Surveys consistently find that the majority of candidates accept the first offer they receive. Of those who negotiate, the vast majority get more, sometimes significantly more. The fear of negotiating costs most people real money over the course of their careers.
The awkwardness is mostly imagined. Hiring managers expect negotiation. Many are surprised when candidates don't push back. Here's how to do it well.
Why most people don't negotiate, and why they should
The most common reason is fear of seeming greedy or damaging a relationship that's only just beginning. The reality: a respectful, evidence-based counter-offer is almost never held against a candidate. Companies factor in negotiation when they make offers. The initial offer is rarely their best offer.
The second reason is not knowing what to say. Most people have never been taught how to negotiate professionally. Without a script, it feels awkward and improvised. With one, it's a brief, professional conversation.
Research before you respond
Don't counter-offer without knowing your market value. Check:
- Glassdoor and LinkedIn Salary for the same role, same city, similar experience level
- What you're currently earning and what increment you'd realistically need to move
- The company's funding stage and typical salary ranges for their size
Your counter-offer should be grounded in data, not wishful thinking. Know the range of what people in your field with your experience earn, and position your ask within that.
The exact script to use
When you receive an offer, don't respond immediately. Say: "Thank you so much, I'm genuinely excited about this role. Would it be okay if I had until [specific day, typically 24-48 hours later] to review the details?"
Then call or email back with this structure:
"I'm really excited about joining the team, [one specific thing you're looking forward to]. I've done some research on market rates for this role at this level, and based on that I was hoping we could discuss the base salary. I was looking at something in the range of [your number, aim 10-15% above their offer]. Is there flexibility there?"
Key elements: enthusiasm first (you want them to know you want the job), evidence basis (market research, not "I just want more"), a specific number (ranges are weaker than a specific ask), and a genuine question at the end.
Then stop talking. The pause after the counter-offer is the hardest part. Resist the urge to fill it.
Handling pushback
The most common response is "that's above our band for this role" or "we don't have budget to go higher." Don't panic. Ask: "Is there any flexibility at all?" If they say no, decide whether the role is still worth taking at the offered salary. If they say there's some room, ask where they could get to.
You can also ask about other components: "If salary is fixed, is there flexibility on [signing bonus / additional leave / remote days / review timing]?" Many companies have more flexibility on non-salary items than on base pay.
When salary won't move, what else to negotiate
- Signing bonus: Often easier to approve than a higher base, as it's a one-time cost
- Equity: At startups, this can be negotiated even when base can't
- Start date: More time can have real value
- Remote days: Worth money in commute costs and time
- Review date: An early performance review (3 or 6 months rather than 12) with a stated salary increase tied to it