How to Negotiate Your Salary After a Job Offer (Scripts & Strategy)

You got the offer. Congratulations. Now comes the part most people dread: asking for more money.

Here's the thing — negotiation isn't greedy, it isn't rude, and it almost never gets an offer rescinded. Companies expect you to negotiate. Recruiters have budget room built in. The only person who loses in salary negotiation is the one who doesn't try.

Why You Should Always Negotiate

Recruiters expect it. Most initial offers are 10-20% below what they're willing to pay.
It compounds. A $10K higher starting salary translates to hundreds of thousands more over a career through raises, bonuses, and future offers based on current comp.
It signals confidence. Hiring managers generally respect candidates who advocate for themselves.
Offers are rarely rescinded. In 99% of cases, the worst outcome is "Sorry, this is our best offer." The offer doesn't disappear because you asked.

Before You Negotiate: Know Your Numbers

Research Market Rates

Before you counter, you need data. Use these sources:

Levels.fyi — Best for tech compensation (base, stock, bonus breakdowns by company and level)
Glassdoor — Broad salary data across industries
Payscale — Adjusted for location, experience, education
Blind — Anonymous self-reported data from tech workers
LinkedIn Salary Insights — Based on member-reported data
Your network — Ask trusted peers what they're making (normalize this — salary secrecy only benefits employers)

Know Your Bottom Line

Before negotiating, decide:

Your target number: What you'd be thrilled to accept.
Your walk-away number: The minimum you'd accept.
Your BATNA (Best Alternative to Negotiated Agreement): Do you have other offers? Can you stay at your current job? The stronger your BATNA, the more leverage you have.

The Negotiation Process: Step by Step

Step 1: Receive the Offer Gracefully

When you get the call or email, express genuine enthusiasm — but don't accept on the spot.

Script:

"Thank you so much — I'm really excited about this opportunity and the team. I'd like to take a couple of days to review the full offer details. When would you need a decision by?"

Why: This buys you time to research, think, and prepare your counter. Accepting immediately leaves money on the table.

Step 2: Review the Full Package

Salary is just one piece. Look at the complete picture:

Base salary
Signing bonus
Equity/stock (RSUs, options, grants)
Annual bonus (target % and actual payout history)
Benefits (health insurance, 401k match, HSA)
PTO / vacation days
Remote work flexibility
Relocation assistance
Learning budget / conference budget
Title (affects future earning potential)

Sometimes negotiating on non-salary items (signing bonus, extra PTO, remote flexibility) is easier and equally valuable.

Step 3: Send Your Counter

After reviewing the offer and doing your research, send a counter via email. Email is better than phone for the initial counter because it gives both sides time to think and avoids being put on the spot.

Script — Email Counter:

Subject: Re: [Company] Offer — [Your Name]

"Hi [Recruiter],

Thank you again for the offer — I'm very excited about the opportunity to join [Company] as a [Role].

After reviewing the offer details and considering my experience in [relevant area], as well as the market data I've gathered for similar roles, I'd like to discuss the base salary. The offer of $[X] is below what I was expecting based on my research and conversations with peers in comparable positions.

I'd be comfortable accepting at $[Target], which I believe reflects both the value I'd bring to the team and the current market for this level. I'm also open to discussing other components of the package if there's flexibility.

I want to reiterate how excited I am about this role — this is my top choice, and I'd love to find a number that works for both of us.

Best, [Your Name]"

Step 4: The Back-and-Forth

The recruiter will likely come back with one of three responses:

Response A: "We can do $[Higher Number]" Great. If it meets your target, accept. If it's between your target and their original offer, decide if it's worth another push or if you're happy.

Response B: "The offer is firm on base, but we can add $[X] signing bonus / extra PTO / etc." This is common. Evaluate the full package. A $15K signing bonus plus better equity might beat a $5K base increase.

Response C: "This is our best and final offer." Take it or leave it. If it's above your walk-away number, take it. If it's below, you need to decide if the opportunity is worth it regardless.

Step 5: Get It in Writing

Once you agree on terms, ask for an updated offer letter before signing. Don't accept verbally and hope the changes show up.

"Could you send me an updated offer letter reflecting the adjusted compensation? I'd love to sign as soon as I have it."

Negotiation Scripts for Common Situations

When You Have a Competing Offer

"I'm very interested in [Company], and it's my top choice. I want to be transparent — I also have an offer from [Other Company] at $[X]. I'd prefer to join your team, but I want to make sure the compensation is competitive. Is there flexibility to match or come closer to that number?"

Why it works: Competing offers are the strongest leverage. Be honest — recruiters talk to each other, and getting caught lying destroys trust.

When You Don't Have Competing Offers

"Based on my research on Levels.fyi and conversations with peers in similar roles at comparable companies, the market rate for this position is in the range of $[X-Y]. I'd like to discuss bringing the base closer to $[Target]."

Why it works: Market data is legitimate leverage even without another offer.

When They Say "What Are Your Salary Expectations?"

This often comes up early — before the offer. Defer if possible:

"I'd prefer to learn more about the role and discuss compensation once we're both sure it's a good fit. But I'm expecting something competitive with the market for this level — I'm sure we can find a number that works."

If they insist on a number:

"Based on my research, I'm targeting a total compensation in the range of $[X-Y]. But I'm flexible depending on the full package — equity, bonus structure, and benefits all factor in."

Key: Always give a range, and set your bottom at your target (not your walk-away).

When They Low-Ball You

"I appreciate the offer, and I'm excited about the role. However, the base of $[X] is significantly below what I've seen for comparable positions at this level. I'm confident I'd bring strong value to the team — [specific example]. Could we discuss bringing this closer to $[Target]?"

When Negotiating Equity

"I understand the base salary may be firm. Would there be flexibility on the equity component? Given the company's trajectory and my plan to stay long-term, I'd value a stronger equity package."

What NOT to Do

Don't apologize for negotiating

"Sorry to ask, but..." undermines your position. You're not asking for a favor — you're having a business conversation.

Don't make it personal

"I need more money because my rent went up" isn't a negotiation argument. Focus on market value and the value you bring, not personal expenses.

Don't give an ultimatum (unless you mean it)

"I'll only accept at $X" locks you into a corner. Leave room for discussion.

Don't negotiate just to negotiate

If the offer is fair and meets your target, you can accept it. Not every offer needs a counter.

Don't lie about other offers

If you say you have a competing offer and you don't, you risk getting caught. It happens more often than you think.

Don't accept and then re-negotiate

Once you say yes, the negotiation is over. Trying to reopen it is a bad look.

Negotiating at Different Career Stages

New Grad / Entry Level

You have less leverage, but you still have some. Entry-level offers often have a fixed salary band but flexibility on signing bonuses.

Best levers: Signing bonus, start date, relocation package.

Mid-Level (3-7 years)

This is where negotiation matters most. Your skills are proven, and companies compete for experienced talent.

Best levers: Base salary, equity, title.

Senior / Leadership (8+ years)

At this level, compensation packages are complex (base + equity + bonus + perks). Everything is negotiable.

Best levers: Equity, signing bonus, title, scope, team size.

The Psychology of Negotiation

Anchoring

The first number sets the anchor. If possible, let the company go first — their initial offer anchors the conversation. If you must go first, anchor high (but within a defensible range).

Silence is powerful

After stating your counter, stop talking. Let the recruiter respond. Most people fill silence by negotiating against themselves.

Express enthusiasm alongside the ask

Every counter should include a genuine statement of interest: "I really want to make this work" or "This is my top choice." This keeps the conversation collaborative, not adversarial.

It's a negotiation, not a fight

The recruiter is often your ally — they want you to accept. Frame it as "let's find something that works for both of us," not "give me more money."

After You Accept

Get the updated offer letter in writing.
Thank your recruiter. They went to bat for you internally.
Stop negotiating. Once you sign, it's done.
Don't share specific numbers publicly. It can create issues at the company.

Nervous about salary conversations? Practice tough negotiation scenarios with Reherse's AI interview coach and build confidence before the real thing. Start practicing →

The Bottom Line

Salary negotiation is a skill, not a talent. The more you practice it, the better you get. Most candidates leave $5K-$30K on the table because they're afraid of a conversation that lasts five minutes.

Do your research. Know your numbers. Send the counter. The worst they can say is no — and even then, you'll know you advocated for yourself.

That's worth a lot more than the money.