You've been offered the job. The salary number lands, and your stomach drops.
It's lower than you expected. Lower than you need. Lower than what you're worth.
Now what?
Most people do one of three things: accept immediately (leaving $10K-$50K on the table), panic and say something that weakens their position, or try to negotiate but stumble through it awkwardly.
None of these have to happen to you.
This guide gives you the exact words to say—whether you're on the phone, writing an email, or sitting across from a hiring manager. Every script has been tested in real negotiations and refined based on what actually works.
Why Scripts Work (The Psychology)
Before we dive into the exact words, understand why scripts are so effective:
They remove emotion. When you know exactly what to say, you stay calm under pressure. Your voice doesn't shake. You don't ramble.
They create psychological distance. Reading from a script (or having practiced it) feels less personal than making demands. It feels professional, not desperate.
They ensure you hit key points. Under pressure, you'll forget important arguments. Scripts keep you on track.
They make silence comfortable. When you know your next line, you can let awkward silences work for you instead of against you.
Research from salary negotiation experts shows that candidates who use prepared scripts earn $20,000 more per year on average than those who wing it.
Scenario 1: You Just Received a Verbal Offer
The recruiter calls with the number. Here's exactly what to say.
Script 1: The "Buy Time" Response
Recruiter: "We'd like to offer you the position at $95,000 base salary."
You: "Thank you so much—I'm really excited about this opportunity. I've enjoyed getting to know the team, and I can see myself making a real impact here. Before I give you my answer, could you send me the complete offer in writing? I want to review the full compensation package—salary, benefits, equity, bonus structure—so I can make a thoughtful decision. When can I expect to receive that?"
Why it works: You expressed enthusiasm without accepting. You bought time to prepare your counter. You signaled sophistication without being difficult.
Script 2: The "Clarifying Questions" Response
Recruiter: "The salary for this role is $110,000."
You: "I appreciate you sharing that. To help me evaluate the complete picture, could you walk me through the rest of the compensation package? Specifically, I'm curious about:
- Bonus structure and targets
- Equity or stock options if applicable
- Sign-on bonus potential
- 401k match
- Any performance-based increases I should factor in
I want to understand total compensation, not just base."
Why it works: You're not rejecting the number—you're asking for context. This often reveals flexibility or additional compensation you didn't know about.
Script 3: The "This Is Lower Than Expected" Response
Recruiter: "We can offer you $85,000."
You: "Thank you for the offer—I'm genuinely excited about this role. I want to be transparent: that's lower than I was expecting based on my research and the value I believe I'll bring. Before I make my decision, could you tell me more about how you arrived at this number? I'd love to understand the range you have budgeted for this position."
Why it works: You named the issue without being aggressive. You asked about their budget (which often reveals they have more room). You kept the conversation collaborative.
Scenario 2: You're Ready to Counter
You've done your research. You know your number. Now you need to ask for it.
Script 4: The "Market Data" Counter
You: "Thank you for the offer. I'm genuinely excited about this role and this team. I've done extensive research on compensation for [role title] in [city] with [X years] of experience, and the market range appears to be $120,000-$140,000. Given my [specific skills/experience/achievements], I was hoping for something closer to $135,000. Is there flexibility to discuss that?"
Why it works: You anchored to market data, not personal desire. You gave a specific number (research shows specific numbers like $135,000 are more effective than round numbers). You asked if there's flexibility rather than demanding.
Script 5: The "Value Proposition" Counter
You: "I really appreciate the offer, and I'm excited about what we could accomplish together. Based on what I understand about the role's priorities—specifically [priority 1] and [priority 2]—I believe my background in [relevant experience] positions me to deliver significant value quickly. In my current role, I [specific achievement with numbers]. Given that impact potential, I was hoping for compensation in the $125,000-$135,000 range. What are your thoughts?"
Why it works: You connected your ask to their needs. You provided evidence of value. You used a range but made the low end your actual target.
Script 6: The "Competing Offer" Leverage
You: "I want to be transparent—I've received another offer that's coming in at $130,000 base. Your company remains my first choice because of [specific reasons: team, mission, growth opportunity]. I'm not using this to pressure you; I genuinely prefer this opportunity. But I need to consider total compensation in my decision. Is there any flexibility to revisit the offer?"
Why it works: You created urgency without ultimatums. You were transparent about preference. You gave them a chance to compete.
Warning: Only use this if you actually have another offer. Bluffing can backfire.
Scenario 3: Written Negotiation (Email Scripts)
Sometimes negotiation happens over email. Here are templates that work.
Script 7: The Counter Offer Email
Subject: Re: [Company Name] Offer - [Your Name]
Hi [Recruiter Name],
Thank you again for the offer to join [Company] as [Role Title]. I've thoroughly reviewed the package, and I'm excited about the opportunity to contribute to [specific team goal or company mission].
After researching market compensation for this role in [location] and reflecting on the value I'll bring—particularly my experience with [relevant skill/achievement]—I'd like to discuss the base salary component.
The offer of $105,000 is below what I was anticipating based on market data. For similar roles at comparable companies, I'm seeing compensation in the $120,000-$130,000 range. Given my [specific qualifications], I believe $125,000 would be appropriate.
I'm flexible and open to discussing how we can make this work—whether through base salary, sign-on bonus, or accelerated review timeline. I'm confident we can reach an agreement that works for both of us.
Would you be available for a call tomorrow to discuss?
Best,
[Your Name]
Why it works: Professional tone, specific data, flexibility signal, clear ask, and a call to action.
Script 8: The "Almost There" Email
Subject: Re: [Company Name] Offer Discussion
Hi [Recruiter Name],
Thank you for working with me on this. I appreciate your flexibility in moving from $105,000 to $115,000.
We're close, but I'd like to bridge the remaining gap. Would the team consider:
- A $5,000 sign-on bonus to reach my target, or
- An accelerated 6-month performance review with potential adjustment, or
- Additional PTO (I'm looking for 20 days vs. 15)
I'm excited to join and want to find a solution that works. Which of these might be possible?
Best,
[Your Name]
Why it works: You acknowledged their movement. You provided multiple options (people like choices). You framed it as collaborative problem-solving.
Scenario 4: Handling Pushback
They won't always say yes immediately. Here's how to respond.
Script 9: When They Say "This Is Our Best Offer"
You: "I understand budget constraints are real. I'm still very interested in the role. Would it be possible to discuss other elements of the package? For example:
- A sign-on bonus to bridge the gap
- An accelerated review timeline (6 months instead of 12)
- Additional PTO
- Remote work flexibility
- Professional development budget
I want to make this work and am open to creative solutions."
Why it works: You didn't give up. You shifted to non-salary compensation. You showed flexibility while maintaining your position.
Script 10: When They Say "This Is Standard for the Role"
You: "I hear that, and I understand the need for internal equity. At the same time, I believe my specific experience with [unique skill] and my track record of [quantified achievement] differentiate me from a typical hire at this level. Would $X be possible given those factors? I'm confident I'll deliver value that justifies the investment."
Why it works: You acknowledged their constraint while making your case. You tied your ask to specific differentiators. You remained professional.
Script 11: When They Need "Time to Think About It"
You: "Of course, take the time you need. I understand these decisions involve multiple stakeholders. When would be a good time for me to follow up? I want to make sure we can move forward efficiently once you have an answer."
Why it works: You respected their process while establishing a timeline. You showed you're serious but not desperate.
Scenario 5: Face-to-Face Negotiation
Sometimes you're negotiating in person. These scripts work for direct conversations.
Script 12: When the Hiring Manager Asks Your Expectations
Manager: "So, what are your salary expectations?"
You: "I appreciate you asking. I want to be thoughtful about this because I'm genuinely excited about the role. Before I share numbers, could you tell me what range you've budgeted for this position? That would help me understand if we're in the same ballpark before I do a deep dive on market data."
Why it works: You deflected without being evasive. You might get them to anchor first (which is an advantage). You showed sophistication.
Script 13: When They Press for Your Number First
Manager: "We don't have a specific number in mind. What would you need?"
You: "Based on my research for this role in [location] with my level of experience, I'm seeing a range of $X to $Y. Given what I understand about the responsibilities and my background in [relevant area], I'd be looking for something in the upper part of that range. But I'm flexible depending on the total package—bonus, equity, benefits. What does the full compensation picture look like?"
Why it works: You anchored high. You showed you've done research. You signaled flexibility while maintaining your value.
Scenario 6: Asking for a Raise (Current Job)
Negotiating at your current job requires a different approach.
Script 14: The Raise Request Meeting
You: "Thanks for meeting with me. Over the past year, I've taken on additional responsibilities and delivered results I'm proud of—specifically [quantified achievement 1] and [quantified achievement 2]. I've also researched market rates for my role, and I believe my compensation is below where it should be given my contributions and experience. I'd like to discuss adjusting my salary to $X. What do you think?"
Why it works: You led with evidence, not complaints. You referenced market data. You made a specific ask.
Script 15: When They Say "Budget Is Tight"
You: "I understand budget cycles can be limiting. Beyond base salary, are there other ways we could address this? For example:
- A spot bonus for my recent project delivery
- An accelerated timeline for my next review
- A title adjustment that positions me for higher comp bands
- Additional professional development opportunities
I'm invested in this team and want to find a path forward."
Why it works: You acknowledged their constraint. You offered alternatives. You showed commitment while advocating for yourself.
The 5 Mistakes That Kill Negotiations
Even with scripts, you can undermine yourself. Avoid these:
Mistake #1: Apologizing for asking. Never say "Sorry to ask" or "I don't want to be difficult." You're not asking for a favor—you're discussing fair compensation for value.
Mistake #2: Accepting immediately. Always say "Thank you, I need to review the full offer." Even if you're thrilled, buy yourself time to check if there's more on the table.
Mistake #3: Making it personal. "I need this for my family" or "My rent just went up" are not negotiation arguments. Keep it about market value and the value you bring.
Mistake #4: Giving ultimatums you won't follow. "If I don't get $X, I'll have to walk away" only works if you'll actually walk away. Bluffing can destroy your credibility.
Mistake #5: Negotiating against yourself. If you ask for $130K and they say "Let me see what I can do," don't immediately say "But I'd take $120K." Wait for their response.
The One Rule That Changes Everything
Here's the most important thing: You have to ask.
A salary negotiator I spoke with put it this way: "An hour of prep and five minutes of discomfort can potentially increase your salary by $10,000 or get you a $20,000 signing bonus."
Companies expect negotiation. They've built flexibility into their offers. If you don't ask, you're leaving money on the table—money that compounds over your entire career.
Even a $5,000 increase in starting salary means:
- $50,000+ over 10 years (assuming raises build on base)
- $100,000+ over your career (new jobs benchmark from current salary)
- More in retirement contributions, which are often percentage-based
That one uncomfortable 15-minute conversation pays dividends forever.
Know Your Number Before You Negotiate
Before you use any script, you need to know what you're worth. Research:
- Your role's market rate in your specific city (national averages are misleading)
- Company-specific data from Glassdoor, Levels.fyi, or Blind
- Your leverage — how in-demand are your skills? How many candidates are they interviewing?
CareerCheck's salary database shows real compensation data for 14 tech roles across 113+ cities. Software engineers range from $50K to $270K depending on location. Product managers span $50K to $249K. ML engineers can earn $60K to $301K.
The range for your exact role in your exact city is what you should anchor to—not national averages, not what your friend makes in a different city, and definitely not what you earned at your last job.
The Bottom Line
Negotiation is a skill. Like any skill, it improves with practice and preparation.
The scripts in this guide work because they're designed by negotiation psychology: they remove emotion, keep you focused, and signal professionalism. But scripts alone aren't magic. You still need to:
- Know your market value with specific data
- Time your ask appropriately (after they've decided they want you)
- Stay professional and collaborative throughout
- Be willing to walk away if the offer doesn't meet your minimum
The worst they can say is no. The best they can do is give you more money.
Print these scripts. Practice them out loud. Customize them to your situation. Then go get what you're worth.
Related reading:
- How to answer "What's your salary expectation?"
- Signs you're underpaid (and what to do)
- Should you accept a counter-offer?
FAQ
What if I'm too nervous to negotiate?
This is normal. Use the "buy time" script (Script 1) to give yourself space to prepare. Practice your counter script out loud 5-10 times. Remember: the discomfort lasts 5 minutes; the salary increase lasts your entire career.
Should I negotiate if the first offer seems fair?
Yes. Most companies build 10-20% flexibility into their initial offer. A professional "Is there any flexibility on the base salary?" costs you nothing and might get you an extra $5-10K.
What if they ask for my current salary?
In many jurisdictions, this question is now illegal. If it's asked, you can deflect: "I prefer to focus on the market value for this specific role rather than my previous compensation." If pressed, give a range that reflects your target, not your current pay.
How much should I ask for?
Research shows asking for 10-20% above their offer is reasonable and unlikely to offend. If their offer is $100K, asking for $110K-$120K is standard. Going beyond 25% risks looking unrealistic.
What if they rescind the offer?
This is extremely rare for professional negotiations. A 2025 survey found that offers are rescinded in less than 1% of negotiations—and usually only when the candidate was already borderline. If you negotiate respectfully and professionally, the risk is essentially zero.
Originally published on CareerCheck. Try our free AI-powered career tools at careercheck.io.
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