How to Negotiate Salary (Word-for-Word Scripts)
ShouldITakeThis Team · 6 min read
Most people leave money on the table not because they can't negotiate, but because they don't know what to say. The silence after "we'd like to offer you $85,000" feels loaded. It's easy to just say "sounds great" and move on. But that number is almost always the starting point, not the ceiling — and knowing exactly what to say next changes everything.
When to negotiate
Always. The right time to negotiate is when an offer is made — not before, not after you've signed. If a recruiter asks for your salary expectations before making an offer, deflect: "I'd prefer to learn more about the full scope of the role before discussing numbers. I'm confident we can find something that works for both sides." This keeps your options open.
Once they make an offer, that's your signal. Expressing enthusiasm and then asking for more is not rude — it's expected. Employers build negotiation room into their offers precisely because they know most people will ask.
Do your research first
Negotiating without data is just guessing. Before any conversation, know:
- The 50th and 75th percentile market rate for your role, level, and city (Levels.fyi, Glassdoor, LinkedIn Salary)
- Your current real hourly rate — what you actually earn per hour after commute and overtime
- The minimum offer that would genuinely make switching worth it
Your target number should be the 75th percentile — ambitious but defensible. Asking for the 90th percentile without a strong reason signals you don't know the market.
Scripts: what to say word-for-word
Opening counter (phone or video)
"Thank you — I'm genuinely excited about this role and the team. I've done some research into market rates for this position in [city], and I was hoping we could get closer to $[X]. Is there flexibility there?"
Then stop talking. Silence is your friend. Let them respond.
Countering a lowball offer
"I appreciate the offer. I have to be honest — $[X] is quite a bit below what I was expecting based on the market and what I'd be bringing to this role. Can we talk about what it would take to get to $[Y]?"
Direct, not aggressive. Name the gap. Ask a question.
When they say they're at the top of the band
"I understand salary bands can be fixed. Would you be open to a signing bonus to bridge the gap? Or an earlier performance review — say, at the six-month mark instead of twelve?"
Signing bonuses come from different budgets and are often easier to approve.
Negotiating beyond salary
"The commute would add about an hour and a half to my day. Would you consider two or three days remote? That would make a meaningful difference to my decision."
Remote days have real dollar value. Calculate it and factor it in.
Email vs phone
Phone or video is usually better for the initial negotiation — tone matters, and you can gauge their reaction in real time. Email is better for follow-up: "As we discussed, I'd love to land at $X — let me know your thoughts." Always confirm any verbal agreement in writing.
If a recruiter pushes you to negotiate over email, make your ask clear and specific. Vague requests are easy to decline. "I'd like to explore $95,000" is a negotiation. "I was hoping for a bit more" is not. For copy-paste templates, see our guide on writing a job offer negotiation email.
How much to ask for
A common rule: counter 10–20% above the offer, then meet somewhere in the middle. But this only works if your counter is grounded in market data. Asking for 20% more than a fair offer risks coming across as unrealistic. Asking for 10% more than a lowball offer is still leaving money on the table.
Run the real numbers on the offer before you walk in. Know what it's worth per hour. Know what you'd actually net after commute costs and hours worked. That's how you know whether the offer is fair — and how much room there is to push. If you're earlier in the process and still deciding how to frame your ask, read how to ask for more money on a job offer.
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