The Numbers on Negotiation
Studies consistently show that the majority of candidates who receive a job offer accept it without negotiating. Of those who do negotiate, most only do so once and accept the first counter. The data also consistently shows that negotiating works: candidates who negotiate receive higher starting salaries an overwhelming majority of the time, with typical gains ranging from a few thousand dollars to 10-15% above the initial offer.
The fear that negotiating will cost you the offer is almost always unfounded. Companies expect negotiation. A reasonable counter offer signals that you understand your value and know how to advocate for yourself — qualities employers generally want.
When to Negotiate
Negotiate after you have a written offer, not before. Before the offer stage, salary conversations are often exploratory and anything you say can be used to anchor expectations downward. Once the offer is in writing, you're negotiating from a position of strength: they've already decided they want you.
Don't negotiate in the first verbal conversation where the offer is extended. It's fine to say "I'm very excited about this, I'd love to review the full details and get back to you" and take 24-48 hours to consider before responding.
Know Your Number Before You Start
Before you enter any negotiation, know three numbers: your minimum (the number below which you'd decline the offer), your target (what you actually want), and your opening ask (slightly higher than your target to give room to meet in the middle).
Research the market extensively. Glassdoor, Levels.fyi (for tech roles), LinkedIn Salary, and Payscale all provide data. Try to find data specific to your role, level, and geography. "Industry average" data is less useful than "what are people in similar roles at similar companies in the same city making."
Script 1: The Initial Counter
"Thank you so much for the offer — I'm genuinely excited about the role and the team. I've done some research on market rates for this type of position in [city], and based on my experience in [specific area], I was hoping we could get closer to [your number]. Is there flexibility there?"
Keep it brief. State your appreciation, reference your research, give a specific number, and ask a direct question. Don't explain at length. Don't apologize for asking.
Script 2: When They Push Back
"I understand there may be budget constraints. To help me think through this, could you tell me more about how the compensation is structured? Are there performance reviews where base salary adjusts, and is there flexibility on the equity component?"
This response accomplishes two things: it signals you're still interested and not making ultimatums, and it opens the conversation to the full compensation picture rather than just base salary.
Negotiating Beyond Base Salary
Total compensation includes more than base: equity (RSUs or options), signing bonus, annual bonus percentage, vacation days, remote work flexibility, professional development budget, and start date. If base is truly fixed, some of these may not be.
A signing bonus is often the easiest lever. It's a one-time cost with no ongoing commitment, and many companies have budget for it precisely because it helps close offers without permanently adjusting base salary bands.
Script 3: Closing the Negotiation
"I really appreciate you working with me on this. If you can get to [final number], I'm ready to sign today."
When you're ready to close, say it directly. Don't leave things open-ended. A clear commitment in exchange for a clear concession tends to close deals efficiently.
When to Stop
If the company says the offer is final and you've already gotten one counter, it probably is. Continuing to push past that point risks damaging a relationship before you've started. Accept gracefully or decline respectfully. If you decline, keep the door open: "I have a lot of respect for the team and what you're building — if circumstances change in the future, I hope we'd stay in touch."