Negotiation is not confrontation. The goal is not to win against your future employer -- it's to find the overlap between what they can offer and what you're worth. Done right, it strengthens the relationship rather than weakening it.
The single biggest mistake candidates make: they treat the initial offer as the final number. It almost never is. Employers build negotiation room into offers because they expect candidates to use it. If you don't, you leave money on the table -- and signal that you're easier to underpay.
The Golden Rule of Salary Negotiation
Never accept or reject an offer on the call. Always say: “I appreciate the offer. I’d like to review the details and get back to you by [specific date].”
Before the Offer -- What to Do First
Everything before the offer is said and done. Your job in the interview process is to demonstrate value; your job in negotiation is to protect and claim it.
Know your number
Before any interview, know your walk-away floor, your target, and your stretch. The floor: the minimum you'll accept. Target: what you'd be happy with. Stretch: the optimistic high end. Never reveal your floor -- that's your minimum acceptable, and revealing it means you'll get exactly that.
Research the market
Glassdoor, Levels.fyi, Payscale, and Blind for tech. Know what the range is for your role, level, and geography. A 10-minute search can be worth $10K–$50K over a career.
Know their range
If you can get the recruiter to share the budgeted range before you give a number, do. Say: "I'd love to understand the budget for this role before discussing specifics." Often they'll share it. If they push for your number first, give your target -- not your floor.
Prepare your anchor
Your anchor is the first number in the negotiation. Research-backed, at the high end of your range, stated as a range. The first person to state a specific number usually wins -- anchor first if you can.
The Offer Call -- Exact Script
Recruiter shares the offer
[Recruiter]: “We'd like to make you an offer for the [Title] role at [Company] at [\$X] base salary. We're excited about you joining the team.”
Your response:
“Thank you -- I'm genuinely excited about this opportunity. Before I give you an answer, can I ask a few questions about the package? Can you walk me through the full compensation details, including any bonus, equity, and benefits?”
After they explain the full package:
“I appreciate you putting this together. This is a strong offer, and I'm genuinely interested. Based on my research and the scope of this role, I'm targeting a compensation range in the [\$X–\$Y] area. Is there flexibility to work toward that range?”
If they say they need to check:
“Of course, I understand. I'm excited about this role and want to make this work for both of us. When can we reconnect?”
Counteroffer Scripts for Every Situation
They come back with a number below your range
""Thank you for working on this. I'm glad we're moving in the right direction. My target is [your number], and I'm currently at [current salary]. The gap between this offer and my target is significant enough that it would be difficult for me to accept. Is there any additional flexibility -- perhaps on the equity side, or with a signing bonus to bridge the gap?""
They say "this is our best and final"
""I appreciate that, and I understand budget constraints are real. Before I accept, I want to make sure this is the right long-term fit for both of us. If I'm coming in below my target, would it be possible to revisit compensation at the 6-month review, with a clear path to [my target number] contingent on performance metrics [X, Y, Z]?""
You want to accept but negotiate one thing
""I'm ready to accept. Before I do -- is there flexibility on [the specific item -- PTO, signing bonus, start date, remote days]? I'd like to make sure we're both starting this relationship on the right foot.""
You have a competing offer
""I want to be transparent -- I have another offer at [$X] that I need to respond to by [date]. I'd much prefer to accept this role, and I believe this is the stronger opportunity long-term. Is there a way to bring this offer closer to [their number / my target] so I can make that clear-headed decision?""
Benefits to Negotiate (Beyond Base Salary)
When base salary negotiation runs out of room, these benefits often have more flexibility. Negotiate them separately from salary -- the recruiter may have more authority here.
Signing bonus
Often easier to get than base -- it's a one-time cost. Ask for 1-3 months of your target salary as a signing bonus to close gaps.
Equity / RSUs
If equity is part of the package, negotiate the number of shares, not just the dollar value. A company at $10/share vs $100/share has very different equity values.
Additional PTO
One extra week of PTO is worth 2% of your salary. Worth asking for, especially if the standard policy is below market.
Remote work / flexibility
"Can I work remotely 2 days a week?" -- this has real monetary value and is often negotiable even when salary is not.
Professional development budget
"Can I get a [$X] annual learning budget for courses and conferences?" Many companies have this budgeted separately.
401k match or equity vesting
Ask if there's flexibility in retirement benefits, especially if you're joining at a senior level and bringing significant value upfront.
When to Walk Away
Walking away is a negotiation tactic -- not a failure. If used correctly, it can bring a better offer back to the table. Here's when it's right:
They've shown no flexibility after your best counter, and the gap to your target is >15%.
The offer is genuinely below market and your research confirms it.
You have a competing offer at your target number.
They've been disrespectful, deceptive, or rushed you.
You'd take the job at the offered number but feel undercompensated -- resentment will build.
Get the Full Salary Negotiation Script
The complete NTW Salary Negotiation Script -- printable PDF with every script, negotiation opener, counter, and benefits checklist.
Salary Negotiation Script -- $12Frequently Asked Questions
Will negotiating make them rescind the offer?
In the overwhelming majority of cases, no. Studies consistently show that the risk of rescission is very low -- lower than most candidates fear. Companies that rescind over reasonable negotiation were likely to create a poor employment relationship anyway. The more common outcome: they counter, you accept, and everyone feels good about the result.
Should I negotiate via email or phone?
Phone (or video) is almost always better for the initial negotiation -- it's faster, more personal, and harder for them to dismiss. Email is better for confirmations and follow-ups after the call, and for any written counter you want them to consider carefully.
What if I have no competing offers -- can I still negotiate?
Yes. The basis for negotiation is your value and market rates, not competing offers. You don't need leverage in the form of alternatives -- you need data and a clear case for why you deserve more.
How many rounds of negotiation are acceptable?
Two rounds is standard and expected. If you're at round three, you should be converging on an agreement. More than three rounds signals an unresolvable gap, and you should consider whether this is the right opportunity.
Should I disclose my current salary?
In many states (California, New York, and others), asking for current salary is already banned. If asked and not prohibited by law, you can decline: "I'd prefer to discuss target compensation based on the scope of this role." Your target, not your history, should drive the negotiation.