Most candidates leave money on the table for one reason: they never ask. Salary negotiation is an expected part of the hiring process, not an imposition. Hiring managers build flexibility into offers, and a respectful, well-reasoned counter can add thousands to your compensation with a few minutes of conversation. The key is preparation, tone, and the right words.
This guide gives you word-for-word scripts for the most common negotiation moments — by email and by phone — so you can advocate for yourself without burning bridges.
Mindset first
Negotiation is a collaboration, not a confrontation. Your goal is to reach a package that reflects your market value and that the employer can justify internally. Keep three principles in mind:
- Be enthusiastic. You can accept the job and ask for more. "I'm thrilled about the offer" comes before "and I'd like to discuss the compensation."
- Use market data, not personal need. "Based on market data for this role in this city" is persuasive. "I have higher rent" is not.
- Make it a question, not a demand. "Is there flexibility on the base?" invites a yes. "I need $X" invites a no.
Script 1: Buying time after the offer
Never accept on the spot, even if you're tempted. Thank them and ask for 24–48 hours.
Hi [Name], Thank you so much for the offer — I'm really excited about the role and the team. I'd like to take a day or two to review the full package carefully before I respond. Can I get back to you by [day]? Best, [You]
This keeps you gracious while giving you space to plan your counter.
Script 2: Asking for a higher base (email)
Hi [Name], Thank you again for the offer. I'm genuinely excited about the opportunity to join [Company] and contribute to [specific goal or project you discussed]. After reviewing the full package and looking at market data for this role in [city/region], I was hoping we could discuss the base salary. Based on my [X years] of experience and the scope of the role, would it be possible to move the base to $[target]? I'm flexible on the overall structure and open to discussing how we get there — I'm most interested in finding a package that works for both of us. Best, [You]
Notes on this script: you name a specific number (research a defensible range first), you anchor slightly above what you actually want, and you signal flexibility, which keeps the conversation open.
Script 3: When the base is "maxed out"
If they say the base is fixed, negotiate the rest of the package — signing bonus, equity, extra PTO, a review at six months, or a remote-work arrangement.
Thanks, [Name] — I understand the base is at the top of the band. Given that, would there be flexibility on a signing bonus of $[amount], or an accelerated performance review at the six-month mark? I'm also open to [extra PTO / remote flexibility] if that's easier to approve.
Total compensation is more than salary. A $10K signing bonus and a six-month review can close the gap when the base can't move.
Script 4: Phone version
A call often works better than email because it's conversational. Keep the same structure:
- Express enthusiasm. "Thanks again, I'm really excited about this."
- State the ask clearly. "I was hoping we could talk about the base — based on the market and the scope, I was thinking $[target]. Is there room there?"
- Pause. Let them respond. Silence is fine.
- Respond, don't react. If they push back, ask "What would it take to get there?" or pivot to other components.
Handling common objections
- "That's above our band." → "I understand. What is the top of the band, and is there flexibility through a signing bonus or review?"
- "We don't negotiate." → "I appreciate that. Could we look at the overall package — PTO, remote days, or a review timeline?"
- "We'll review you in a year." → "That makes sense. Could we make it six months, given [specific milestone]?"
What to research before you counter
- Salary ranges for the exact title and location (use two or three sources).
- The company's typical comp structure (public companies disclose more; industry leveling sites help).
- Your walk-away number — the point below which you'd decline. Knowing it keeps you calm.
What to avoid
- Ultimatums. "I need this or I walk" ends conversations.
- Negotiating after you've said yes. Once you accept verbally, your leverage drops sharply.
- Comparing to other offers aggressively. Mentioning a competing offer is fine; using it as a threat can sour the relationship.
- Forgetting non-cash components. Sometimes the easiest wins are PTO, title, or remote days.
Bottom line
A negotiated offer isn't greedy — it's professional. Prepare your number, lead with enthusiasm, ask clearly, and stay flexible on the structure. A respectful two-minute conversation can add five figures to your annual comp, and most employers will respect you more, not less, for asking.