negotiation, or is this level standardized across the company?'
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05
Scripts for Making a Counter Offer
This is the moment of truth. Here are proven scripts for countering effectively.
The Standard Counter
Use this when the offer is reasonable but below your target. This is the most common scenario.
- +Script: 'Thank you again for the offer. I'm very excited about this opportunity and want to make this work. Based on my research and the value I'll bring in [specific areas], I was hoping for a base salary closer to $X. Is there flexibility in the base?'
- +Script: 'I've given this a lot of thought, and I'm confident I can make a strong impact in this role, particularly in [specific area]. Based on that and my research on market rates, I'd like to propose a base salary of $X. Can we discuss?'
- +Script: 'I want to be direct with you. I'm very excited about this role and I want to accept. To do that, I'd need the base salary to be $X. This reflects both market rates and my experience in [specific area]. Is that something you can work with?'
When the Offer Is Below Market
If the offer is significantly below market, address it directly but professionally.
- +Script: 'I appreciate the offer, and I'm genuinely excited about this opportunity. However, the base salary is below what I've seen for similar roles at comparable companies. Based on my research on Levels.fyi and discussions with peers, roles at this level typically pay between $X and $Y. Can we bridge that gap?'
- +Script: 'Thank you for the offer. I want to be transparent - this is lower than what I was expecting based on market data and my experience. I'd need to see a base of at least $X to move forward. Is there room to get there?'
Countering on Multiple Components
Often, you'll want to negotiate several elements. Here's how to do it without seeming greedy.
- +Script: 'I'd like to discuss the offer as a package. On the base, I was hoping for $X. I'd also like to understand if there's flexibility on the equity - given my experience, I believe an additional $X in stock would be appropriate. Finally, I have an existing commitment in January, so I'd need a start date of [date]. Are these things we can work through together?'
- +Script: 'I have a few items I'd like to discuss. The most important is the base salary - I'd like to propose $X. I'm also interested in exploring a signing bonus to help bridge the gap from my current compensation. And I'd like to confirm the title would be [title]. Can you help me with any of these?'
Using a Competing Offer
If you have another offer, use it professionally as leverage.
- +Script: 'I want to be transparent - I have another offer at $X. I'm more excited about [Your Company] because of [specific reasons], but I need to make a decision that works financially. Is there a way to close the gap?'
- +Script: 'I've received a competing offer that's $X higher on base salary. I prefer your opportunity because [specific reasons], but I want to make sure I'm making the right financial decision. Can you match or get closer to that number?'
THE SILENCE TECHNIQUE
After you state your counter, stop talking. Silence is uncomfortable, but resist the urge to fill it. Let them respond. Many people talk themselves out of a good negotiation by over-explaining or backpedaling.
06
Scripts for Handling Pushback
Not every counter is accepted. Here's how to handle common pushback scenarios.
'We Can't Go Higher on Base'
If base salary is truly fixed, pivot to other compensation.
- +Script: 'I understand base salary has constraints. I'd like to make this work. Could we explore a signing bonus to bridge the gap? That would allow me to feel good about the overall package.'
- +Script: 'If base is fixed at this level, is there flexibility on equity? An additional $X in stock would help me feel confident about the total compensation.'
- +Script: 'I understand. What about starting me at a higher level, which would unlock a higher band? Or could we agree to a 6-month review with the opportunity for an adjustment?'
'This Is Our Final Offer'
Test whether it's truly final while remaining professional.
- +Script: 'I appreciate you being direct. I'm very excited about this opportunity. If base is firm, could we discuss a guaranteed bonus in year one or an accelerated review cycle?'
- +Script: 'I understand. Let me make sure I'm evaluating this correctly - this is $X base, $Y equity, and $Z bonus. Are each of those fixed, or is there any flexibility on the bonus or equity components?'
- +Script: 'Thank you for being clear. I want to make this work. Would [smaller increase] be possible? Even meeting partway would help me feel great about accepting.'
'We Pay Based on Internal Equity'
Companies sometimes claim they can't exceed what current employees make.
- +Script: 'I understand internal equity is important. My concern is that I'll be coming in below market, which could affect my motivation and tenure. Is there a way to address this - perhaps through a signing bonus or accelerated equity vesting?'
- +Script: 'I respect that. Could we discuss a higher title or level that would place me in a different band? Based on my experience, I believe I could operate at [higher level].'
'We Don't Have Budget'
Budget constraints are common. Here's how to navigate them.
- +Script: 'I understand budget cycles can be challenging. Would it be possible to lock in a raise or equity refresh for [specific date] once new budget is available?'
- +Script: 'If cash is constrained, could we adjust the equity component? I'm willing to take more of my compensation in stock if you believe in the company's trajectory.'
- +Script: 'I understand. Would it help to adjust my start date to align with your new budget cycle? I want to find a solution that works for both of us.'
07
Negotiating Beyond Base Salary
Salary is just one lever. Smart negotiators know there are many components to optimize.
Equity / Stock Options
At tech companies and startups, equity can be more valuable than base salary.
- +Script: 'Given the company's growth trajectory and my confidence in the team, I'd like to increase my stake. Can we discuss an additional $X in equity?'
- +Script: 'The base works for me. On equity, I'd like to propose $X in additional shares. I plan to be here long-term and want my compensation to reflect that commitment.'
- +Script: 'Can we adjust the vesting schedule? I'd prefer a 3-year vest instead of 4, or more equity vested in years 1 and 2.'
Signing Bonus
Signing bonuses are often easier to approve than base increases.
- +Script: 'I'm walking away from a bonus at my current company that would have paid out in [month]. Could a signing bonus help offset that?'
- +Script: 'If base is constrained, would a signing bonus be possible? $X would help bridge the gap and wouldn't affect your ongoing budget.'
- +Script: 'I have unvested equity I'd be leaving behind. Could we discuss a signing bonus to help make up for that?'
Title and Level
Title affects not just ego but often future earning potential.
- +Script: 'Based on my experience leading [X], I believe the Senior title would be appropriate. This aligns with how I'd be operating in the role. Can we discuss?'
- +Script: 'I'd like to propose starting at Level [X] rather than [Y]. My experience with [specific skills] puts me at that level, and it would set me up for long-term growth at the company.'
Start Date and PTO
Time off and flexibility are increasingly valuable.
- +Script: 'I'd like to request starting with 4 weeks of PTO instead of 3. My current company provides this, and I'd like to maintain that balance.'
- +Script: 'I have a trip planned for [date] that was booked before this process started. Can we agree that I'll be able to take that time, even if it's before my PTO accrues?'
- +Script: 'Is there flexibility on remote work? I'd like to work from home 2-3 days per week. This was standard at my last role and helps me be most productive.'
08
Scripts for Closing the Negotiation
At some point, you need to close. Here's how to do it gracefully.
Accepting the Offer
When you're ready to accept, do it clearly and enthusiastically.
- +Script: 'Thank you for working with me on this. I'm delighted to accept. I'm excited to join [Company] and can't wait to get started. When can I expect the updated offer letter?'
- +Script: 'I really appreciate your flexibility. With the adjustments we discussed, I'm happy to accept. This feels like the right move for me. What are the next steps?'
When You Need More Time
If you need more time, be honest but don't abuse it.
- +Script: 'This is a significant decision for me and my family. Would it be possible to have until [specific date]? I want to give this the consideration it deserves.'
- +Script: 'I'm very interested, but I have another process concluding this week. Could I have until [date] to make a final decision?'
Declining the Offer
If you decide not to accept, decline gracefully. You may cross paths again.
- +Script: 'Thank you for the offer and for working with me on the terms. After careful consideration, I've decided to pursue another opportunity that's a better fit for my goals right now. I appreciate your time and hope we can stay in touch.'
- +Script: 'I've really enjoyed getting to know the team and learning about [Company]. Unfortunately, I've decided to accept another offer. Thank you for the opportunity, and I hope our paths cross again.'
09
Special Situation Scripts
Some scenarios require specific approaches.
Internal Transfer or Promotion
Negotiating internally requires different tactics.
- +Script: 'I'm excited about this opportunity. I've researched market rates for this role, and they range from $X to $Y. Given my institutional knowledge and track record here - including [specific achievements] - I believe $X is appropriate.'
- +Script: 'Thank you for considering me for this role. The standard 10% increase would put me below market for this position. I'd like to propose [amount] based on external data and my performance here.'
Early Career / Entry Level
Even entry-level candidates can negotiate, just with different leverage.
- +Script: 'I'm excited about this opportunity. Based on my research and conversations with peers, entry-level salaries in this role range from $X to $Y. Given my internship experience at [Company] and my skills in [area], I was hoping for something closer to $X. Is there flexibility?'
- +Script: 'I don't have much negotiating leverage yet, but I want to start my career with a company that values me. Is there any flexibility on the base or a possibility for a 6-month review?'
Economic Downturns / Tough Markets
When the market is challenging, adjust your approach.
- +Script: 'I understand the current environment is challenging. I'm genuinely excited about this opportunity and want to make it work. If base is constrained, could we discuss a signing bonus or accelerated review cycle?'
- +Script: 'I appreciate you extending an offer in this market. I'd like to discuss the equity component - if cash is tight, I'm open to more of my compensation coming through stock.'
Go Get What You're Worth
Negotiation isn't about being greedy or aggressive. It's about advocating for yourself professionally and ensuring you're compensated fairly for the value you bring.
The candidates who negotiate successfully share a few traits:
1. They prepare thoroughly - knowing market rates, their value, and their minimum
2. They negotiate professionally - with gratitude, specificity, and confidence
3. They know when to push and when to accept - reading signals and respecting genuine limits
4. They focus on mutual benefit - framing asks in terms of both parties winning
You've worked hard to earn this offer. You've prepared for interviews, demonstrated your skills, and convinced them you're the right person. The negotiation is the last step - and often the most financially impactful.
Use these scripts as a starting point. Adapt them to your voice and situation. Practice them until they feel natural.
Then go get what you're worth.
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