The average engineer who negotiates their first offer earns $5,000–$20,000 more per year than one who accepts the initial offer. Over a career, that gap compounds dramatically. Yet most engineers don't negotiate because they don't know what to say or they're afraid it will cost them the offer.
This guide gives you the exact scripts and the data behind them.
The Psychology First
Offers are not final. When a company sends you an offer, they've already decided they want you. They've invested weeks in interviews, recruiter time, and internal discussions. They are not going to rescind an offer because you asked politely for more. This happens so rarely it's essentially not a real risk.
Recruiters expect negotiation. Recruiters are paid to fill roles. They generally prefer a candidate who negotiates slightly over one who accepts immediately — it signals confidence and self-awareness. The initial offer is a starting point, not a final answer.
You have leverage until you sign, and none after. Negotiate before signing. Negotiate on the phone, not in email (unless that's all you have). Email negotiations are slower and give less information.
Step 1: Get the Offer in Writing Before Negotiating
Once you receive a verbal offer, say:
"That's exciting. Can you send over the written offer letter so I have all the details?"
Don't start negotiating until you can see the full compensation package. You need to know:
- Base salary
- Signing bonus
- Equity (type: RSUs vs. options, cliff, vesting schedule, current strike price if options)
- Annual bonus target and structure
- Benefits (health, 401k match, equity refresh policy)
Step 2: Research Before You Counter
You cannot negotiate effectively without knowing what the market pays. Sources:
- Levels.fyi — Most accurate for FAANG and large tech. Shows total comp including equity.
- Glassdoor — Good for companies not on Levels.fyi.
- LinkedIn Salary — Good for specific roles at mid-size companies.
- Ask peers — The most accurate data comes from people in similar roles at the same company. Tech culture has shifted toward salary transparency — it's legal to discuss your pay.
For detailed salary benchmarks by city and level, see our Software Engineer Salary by City 2025 guide.
Know your target number. Walk into the conversation with three numbers:
- Your target (what you actually want)
- Your walk-away (minimum acceptable)
- Your anchor (what you'll ask for first — slightly above target)
Step 3: The Counter-Offer Call
Request a call, not email:
"Thanks for sending the offer letter. I'd love to discuss the compensation — are you available for a 10-minute call?"
On the call, express genuine enthusiasm first:
"I'm really excited about this role and the team. This is my top choice. I wanted to talk through the compensation to see if there's any room to move on [base/equity]."
Then make your ask:
"Based on my research and experience, I was targeting something closer to $[anchor]. Is there flexibility there?"
Then be quiet. The first person to speak loses leverage.
Scripts for Common Scenarios
Scenario 1: First offer, no competing offers
"I'm very excited about this opportunity — it's exactly the kind of work I want to do. Based on my research into market rates for this role in [city], I was hoping we could come up to $[anchor]. Is there room to move on the base?"
If they ask what you're basing it on:
"I've been looking at Levels.fyi and Glassdoor for similar roles at similar companies in this market. The data shows $[range] for this level, and I feel that aligns with what I bring to the table."
Scenario 2: You have a competing offer
"I want to be upfront with you — I do have another offer I'm considering. I'm genuinely more excited about this role, which is why I wanted to discuss the compensation. The other offer is at $[X]. Can you get close to that?"
Note: Don't lie about competing offers. It's unethical, and if discovered, it can cost you the offer even after signing.
Scenario 3: They say the salary is fixed / "this is our band"
"I understand you have bands. Is there any flexibility on the signing bonus to bridge the gap? Or on the equity grant size?"
Equity and signing bonuses often have more flexibility than base salary. Companies have equity budgets that are separate from salary bands.
Scenario 4: Asking for more equity
"The base looks good. Can we talk about the equity grant? I'm planning to stay long-term and would like to be meaningfully invested in the company's success. Is there room to increase the initial grant?"
Scenario 5: They make a small bump but you want more
"I appreciate you coming up on the base. To be fully transparent, I'm still a bit below where I need to be to make this work. Is there any flexibility on the signing bonus?"
What You Can Negotiate (More Than Salary)
Candidates focus entirely on base salary and leave value on the table. Here's what's actually negotiable:
Signing bonus — Often has more flexibility than base. Ask for a signing bonus that bridges the gap between your current salary and the offer. "Could we do a $15K signing to offset the gap between this offer and my current comp?"
Equity (RSU grant size) — At growth-stage companies, the initial grant can sometimes be doubled with the right ask.
Equity cliff — Some companies will waive or reduce the 1-year cliff for experienced hires. Worth asking.
Start date — If you need time between roles, negotiate 3–4 weeks of buffer. Most companies accommodate this.
Title — Sometimes a title bump costs nothing but matters enormously for your next negotiation (senior engineer vs. engineer).
Remote flexibility — If the role is hybrid, negotiating an extra WFH day costs the company nothing.
Annual bonus target — The bonus percentage (typically 5–20% of base) can sometimes be negotiated upward.
Things That Kill Negotiation Momentum
Revealing your current salary before getting an offer. In many states and countries, employers cannot legally ask this. If asked, redirect: "I'm focused on the market rate for this role rather than my current comp."
Saying a number first. Never be the first to name a number. If pushed: "I'd prefer to hear what your range is for this role and go from there."
Negotiating over email when you could call. Email negotiations are slower and give you less information (tone, hesitation, reaction). Get on a call.
Accepting or rejecting without taking 24 hours. Always say "I'd like to take 24 hours to look this over carefully — I'll get back to you by tomorrow." This creates space to think, research, and avoid pressure decisions.
Burning bridges if you decline. People move between companies constantly. If you decline an offer, do it graciously: "This was a hard decision — I have a lot of respect for the team and the work. I'm going to accept another offer, but I hope our paths cross again."
After the Negotiation
Get everything in writing. Verbal promises about equity refresh, title review, or remote work are worth nothing. Ask for them in the written offer or email confirmation.
Equity literacy. Before you sign any offer with equity, understand:
- Is it RSUs or options?
- What's the vesting schedule? (Typical: 4 years, 1-year cliff)
- For options: what's the strike price? What's the company's current 409A valuation?
- What happens to unvested equity if the company is acquired?
Set a calendar reminder for your 1-year cliff. Many equity agreements allow you to leave after vesting the first cliff without understanding you're leaving unvested stock behind.
Expected Results by Approach
| Approach | Expected Outcome |
|---|---|
| Accept without negotiating | 0% salary increase |
| Email counter | 2–5% increase |
| Phone counter with anchor | 5–15% increase |
| Phone counter with competing offer | 10–25% increase |
| Phone counter + signing bonus ask | 5–15% base + $5–25K signing |
The investment is a 10-minute phone call. The return is measurable in thousands of dollars per year.
Get the Full Negotiation Toolkit
The DevToolkit Pro Plan includes a full negotiation script library (15+ scenarios), a compensation comparison spreadsheet for evaluating multiple offers, and an equity calculator for comparing RSU vs. option grants.
Related reading: Software Engineer Salary by City 2025 — benchmark what your offer should look like before you negotiate, and Software Engineer Resume Guide for maximizing your chances of getting the offer in the first place.
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