Salary Negotiation Script Generator
Enter your offer details and get three word-for-word scripts — safe, assertive, and aggressive — ready to send the moment you're ready to negotiate.
What they offered you
What you want to walk away with
Leave blank if you don't have one — don't bluff
What you bring that justifies the higher number
Fill in your name, company, role, offer amount, and target to generate your scripts.
Confident counter backed by market data — the most effective default
Subject: Re: [Role] offer — salary discussion Hi, Thank you for the offer. I'm excited about joining [Company] as [Role]. I've done some research on market rates, and comparable roles are coming in at [target salary]. The current offer of [offer amount] is below that range. I'd like to propose [target salary] as my starting salary. I'm ready to move quickly once we align on compensation. Can we get to [target salary]? Best, [Your Name]
Always negotiate — most companies expect it and build room into the first offer. The Assertive script works in most situations.
How to negotiate your salary after a job offer — without losing the offer
78% of candidates who negotiate their salary receive a better offer than the one they were originally given. Yet 55% of job seekers accept the first number without pushing back. Those who do negotiate receive an average increase of 18.83% — a difference that compounds across an entire career. Salary negotiation is expected; hiring managers build room into initial offers precisely because they know candidates who know their worth will counter.
The standard approach is straightforward: acknowledge the offer positively, state your counter with a specific number, justify it with market data and your value, and wait for their response. Name a specific figure — salary negotiation scripts that use a range get anchored to the lower end. Research your market rate on LinkedIn Salary, Glassdoor, and Levels.fyi before you begin. A counter supported by real data is almost impossible to dismiss.
Tips for a stronger salary negotiation
- —Never give a number first when asked “what are you looking for?” before an offer is made — deflect with “I'm focused on fit right now; I'm confident we can align on compensation once we get to that stage.” Once you have an offer in hand, you negotiate from a position of strength.
- —Always negotiate the base salary first — bonus percentages, equity vesting, and benefits are all calculated as a multiplier of base. A $5k higher base is worth far more over 4 years than a $5k signing bonus.
- —Name a specific number, not a range — if you say “between $90k and $100k” the employer will hear “$90k.” Say the number you actually want.
- —Anchor your counter with 3 data points from real market sources (LinkedIn Salary, Glassdoor, Levels.fyi) — citing evidence makes your position a business conversation rather than a personal ask, and it is significantly harder to dismiss.
- —Get the final offer confirmed in writing (email is fine) before you resign from your current role — verbal offers are not binding, and misunderstandings about numbers are surprisingly common.
- —If base is genuinely fixed, negotiate signing bonus, additional leave days, remote work frequency, or an earlier performance review date — there is almost always flexibility somewhere in the total package.
- —Know your BATNA (best alternative) before you start — if you have another offer or are comfortable staying in your current role, say so professionally. It shifts the dynamic and is only truthful to use when it is real.
- —Give them time to respond after your counter — silence is not rejection, it is internal approval processes. Filling the silence with concessions before they have even responded is the most common negotiation mistake.
Frequently asked questions
How much should you counter when negotiating a salary offer?
Counter 10–20% above the offer if market data supports it. The specific number should come from your research — LinkedIn Salary, Glassdoor, and comparable job postings — not just from how much more you want. An evidence-based counter is significantly harder to refuse.
What if they say the offer is non-negotiable?
“Non-negotiable” is often a first response, not a final one. Ask if there is flexibility in other components — signing bonus, remote work, additional leave, or an earlier performance review. There is almost always room somewhere in the total package.
Will negotiating salary cost you the job offer?
Almost never — as long as your counter is reasonable and professionally worded. Employers expect negotiation. What can affect an offer is an unreasonable counter, an aggressive tone, or making multiple demands at once. A single, well-justified counter almost never puts an offer at risk.