Most people accept the first number. The people who negotiate almost always get more — not because employers expect to be pushed back on, but because most employers build in negotiation room. Not negotiating is leaving money on the table that was set aside for you.
This doesn't mean negotiating aggressively or awkwardly. Done well, it's a professional conversation that most hiring managers expect and respect.
When and when not to negotiate
The right time: After you have a verbal offer in hand. Not during the interview process — answering salary questions during an interview is different from negotiating an actual offer. Wait until they've told you they want you.
Don't negotiate: The moment the offer is made verbally. Ask for time to review the written offer. This gives you the space to think, research, and prepare a counter without doing it in a pressured live moment.
Don't negotiate against yourself: Don't offer a lower number because you fear rejection. If the offer is below your expectation, say so professionally and make a counter. The worst they can say is no.
Know your walk-away number. Before you negotiate, decide what minimum you'd accept. This stops you from accepting something you'd regret under pressure.
Research salary benchmarks first
Negotiation without data is just wishful thinking. Before countering, find out what the market pays for this role, at this level, in this location:
- Glassdoor salary data for the specific company if available
- LinkedIn Salary Insights
- Industry-specific salary surveys (often published by professional bodies)
- Recruitment consultants in the sector — many will benchmark informally
- Comparable job postings that list salary ranges
With a range in hand, you can counter from a position of information rather than opinion.
What to negotiate beyond salary
If the base salary is fixed (common in public sector, structured grades, or companies with strict bands), there is often flexibility elsewhere:
- Signing bonus: Especially if you're leaving unvested equity or a bonus at your current employer
- Start date: More time between roles can be valuable
- Annual leave: Additional days are often more achievable than salary increases
- Remote working flexibility: One or two extra days at home per week has real value
- Performance review timeline: Ask for a six-month review with a salary review attached rather than the standard annual one
- Title: If the work matches a higher title at your current or previous employer, negotiate up
- Professional development budget: Training, conferences, certifications
Word-for-word negotiation scripts
Counter-offer by email (recommended)
"Thank you for the offer — I'm genuinely excited about the role and the team, and I'd love to make this work.
I've been reviewing the offer and doing some research on current market rates for this role in [location/sector]. Based on that research and my [X years of experience / specific skill set], I was hoping we could discuss a base salary of [your target number]. I want to be transparent that this is based on market data and not a tactic — I think the role is a great fit and I want to join.
Would you be able to revisit the base salary figure? I'm flexible on [start date / other element] if that helps."
Counter-offer by phone
"I really appreciate the offer and I'm very interested in joining. I've done some thinking and research since we spoke, and I wanted to have an honest conversation about the compensation. The base salary is slightly below what I was expecting based on my understanding of market rates for this type of role — I was hoping we might be able to get closer to [target]. Is there any room to move on the base?"
[Pause. Let them respond. Don't fill silence with concessions.]