Most people never ask, yet most who do get more than the first offer. Here is how to research your number, buy time, counter, handle pushback and lock the terms in writing, with scripts for each step.
- Most workers don’t negotiate, but in a Pew Research Center survey, 66% of those who asked for more got more than the first offer.
- Never accept or reject on the spot. Ask for the offer in writing and a day or two to review it.
- Base your counter on real pay data for the role and location, and ask for one specific number rather than a range.
- If salary is fixed, negotiate the signing bonus, start date, title, remote days, PTO or an early pay review.
- Get every agreed change in a revised written offer before you resign from your current job.
In this article
To negotiate a job offer, thank the employer, ask for time to review the full package, research the market pay for the role, then make one clear counteroffer backed by specific reasons: your skills, the market data and the value you’ll bring. If base pay won’t move, negotiate other terms such as a signing bonus, start date or extra paid time off. Below are word-for-word scripts for each step.
Why it pays to negotiate a job offer
Most people take the first number. In a 2023 Pew Research Center survey of U.S. workers, only 32% of men and 28% of women said they asked for higher pay than they were first offered at their current job. Of those who did ask, 28% got the amount they asked for and 38% got more than the original offer, though less than they requested. Only 35% ended up with the original offer.
The most common reason for not asking, after being satisfied with the offer, was discomfort: 38% of those who didn’t ask said they weren’t comfortable doing it. The scripts below are meant to take that discomfort out of the conversation.
A starting salary also compounds. Future raises are usually a percentage of base pay, so a $5,000 gain now raises the base for every future increase at that employer.
Step 1: Research what the job pays
Your counter is only as strong as your evidence. Gather at least two data points:
- Government data. The Bureau of Labor Statistics’ Occupational Employment and Wage Statistics program publishes pay estimates for about 830 occupations, by state and metro area. The latest data covers May 2025. Look at the median and the 75th percentile for your role and city.
- Posted pay ranges. A growing number of states require pay ranges in job ads. New York has required them since September 17, 2023, and Massachusetts has required them for employers with 25 or more employees since October 29, 2025. Collect ranges from similar postings. Our guide to pay transparency laws by state shows where ranges are required.
- Salary guides and recruiters. Careerscape’s free Salary Guide covers more than 450 roles. Recruiters who fill similar jobs can also tell you what offers are landing.
Then set three numbers for yourself: your target (what you’ll ask for), your acceptable number, and your walk-away point. Decide these before the call, not during it. Remember to compare take-home pay, not just gross; our take-home pay guide shows how.
Step 2: Buy time when the offer arrives
The offer call is not the negotiation. Your only goals on that call are to show enthusiasm, get the details and agree on when you’ll respond.
Script: when the offer comes in
“Thank you, I’m really excited about this role and the team. Could you send the full offer in writing, including base pay, bonus, benefits and start date? I’d like to review everything carefully. Could I get back to you by Thursday?”
Asking for one or two business days is normal. If they push for an answer on the spot:
Script: if they press for an immediate answer
“I’m very interested and I want to give you a considered answer, not a rushed one. I’ll come back to you by tomorrow afternoon. Does that work?”
Step 3: Make your counteroffer
Ask for one specific number, a little above what you’d happily accept, and give two or three reasons. Phone or video is best for the conversation; follow up in writing.
Script: the counter (phone)
“Thanks again for the offer. I’m keen to join. I’ve reviewed it, and based on the scope of the role, my [X years of experience in Y / certification / track record of Z], and pay data for this role in [city], I was expecting a base salary closer to $88,000. If we can get there, I’m ready to accept.”
Script: the counter (email)
Subject: [Your name] – offer for [job title]
“Hi [Name], thank you for the offer for the [job title] role. I’m excited about the work and the team. After reviewing the package and comparable pay for this role in [city], I’d like to ask whether you could bring the base salary to $88,000. In my last role I [one concrete result, e.g. cut month-end close from 8 days to 5], and I’m confident I can bring the same impact here. If we can agree on that, I’m ready to accept. Happy to talk by phone if that’s easier. Best, [Name]”
Worked example: The offer is $80,000. BLS data for your metro area and three posted ranges for similar jobs put the role between $78,000 and $92,000. You decide $85,000 is acceptable and $76,000 is your walk-away. You ask for $88,000, 10% above the offer, and give your reasons. If they meet you at $85,000, you’ve gained $5,000 a year.
After you state your number, stop talking and let them respond.
Scripts for common responses
“That’s the top of our budget”
“I understand, and I appreciate you checking. If base salary can’t move, could we look at a signing bonus of $5,000, or a salary review at six months with a defined increase if I meet agreed goals?”
“What salary are you looking for?” (before an offer)
“I’d like to learn more about the role’s responsibilities first. Could you share the range budgeted for this position? Based on my research, roles like this in [city] typically pay between $X and $Y, and I’m confident we can find a number that works.”
You don’t have to volunteer your current pay. Keep the conversation on what the new role is worth.
When you have a competing offer
“I want to be transparent: I’ve received another offer at $90,000. Your company is my first choice because of [specific reason]. Is there any flexibility to get closer to that number?”
Only say this if the other offer is real. Employers may ask to see it.
When your current employer counters
If you resign and your current employer offers more to keep you, weigh why you were leaving in the first place. Our guide to counteroffers covers how to think it through.
What to negotiate besides salary
If base pay is capped by a pay band, the rest of the package often has room. Ask for one or two of these, not all of them.
| Item | What to ask | Script line |
|---|---|---|
| Signing bonus | A one-time payment, often to cover a bonus you’ll lose by leaving | “Could a signing bonus bridge the gap to my target?” |
| Start date | Time off between jobs, or time to finish a project | “Could we set the start date for [date]?” |
| Paid time off | Extra vacation days, especially if you’d lose seniority | “Could we add five days of PTO in year one?” |
| Remote or hybrid days | Fixed work-from-home days in writing | “Could we confirm two remote days a week in the offer letter?” |
| Title or level | A level that matches your scope and sets your next pay band | “Given the scope, would a senior title be possible?” |
| Early pay review | A review at six months with clear criteria | “Could we agree to a six-month review with a target increase?” |
| Development | Training budget, certifications, conferences | “Is there budget for [certification] in the first year?” |
| Relocation | Moving costs or a lump sum | “Is relocation support available, and is it paid gross or net?” |
Accept, and lock the terms in writing
Once you agree, confirm every change in writing and wait for a revised offer letter before you resign.
Script: accepting
“Thank you, I’m happy to accept. To confirm, we agreed on a base salary of $85,000, a $3,000 signing bonus and a start date of [date]. Could you send the updated offer letter? I’ll sign it as soon as I receive it.”
If the numbers don’t work, decline politely. People move, and the hiring manager may call you for another role later.
Script: declining
“Thank you for the offer and for the time you and the team put in. After careful thought, I’ve decided it isn’t the right fit for me at this point. I’d be glad to stay in touch.”
Mistakes that weaken your position
- Negotiating before you have an offer. Wait until they’ve decided they want you.
- Giving a range. If you say “$80,000 to $90,000,” expect to hear $80,000.
- Personal reasons. Rent and student loans aren’t the employer’s concern. Stick to the role’s market value and your results.
- Ultimatums or bluffs. Don’t invent offers or threaten to walk unless you will.
- Too many rounds. One counter, maybe one follow-up on non-salary items. Then decide.
- Resigning early. Don’t hand in notice until the signed, revised offer is in hand and any contingencies, such as background checks, are cleared.
The same approach works for contract roles. If you’re comparing a contract rate with a salary, see our guide to the benefits of contract work, which includes a worked comparison.
How Careerscape can help
Careerscape is a U.S. staffing and recruiting firm. When you apply through us, your recruiter can share pay expectations for the role and handle much of the offer conversation with the employer. Browse open jobs or check pay for your role in our free Salary Guide.
Frequently asked questions
Can an employer withdraw an offer if I negotiate?
It’s possible, since most U.S. jobs are at-will, but it’s uncommon when you negotiate politely and with reasons. Employers expect questions about pay. You reduce the risk by staying positive, asking once with a specific number and evidence, and making clear that you want the job. Avoid ultimatums unless you’re prepared to walk away.
How much should I counter a job offer?
There’s no fixed rule. Base your counter on market data for the role and location, not on a set percentage. Aim a little above the number you’d happily accept, so there’s room to meet in the middle. If the offer already sits at the top of the market range, focus on non-salary terms instead.
Should I negotiate by email or phone?
Phone or video is usually better for the actual conversation because you can hear the response and adjust. Email works if you’re nervous or the recruiter prefers it, and it gives you time to word the request carefully. Whichever you use, confirm the final agreed terms in writing.
Is it OK to negotiate an entry-level job offer?
Yes, though there may be less room on base pay, especially in structured graduate programs with set salaries. Ask politely about salary once, then consider the start date, a signing bonus, relocation or training budget. Even if the answer is no, a respectful request rarely hurts.
How long can I take to respond to a job offer?
One to three business days is a common and reasonable request. If you need longer, for example to wait for another offer, ask for a specific date and explain briefly. Employers often have other candidates waiting, so very long delays can cost you the offer.
- Pew Research Center: When negotiating starting salaries, most U.S. women and men don’t ask for higher pay (April 2023)
- New York State Department of Labor: Pay Transparency Act FAQ
- Commonwealth of Massachusetts: Pay transparency in Massachusetts
- U.S. Bureau of Labor Statistics: Occupational Employment and Wage Statistics