How to Negotiate a Salary Offer (Scripts for Email and Phone)

To negotiate a salary offer, thank the employer, ask for time to review, then come back within 24–48 hours with a specific counter — a single number backed by one or two concrete reasons. Almost every offer has room built into it, and recruiters expect a counter; candidates who ask politely and specifically are rarely penalized for asking.

Before You Say Anything: The First Five Minutes

When the offer lands — by phone or email — your only job is to sound pleased and buy time. Never negotiate in the moment. You’ll anchor low, forget a lever, or agree to something you can’t unwind.

Here’s the script for the offer call:

“Thank you — I’m genuinely excited about this. I’d like to take a day or two to review the full package. Can you send everything in writing, and would it work if I come back to you by Thursday?”

That’s it. You’ve shown enthusiasm, asked for the written offer (always get it in writing), and set a deadline you control. No recruiter thinks less of you for this. Silence after “here’s the number” is normal, not rude — many recruiters will improve an offer just to fill it.

Do the Math Before You Counter

A counter without evidence is a wish. Spend an hour building your case:

• Market range. Pull the band for your title, level, and city from at least two sources — job postings with posted ranges (mandatory in many US states now), levels-style comparison sites for tech, and people in your network with the same title.
• Your position in the range. Match your years of experience and specific skills to where you sit in that band. Mid-range is the honest default; top-of-band needs a reason you can say out loud.
• Competing signals. Another offer, an active process elsewhere, or a raise cycle at your current job all strengthen your hand. You don’t need to bluff — a real “I’m in final rounds elsewhere” is enough.
• Your walk-away number. Decide it now, calmly, not later on a phone call.

Then pick one number, not a range. If you say “$95K–$105K,” you just said $95K. Counter at the top of what you can justify — typically 5–15% above the offer for the same role and level. Bigger gaps are possible when the offer is clearly below market, but you’ll need the data on the table.

The Counter Email Script

Email is the right channel for the counter itself: you control the wording, they can forward it internally, and nobody gets put on the spot. Keep it under 150 words.

Subject: Re: Offer — [Your Name]

Hi [Name],

Thank you again for the offer — I’m excited about the team and the [specific project or scope you discussed], and I want to make this work.

Based on my research on the market for [title] roles at this level, and given [one concrete reason: e.g., “my five years shipping exactly this kind of product” / “the range I’m seeing in my other active process”], I was expecting base compensation closer to $X. If you can get to that number, I’m ready to sign.

Happy to jump on a call if that’s easier.

Best, [Your Name]

Notice the anatomy: enthusiasm first, one specific reason, one specific number, and a close that makes saying yes easy (“I’m ready to sign”). That last line matters — recruiters fight harder internally when they know the counter ends the negotiation instead of starting round two.

The Phone Script

If the recruiter calls to discuss your counter, or you prefer to negotiate live:

“Thanks for making time. I want to be straightforward: I’m excited about this role and I’d like to get to a yes. The gap for me is base salary — the offer is at $[offer], and based on [your reason], I’m looking for $[counter]. Is there flexibility there?”

Then stop talking. The silence after your number is where the negotiation happens. Whoever fills it first usually concedes. If they say they need to check, great: “I understand — when should I expect to hear back?”

If they come back partway — say you asked for $110K and they return with $105K — you have two clean moves:

“I appreciate you pushing for that. If we can meet at $107, I’ll sign today.”

or trade the remaining gap for something else:

“I can work with $105 on base if we can add [a $5K signing bonus / an extra week of PTO / a six-month review with a defined raise path]. Does that work?”

Negotiate the Whole Package, Not Just Base

When base is genuinely capped — real bands exist, especially at large companies — move the negotiation sideways. Roughly in order of how easy they are to get:

• Signing bonus. One-time money is the easiest yes in most companies.
• Start date. Costs them nothing; worth a lot if you want a break.
• Equity or additional stock grant. At startups and public tech companies this is often more flexible than base.
• Early performance review. “A compensation review at six months” turns a no into a delayed yes — get the timing in writing.
• PTO, remote days, title, learning budget. Small individually, meaningful together.

Pick your top two. Asking for everything signals you’ll be a difficult employee; asking for the two that matter signals you know what you want.

What Never to Say

• “I need more because of my rent / loans / divorce.” Your expenses are not their problem, and personal-need arguments invite personal-judgment answers. Argue market value, not lifestyle.
• “That’s insulting.” Even if the offer is bad. Say “that’s further from market than I expected — here’s what I’m seeing” and share your data.
• A bluffed competing offer. If they say “we understand, good luck with the other company,” your negotiation is over and so is your credibility.
• “Sorry to ask, but…” Apologizing frames the ask as unreasonable. It isn’t.
• Your current salary, if you can avoid it. In many places they can’t legally ask. Redirect: “I’m focusing on the market rate for this role, which I’m seeing at $X.”
• “Yes” on the spot to a verbal offer. You can’t negotiate what you’ve already accepted.
• An ultimatum you won’t keep. “I can’t accept below $X” is only usable if it’s true.

Timing: When Each Move Happens

1. During interviews: deflect salary questions or give a researched range with the top anchored high. Never name a firm number before they’ve decided they want you — your leverage peaks between “we want you” and “you signed.”
2. Offer arrives: enthusiasm + written offer + 24–48 hours.
3. Your counter: one email, one number, one or two reasons.
4. Their response: accept, meet in the middle, or trade for non-base items. Aim to close within one round — two at most. Endless rounds sour the relationship you’re about to start.
5. Agreement: get the final terms in a revised written offer before you resign anywhere.

If They Won’t Move at All

Sometimes the answer is a flat no. Then decide against the number you set before the emotion started. If you accept, accept gracefully and ask for the six-month review in writing. If you decline, decline warmly — recruiters change companies, and the person who couldn’t pay you this year may run hiring somewhere better next year.

One more thing: the counter conversation is a performance, and most people have never once said “I was expecting closer to $110,000” out loud before the moment it counts. Rehearse the call — including the silence — a few times before you dial; running the negotiation as a mock conversation with Alex, an AI interview coach is a low-stakes way to hear yourself deliver the number without flinching.

FAQ

Can negotiating make them withdraw the offer?

A polite, evidence-based counter almost never kills an offer; companies have already spent thousands recruiting you. Offers get pulled over hostility, bluffs that get called, or endless rounds — not over one professional ask.

Should I negotiate even if the offer is good?

Yes, once. If the number already beats your research, counter modestly or negotiate a non-base item instead. Signing without any ask leaves the built-in room on the table.

Email or phone — which is better?

Email for the counter itself (precise, forwardable), phone for the resolution if they want to talk. Never negotiate a number you haven’t already put in writing.

How much should I counter above the offer?

5–15% is the normal band for the same role and level. Go beyond that only with strong evidence — a competing offer or clear below-market data — and be ready to show it.