THE SALARY NEGOTIATION SCRIPT THAT ACTUALLY WORKS
(AND WON'T BLOW THE OFFER)

Most people don't negotiate. They get the offer, feel relieved, and accept immediately. Over 50% of candidates never counter — and of those who do, the vast majority get what they ask for. The fear of negotiating is almost always worse than the reality. Offers are virtually never rescinded because a candidate negotiated professionally.

The difference between accepting the first number and negotiating is often $10,000–$20,000 a year.

Rule 1: Never Give a Number First

When recruiters ask about salary expectations early in the process, deflect: "I'd prefer to learn more about the full scope of the role before discussing compensation. What's the budgeted range for this position?" Most will give you a range. If they push, give a range anchored at the top of what you'd actually accept.

Rule 2: Get the Offer in Writing First

Never negotiate verbally in the moment. When they give a verbal offer: "That's really exciting — I'm genuinely enthusiastic. Could you send over the full offer details so I can review everything?" Then come back with your counter on a scheduled call or in writing.

The Counter Script

"Thank you for the offer — I'm genuinely excited about the role and the team. After reviewing everything, I was hoping we could discuss the base salary. Based on my experience and market research, I was expecting something closer to [$X]. Is there flexibility to get to that number?"

Then stop talking. The silence is uncomfortable. Let it be. Don't fill it by walking back your ask.

When They Say No

If the number is firm, don't immediately accept. Ask about other components: "I understand — is there flexibility on signing bonus, vacation, remote work policy, or an earlier performance review?" Total compensation is more than base salary.

When to Walk

If the offer is significantly below market and they have zero flexibility on any component, that tells you something about how they value people. Factor it into your decision.