How to Negotiate Salary After a Job Offer: A Step-by-Step Script

You got the offer. Congratulations—that's the hard part. But what you do in the next 24-72 hours could be worth $10,000 to $30,000 over the life of your employment. Most people either accept immediately out of relief or negotiate so aggressively they damage the relationship before day one.

There's a middle path. After 15+ years in HR at Fortune 500 companies, I've seen the negotiation process from the inside. I've watched compensation packages get approved, modified, and pulled. Here's exactly how to negotiate effectively—with scripts you can use word for word.

The Truth About Salary Negotiation (From the HR Side)

Here's what most candidates don't know:

• Hiring managers expect you to negotiate. At most companies, the initial offer is deliberately set below the top of the approved range. There's room built in
• Recruiters are not your adversary. They want you to accept. A pulled offer or rejected candidate means they have to restart the search—an expensive outcome for everyone
• The offer rarely gets rescinded for negotiating. In 15 years, I've seen offers pulled for negotiation reasons exactly twice—and both involved unreasonable demands combined with ultimatums
• Base salary matters most long-term. Bonuses, stock vesting, and future raises are often calculated as percentages of your base. A $5,000 higher base compounds every year

Step 1: Respond to the Offer (Don't Accept or Counter Yet)

When you receive the offer, your first response should express enthusiasm without committing. This buys you time to prepare your counter.

This does three things:

1. Signals genuine enthusiasm (hiring managers need to feel wanted too)
2. Sets a professional tone for the negotiation
3. Gives you time to research and prepare

Step 2: Research Your Market Value

Before you counter, you need data. Your negotiation should be grounded in market research, not feelings.

Where to Find Salary Data

• Levels.fyi — Best for tech roles, includes base + stock + bonus breakdowns
• Glassdoor Salaries — Broad coverage across industries
• Payscale — Good for adjusting by location, experience, and skills
• LinkedIn Salary Insights — Useful for role-specific ranges
• Bureau of Labor Statistics — Government data, good baseline
• Industry salary surveys — Robert Half, Hays, etc. for specialized fields

Build Your Case

Document three numbers:

1. Your target: The number you'd be thrilled to get (top 25% of market range)
2. Your ask: 10-15% above the initial offer, or at the high end of market range
3. Your walk-away: The minimum you'd accept (know this before you start)

Step 3: Make Your Counter (The Script)

Phone is always better than email for the actual counter. It allows for real-time conversation and shows confidence. But follow up with an email summarizing what was discussed.

Key principles in this script:

• Lead with enthusiasm, not demands
• Reference market data, not personal needs ("I need more because of my mortgage" is not a negotiation strategy)
• Tie your ask to specific value you bring
• Ask an open question rather than making an ultimatum

Step 4: Negotiate Beyond Base Salary

If the company says base salary is firm, there are often other levers:

• Signing bonus: Often easier to approve than a higher base because it's a one-time cost
• Annual bonus target: Even a 5% increase in bonus target compounds over time
• Stock/equity: For public companies, ask for additional RSU grants. For startups, negotiate the vesting schedule
• Start date flexibility: An extra week before starting can be valuable
• Remote work or flex schedule: Has real monetary value when you factor in commute costs
• Professional development budget: Conference attendance, certifications, tuition reimbursement
• Title adjustment: A higher title can be worth more than salary at your next job
• Review timeline: Ask for a 6-month salary review instead of waiting for the annual cycle

Step 5: Handle Common Pushback

"This is our standard offer for this level."

"We don't have budget for more."

"We need an answer by tomorrow."

What NOT to Do When Negotiating

1. Don't give a number first during interviews. If asked about salary expectations early in the process, say: "I'd like to learn more about the role before discussing specifics. I'm confident we can find something that works for both of us."
2. Don't lie about competing offers. HR professionals talk. If you fabricate an offer and get caught, you'll lose the real one
3. Don't make it personal. "I need $X because of my student loans" is not persuasive. "The market rate for this role with my experience is $X" is
4. Don't negotiate via email only. Have the conversation by phone, then confirm in writing
5. Don't accept on the spot. Always take at least 24 hours, even if you're going to say yes
6. Don't negotiate after accepting. Once you say yes, the negotiation window closes

The Negotiation Timeline

• Day 1: Receive offer. Send enthusiasm + time request email
• Day 1-2: Research market data. Build your case. Identify your three numbers
• Day 2-3: Make your counter by phone. Follow up with email summary
• Day 3-5: Company reviews internally. Recruiter comes back with revised offer or explanation
• Day 5-7: Final decision. Accept with confidence or walk away knowing you tried

When to Accept (and When to Walk Away)

Accept when the total package meets or exceeds your minimum number and you're genuinely excited about the role, team, and growth potential. Compensation is important, but it's one factor among many.

Walk away when the offer is significantly below market, the company refused to discuss it, or the negotiation process revealed cultural red flags. The way a company negotiates tells you a lot about how they'll treat you as an employee.

For more on making a strong impression throughout the interview process, check out our guide on how to answer "Tell me about yourself" and common interview mistakes to avoid.

Robert Pedigo

Fortune 500 HRIS Analyst with 15+ years in HR at Walgreens, Deloitte, Grainger, and more. Rob has coached 100+ candidates through mock interviews and salary negotiations. Learn more →