Salary Negotiation Script: 7 Lines That Get You More (Without Burning the Offer)

You've got the offer. Now the part most candidates dread: negotiating. Here's the truth nobody tells you — recruiters expect you to negotiate. The first number is rarely the highest number. The number you're given on the call has 5-25% of room above it, sitting there, waiting for the candidate confident enough to ask.

This guide is the exact scripts and tactics that work — not the generic "know your worth" advice. You'll get the 7 specific lines for the 7 moments where most candidates either leave money on the table or burn the offer. Plus the things to never say.

The two big myths about salary negotiation

Myth #1: "If I negotiate, they'll rescind the offer."This essentially never happens for non-entry roles at functional companies. If a counter-offer makes them rescind, you've dodged a bullet — that's how they'd treat you as an employee.

Myth #2: "Negotiation is about being aggressive."It's actually the opposite. Calm, well-informed candidates who anchor with data win negotiations. Pushy candidates either underwhelm (recruiters dismiss them) or overshoot (recruiters get defensive). Stay friendly, stay specific, stay patient.

The mental model: BATNA, anchor, range

Before you negotiate anything, you need three numbers:

• BATNA — Best Alternative To a Negotiated Agreement. What happens if this falls through? A competing offer? Staying in your current role? Be honest with yourself. Your BATNA sets your floor.
• Anchor— The number you'd be genuinely thrilled with. This is what you ask for first. Always higher than what you'd settle for.
• Range — The band between your anchor and your floor. Aim to settle in the upper half.

Your anchor should be 10–20% above the offer for senior roles, 5–15% for mid-level. Research salary on Levels.fyi, Glassdoor, Blind, and LinkedIn Salary first — walking in without data is the #1 reason candidates underbid themselves.

The 7 scripts

Script 1: When asked your salary expectations early

This is the recruiter's very first attempt to anchor low. Don't give a number — deflect.

"I'm not focused on the comp piece right now — I want to make sure this is the right role first. Once we get there, I'm sure we'll find a fair number based on the market and my experience. What's the range you have approved for this role?"

Why it works:Reframes the conversation. Puts the burden on them to anchor first. Implies you're a serious candidate, not a mercenary.

Script 2: When pressured to give a number anyway

"Based on the role's scope and the market for [your role / location], I'm targeting a base of [X] to [Y], with the full package — equity, bonus, benefits — being the full picture. I'm flexible if the overall offer is competitive."

Why it works:Anchors high (start the range at what you actually want). Mentions "full package" — you care about total comp, not just base. The "flexible" line keeps the door open.

Script 3: When you receive the verbal offer

Critical: do not accept on the call. Even if you're excited.

"Thanks so much — I'm really excited about this. Could you put the full details in writing so I can review the complete package? I'll get back to you within [24-48 hours]."

Why it works: Buys you time to think clearly, check competing options, talk to your partner, and prepare a counter without emotion. The 24-48 hour buffer is universally acceptable.

Script 4: The counter-offer (email)

Send by email. Calm, professional, specific. Here's the structure:

Hi [Name],

Thank you again for the offer — I'm genuinely excited about joining [Company] and the [Role] role.

Before I can confidently accept, I wanted to share what I'm thinking on comp. Based on the scope of the role, the market for similar positions, and my track record with [specific accomplishment — e.g. shipping 0→1 products that generated $X], I was hoping we could land closer to a base of $[counter].

If base flexibility is tight, I'd also welcome conversation around [equity / signing bonus / annual bonus / additional PTO / start date] to bridge the gap.

Happy to chat live whenever works. Looking forward to finalising this.

Best,
[Your name]

Why it works: Excited but firm. Ties the counter to specific value you bring. Offers multiple paths to close — recruiters often have more flexibility on signing bonus or equity than base.

Script 5: When they say "it's the most we can do"

"I appreciate you working with me on this. If base is locked, would there be flexibility on [signing bonus / equity grant / start date / WFH days / additional PTO]? Even a small adjustment there would help bridge this for me."

Why it works:Acknowledges their position without conceding. Pivots to where they likely have more room. Signing bonus has the fewest constraints — it's a one-time cost without budget implications for future cycles.

Script 6: When you have a competing offer

"I want to be transparent — I'm in late stages with another company, and they've offered [$X] base+ [other comp]. [Company] is genuinely my first choice, and I'd sign tomorrow if we can get closer to their package. Is there flexibility on your end?"

Why it works:Direct without being a threat. Makes clear they're still your preference. Frames the ask as collaborative ("is there flexibility?" not "match this or I leave").

Don't lie about competing offers.Recruiters often verify, and getting caught ends the conversation immediately.

Script 7: Closing the deal

Once you've gotten what you can get:

"Thanks for working through this with me. I really appreciate the flexibility on [whatever they moved]. With those numbers, I'm happy to accept and would love to get this finalised. Could you send the updated offer letter for my records?"

Why it works:Gracious. Confirms the numbers in writing. Sets up the formal offer letter that you'll sign.

What everyone forgets to negotiate (beyond base)

Base salary is just one lever. These are often easier to move:

• Signing bonus — One-time, often discretionary, easier for recruiters to push through.
• Equity grant / RSUs — Especially at startups, this can be significant.
• Annual bonus target — "Can we move the target from X% to Y%?"
• Vesting acceleration — Single trigger on change-of-control, especially for exec roles.
• Start date — Both directions. Earlier might unlock a sign-on bonus; later might mean a vacation first.
• PTO — Especially if you're leaving accrued PTO behind.
• WFH / remote flexibility — Specific days, or full-remote with a quarterly travel stipend.
• Title / leveling — Senior vs Staff vs Principal can be a 30%+ comp band.
• Annual professional development budget — Conferences, certifications, education.
• Severance / retention agreement — Especially for exec hires moving from stable jobs.

10 things to never say

1. "I need at least [X] to live." Anchor on value, not need.
2. "I'm going to be totally honest with you..." Implies you weren't being honest before.
3. "Can you do any better?" Too vague. Always counter with a specific number.
4. "I'm sorry to bring this up but..." Don't apologise for negotiating.
5. "Your competitors offered me much more." Specific competing offer numbers are fine. "Much more" is a bluff.
6. "I won't take less than X." Ultimatums often backfire. Keep options open.
7. Anything in writing you're not 100% sure of. Email lives forever.
8. Whining about cost of living, taxes, or kids' tuition. Personal needs don't justify a higher number.
9. "If I don't hear back by Friday, I'm taking the other offer." Replace with: "I'm hoping to make my decision by Friday — could we finalise by then?"
10. Accepting on the call. Always take 24-48 hours, even if you're thrilled.

What if they say no?

If they hold firm at the original number, you've still won — you got the offer formalised, you tested the ceiling, and you can now make an informed decision.

Your final move:"Thank you for considering it. I understand the comp is firm. Let me think this through tonight and I'll come back to you tomorrow with my decision."

Then decide based on the full picture — comp is part of it, but so is the team, the role, the trajectory, and the company's health.

One last principle

Negotiation isn't something you do tosomeone — it's something you do with them to land on something you both feel good about. The best negotiations end with both parties more excited about the working relationship than they were before. Bring that energy in, and the rest follows.

TL;DR:Don't give a number first. Always counter (5-20% above offer). Negotiate by email after the verbal. Look beyond base — signing bonus, equity, PTO, level. Never lie about competing offers. Never accept on the call. Stay friendly.