Step one
Is it really a lowball?
Before reacting, check the offer against evidence rather than against hope. An offer is a genuine lowball when it is:
- Below the posted range for the job, or at the very bottom despite your experience matching the senior end.
- More than about 10–15% below market median for the same title, level and location.
- Lower than your current total compensation without a clear reason (such as a big step up in equity or a major lifestyle benefit).
Sometimes a "low" offer is a leveling issue — they see you as a mid-level hire while you see yourself as senior. That is a different conversation, and an important one: level determines your salary band for years.
Step two
What not to do
- Do not respond immediately or emotionally. "That's insulting" ends negotiations. Sleep on it.
- Do not reject outright unless you are certain you would not accept any realistic improvement.
- Do not accept and plan to fix it later. Internal raises rarely close a big starting gap.
- Do not lower your counter because the offer was low. Your anchor should come from the market, not from their number.
Step three
How to counter a lowball offer
Your counter should name the gap, ground it in data, and keep things warm. Use one precise number at or near the market rate — our counter offer calculator gives you a defensible figure.
Phone or video
By email
Step four
If the problem is the level, not the number
If they say "This is the top of the band for this level", ask about the level itself:
A level change can move the whole band — base, bonus target and equity — and is worth more than a few thousand dollars of base.
Step five
If they still cannot move much
Decide whether other items close the gap enough:
- A signing bonus to cover the first-year shortfall
- A guaranteed salary review at 6 months, with criteria in writing
- Additional equity or a higher bonus target
- Fully remote work, a four-day week, or extra PTO — see what else you can negotiate
Final call
When to walk away
Walking away is a legitimate outcome. Consider declining when the best possible offer is still below your walk-away number, the company refuses to discuss level or market data, or the way they handled your counter — dismissive, pressuring, or with exploding deadlines — tells you how they treat employees.
Leave it gracefully. Companies sometimes return weeks later with a better offer once budget opens or another candidate falls through — but only if you left on good terms.
FAQ
Frequently asked questions
How do I politely say an offer is too low?
Thank them, express continued interest, then say the number is below what you expected based on market data for the role and location — and name your specific counter.
Will a company withdraw an offer if I counter a lowball?
It is uncommon when you counter professionally with data. Offers are more often withdrawn when candidates are hostile, make ultimatums or misrepresent competing offers.
How much higher can I counter a low offer?
Counter to the market rate for your level and location, even if that is 15–25% above their number. Ground the figure in data so it does not look arbitrary.
Should I accept a lowball offer if I need the job?
Sometimes it is the right call — but still counter once politely. If you accept, negotiate a written six-month review and keep track of the market so you know when to revisit.
Why do companies make lowball offers?
Some are testing whether you will negotiate, some have tight bands or are mis-leveling the role, and some simply underpay. A professional counter reveals which one you are dealing with.
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