How to Negotiate Salary After a Job Offer (With Scripts & Email Templates)

Why You Should Always Negotiate

Salary negotiation is standard practice in US hiring. Employers build flexibility into their offers specifically because they expect candidates to push back. The initial offer is almost never the final offer – it’s an opening position.

The fear that negotiating will cost you the offer is the single biggest reason people don’t do it. That fear is almost always unfounded. Employers don’t rescind offers because someone asked for more money professionally. They rescind offers when candidates are rude, make unreasonable demands, or misrepresent their background. A calm, well-prepared counter-offer is not only expected – it signals confidence and professional self-awareness, two qualities employers value.

Step 1 – Research Your Market Value Before Negotiating

Walking into a salary negotiation without data is like negotiating in the dark. Your counter-offer needs to be grounded in market benchmarks – not gut feeling, not what you “think you deserve,” and definitely not what your last employer paid you. Here’s how to build your case with numbers.

Where to Find US Salary Data

• Bureau of Labor Statistics (BLS): The most authoritative source for US salary data by occupation, region, and industry. Free and updated annually. Use BLS Occupational Employment Statistics at bls.gov/oes.
• Glassdoor Salaries: Self-reported data from employees at specific companies. Useful for seeing what people at your target employer actually earn in the same role.
• LinkedIn Salary: Filtered by job title, location, industry, and years of experience. Requires a LinkedIn account but the data is current and specific.
• Levels.fyi: The gold standard for tech, engineering, and product roles – covers total comp (base + bonus + equity) at major tech employers.
• Payscale and Salary.com: Useful for non-tech roles and regional salary breakdowns across industries.

Build a Salary Range, Not a Single Number

Cross-reference at least two to three sources and build a range. Your target number – the figure you’ll ask for – should sit at the top of the reasonable market range for your title, location, and experience level. Your walk-away number – the minimum you’d accept – should be set before the conversation starts, so you’re not making emotional decisions in real time.

Account for Total Compensation

Base salary is only one component of your offer. Before you decide whether an offer is low, calculate the full picture: base salary, annual bonus target (and whether it’s guaranteed or discretionary), equity or profit-sharing, health insurance premiums, 401(k) match, PTO days, remote work flexibility, and any signing bonus. An offer of $75,000 with full remote, a 6% 401(k) match, and a $5,000 signing bonus may outperform a $82,000 offer with a required commute, no match, and no bonus.

Step 2 – Timing Your Counter-Offer

When the employer makes their offer – whether by phone, email, or in person – your first move is not to respond immediately. No matter how the offer feels, do not accept or reject it on the spot.

1. Express genuine enthusiasm in the moment
   When you receive the offer, thank them warmly. “I’m really excited about this opportunity – thank you so much for the offer.” This keeps the tone positive and confirms your interest, which matters for the negotiation that follows.
2. Ask for time to review
   Request 24-48 hours to review the offer in full. This is standard, professional, and expected. It gives you time to research, prepare your counter, and come into the conversation calm instead of reactive.
3. Confirm the full offer in writing
   Before you negotiate anything, make sure you have the full offer in writing – salary, bonus, benefits, start date. If they haven’t sent a written offer, ask for one before responding.
4. Negotiate by phone or video – not just email
   Phone or video conversations are harder for employers to ignore and easier for both sides to find creative solutions in real time. Email is fine for following up in writing after a verbal conversation, but don’t conduct the entire negotiation in writing if you can avoid it.

Step 3 – The Phone Negotiation Script

The phone call to counter an offer is where most people freeze up. Having a script prepared – not word for word, but as a framework you’ve practiced out loud – makes the difference between a confident, effective negotiation and a rambling one that weakens your position.

Script 1 – Standard Counter-Offer (Salary is Below Market)

Script 2 – You Have a Competing Offer

Script 3 – When They Ask “What Are You Looking For?”

Step 4 – The Counter-Offer Email Template

If the negotiation happens primarily by email – or if you want to follow up a phone conversation in writing – use this template. Keep it professional, warm, and anchored in data. Never make a counter-offer email feel like a demand.

Step 5 – Negotiating Beyond Base Salary

If the employer says the base salary is firm – or if you’ve reached the limit of what they can offer – don’t stop there. Base pay is only one part of your total compensation, and many of the other elements are easier to negotiate because they don’t affect payroll in the same way base salary does.

What to Negotiate	Why It’s Worth Asking	How to Ask
Signing Bonus	One-time cost to the company, doesn’t raise payroll. Easier to approve than a salary bump.	“If the base salary is firm, would you be open to a signing bonus of $[X] to close the gap?”
Extra PTO Days	No direct cost to the employer if workload is managed. Very common to negotiate 1-5 extra days.	“Would you be able to add [X] additional PTO days? That would make the overall package work for me.”
Earlier Performance Review	Moves up your first raise. Ask for a 6-month review instead of waiting 12 months.	“Could we schedule a salary review at 6 months rather than 12, with a target of reaching $[X] if I hit agreed goals?”
Remote / Hybrid Work	Worth thousands of dollars in commute savings and quality of life. Often more flexible than salary.	“I noticed the role is listed as in-office 5 days. Would there be flexibility for remote work 2-3 days a week?”
Professional Development Budget	Conferences, certifications, and courses. Many employers have discretionary budgets for this.	“Is there a professional development or training budget? That’s something I actively use.”
Equity / Stock Options	For startups and public companies – often negotiable, especially vest schedule or grant size.	“Is there flexibility on the equity grant? I’d love to increase my stake in the company’s growth.”
Start Date	More time = more ability to finish out current role cleanly and take a short break before starting.	“Would you be open to a start date of [later date]? I want to wrap up my current commitments responsibly.”

Scripts for Specific Situations

When They Push Back on Your Counter

The most common response to a counter-offer is “That’s above our budget” or “The best we can do is [original offer].” Don’t fold immediately. Ask a follow-up question to understand their constraints before deciding your next move.

When You’re a Recent Graduate or Entry-Level

Entry-level candidates often assume they have no leverage. That’s not true – especially if you have internship experience, a relevant certification, or a competing offer. Frame your counter around market data and what you bring, not how much you need.

When You’re Currently Employed and Have Leverage

When They Ask You to Justify Your Number

What Not to Say During Salary Negotiation

What you avoid saying is just as important as what you do say. These phrases consistently weaken negotiating positions or damage the relationship with the hiring manager.

• Don’t apologize for negotiating. Starting your counter with “I’m sorry to ask, but…” signals that you think negotiating is unreasonable. It isn’t. Go in matter-of-factly.
• Don’t negotiate over text message. Text is too casual and too easy to misread. Email or phone only.
• Don’t give a range with a low number you’d hate. If you say “$70K-$80K” they’ll offer $70K. Name a range where the bottom is still acceptable.
• Don’t accept verbally and then try to negotiate. Once you say “yes” verbally, your leverage disappears. Negotiate before accepting – every time.
• Don’t make it personal. Keep every part of the conversation about market data, your qualifications, and the role – not about what you deserve emotionally or what you need financially.

Frequently Asked Questions