Before you start
Why the offer stage is your best chance
Once you accept, your salary becomes the base for every future raise, bonus percentage and 401(k) match. A $5,000 gain today, compounded by 3% annual raises, adds up to roughly $57,000 over ten years — before you count the higher base you carry into your next job.
Employers expect negotiation. Most recruiters build room into the first number precisely because they know candidates will counter. A polite, well-reasoned counter almost never causes an offer to be withdrawn; the far more common outcome is that the employer meets you partway or improves something other than base pay.
The core rule: negotiate the package, not just the salary — and negotiate once, clearly, with one specific number. Endless back-and-forth wears down goodwill; one well-prepared counter rarely does.
The playbook
The 7 steps
- Thank them and ask for time. Never accept or counter on the same call that delivers the offer. Express enthusiasm and ask for the details in writing and 24–48 hours to review.
- Get the full package in writing. Base, bonus target, equity (number of shares or units, vesting schedule, strike price), signing bonus, PTO, benefits start date, remote policy and title. You cannot negotiate what you have not seen.
- Research the market rate. Use posted salary ranges (many US states now require them), levels data for your industry, peers and recruiters. Write down the 25th, 50th and 75th percentile for this role in this location.
- Pick one number — your anchor. Aim for roughly the 75th percentile of what the role pays, or 10–20% above the offer if the offer is near market median. Our counter offer calculator does this math for you.
- Decide your walk-away and your trade-offs. Know the lowest base you would accept, and which non-salary items (signing bonus, extra PTO, earlier review) could make up a gap.
- Make one counter — ideally live, then confirm by email. Lead with enthusiasm, give one number, one sentence of justification, then stop talking.
- Close and get it in writing. When you reach agreement, say yes clearly and ask for an updated offer letter before you resign anywhere.
Step 1–2
How to respond when the offer arrives
The first response sets the tone. You want to sound delighted — because you are — while making it clear you will review before answering.
On the phone
If the recruiter asks "Does that number work for you?" on the spot, you do not have to answer it. A neutral line keeps the door open:
Then ask the questions that matter: How is the bonus calculated, and what has it actually paid out the last two years? What is the vesting schedule and refresh policy? When is the first compensation review?
Step 3–4
How to choose your counter offer number
Your counter should be ambitious but defensible. "Defensible" means you could say out loud where the number came from without embarrassment. Three reference points matter:
- The posted or quoted range. If the job ad listed $110,000–$135,000 and they offered $115,000, a counter near $130,000 is clearly within their own range.
- Market data for the role and city. Compare like with like: same level, same location band, same company size.
- Your current or competing pay. If you are moving jobs, a 10–20% increase on your current total compensation is a common expectation.
| Offer vs. market | Suggested counter | Example (offer $100k) |
|---|---|---|
| Below market median | Ask for the 75th percentile | Market median $112k → counter ~$122k |
| Around market median | 10–15% above the offer | Counter $110k–$115k |
| Already above market | 5–8% or negotiate non-salary items | Counter $105k–$108k or a signing bonus |
Use a precise number such as $118,500 rather than $120,000. Precise numbers signal you have done research and tend to receive smaller counter-moves.
Step 6
How to make the counter offer
The best counters are short. Enthusiasm, number, reason, question — then silence. Do not fill the pause.
The counter
If you prefer email, use the same structure and send it after a short call. Our salary negotiation email templates include versions for every situation.
What not to do
- Do not give a range — they will hear the bottom of it.
- Do not justify with personal costs (rent, childcare, loans). Justify with market value and scope.
- Do not bluff about competing offers you do not have.
- Do not counter more than twice. One counter plus one final nudge is the norm.
Step 5–7
Handling pushback and closing the deal
Most employers come back with something between their offer and your ask. Your job now is to decide quickly and gracefully.
"That's the top of the band"
"We can do $110,000"
Once you agree, confirm everything in writing: base, bonus, equity, start date and any promises such as a review date. Verbal promises disappear when managers change.
Do not resign from your current job until you have the signed, updated offer letter and any background check has cleared.
FAQ
Frequently asked questions
Can a company take back a job offer if I negotiate?
It is legally possible in most at-will US states, but rare when you negotiate politely and once. Offers are usually rescinded for aggressive demands, dishonesty, or repeated rounds. See our guide on offers rescinded after negotiating.
How much should I counter on a job offer?
Usually 10–20% above the offer if it is near market rate, or up to the 75th percentile of the market if the offer is below median. Use one specific number, not a range.
Should I negotiate by email or phone?
Phone or video is better for tone and quick back-and-forth; email is better for clarity and if you get nervous. A common approach is to discuss live, then confirm in a short email.
How long can I take to respond to a job offer?
24 to 72 hours is standard and rarely raises concern. If you need longer — for example to wait on another process — ask for a specific date and give a reason.
What if the salary truly is non-negotiable?
Shift to the rest of the package: signing bonus, extra PTO, equity, remote days, title, start date, or a written six-month salary review.
Keep reading