The core principle: always negotiate
The majority of employers expect candidates to negotiate — and most offers have at least 5–15% of room built in. Yet most candidates accept the first offer. The single most important salary negotiation script is the one you use to ask for more at all.
You will not lose the offer by negotiating professionally. Offers are almost never rescinded because a candidate asked for more money. They are occasionally rescinded when a candidate is rude, combative, or asks for an unreasonable amount — but a reasonable, polite counter-offer is expected.
Script: the initial response to an offer (phone)
When you receive a verbal offer, never accept or reject on the spot. Thank them, express enthusiasm, and ask for time.
You: "Thank you so much — I'm really excited about this opportunity. Could I have a few days to review the full offer details before responding?"
Most recruiters expect this. Two to three business days is standard. Use that time to do your research, evaluate the full package, and prepare your counter.
If they try to pressure you into an immediate answer: "I completely understand the timeline — I want to move quickly. I'll have my response to you by [specific date, within 3 days]."
Script: the counter-offer (phone call)
Step 1: Express genuine enthusiasm
"Thank you for the offer — I'm genuinely excited about this role and the team."
Step 2: Name your counter with a reason
"Based on my research into market rates for this role in [location], and given my [X years of experience / specific skill], I was hoping we could get to [specific number]. Is there flexibility there?"
Critical rules:
- Use silence after naming your number. Don't fill the pause.
- Name a specific number, not a range (you already gave a range earlier)
- Your counter should be 10–20% above the offer, or at the 75th percentile of your research, whichever is higher
- Have a backup position ready: if base is firm, ask about bonus, equity, or sign-on
Script: the counter-offer (email)
Subject: Re: Offer for [Role Title]
"Hi [Name],
Thank you again for the offer — I'm very enthusiastic about joining [Company] and the [Team] team.
After reviewing the details, I'd like to discuss the base salary. Based on my experience and research into market rates for this role in [location/remote], I was hoping we could land at [specific number]. I believe this reflects the value I'll bring and is in line with the market range for this level.
I'm excited to move forward and am confident we can find something that works for both sides. Please let me know your thoughts.
Thank you,
[Your name]"
Why email works: It gives the recruiter time to check with the hiring manager or finance team, reduces pressure in the moment, and creates a paper trail of your counter.
When they say the salary is firm: negotiate everything else
If the recruiter says base salary cannot move, that doesn't mean the offer is fixed. Pivot to:
Sign-on bonus: "I understand base is constrained — would it be possible to add a sign-on bonus to bridge the gap? A one-time payment of $[X] would help make up for what I'm leaving behind at my current role."
Equity: "If base is firm, could you tell me more about the equity component and whether there's flexibility there?"
Extra PTO: "Would it be possible to negotiate an additional week of PTO? That's important to me."
Remote flexibility: "Is there any flexibility on the office requirement? I'd like to discuss a hybrid arrangement."
Earlier review/raise: "Given the base is fixed, would it be possible to schedule a 6-month performance review with the possibility of a salary adjustment at that point?"