Most candidates accept the first number they are offered. Studies consistently show that 70–80% of employers expect negotiation and build room into their initial offer. The candidates who do not negotiate are simply leaving that buffer on the table — permanently, because raises compound from whatever base you accept.

When to bring it up — and when not to

Timing is everything. The single most important rule: never discuss salary until you have an offer in hand. Before that moment, the conversation can only hurt you. If a recruiter asks your salary expectations during a screening call, redirect politely: "I'd love to learn more about the scope of the role first — I'm sure we can find something that works for both sides once I understand the full picture." If they press for a number, give a range anchored above your target, using published market data as your justification.

Once an offer is made verbally, pause before responding. Do not negotiate in the same breath as receiving the offer. Say: "Thank you — I'm genuinely excited about this opportunity. Can I take a day to review everything?" That pause gives you time to research, prepare, and come back from a position of calm rather than reactive pressure.

Do your research before you counter

A counter-offer without data is a guess. A counter-offer with data is a negotiation. Before you respond to any offer, look up:

  • Levels.fyi (for tech roles) — raw compensation data from employees at that company
  • Glassdoor Salaries and LinkedIn Salary — aggregated ranges by title, location, and years of experience
  • Blind — anonymous community discussions of offers and comp at specific companies
  • Bureau of Labor Statistics Occupational Outlook — especially for government contractors where ranges are published

You want three data points: what this specific company pays (Levels, Glassdoor), what the market pays for this role (LinkedIn Salary, BLS), and what you accepted or earned before (your anchor for the conversation). Use the market data, not your previous salary, as your justification — "Based on comparable roles at similar companies, I was expecting a figure closer to X" is much stronger than "I need more money."

The counter-offer script

Keep it short. Long explanations sound defensive. Here is a template that works across most professional roles:

"Thank you so much for the offer — I'm really excited about the role and the team. Based on my research into market rates for this scope of work, and given my experience with [specific skill or context], I was hoping we could get closer to [target number]. Is there flexibility there?"

Then stop talking. Silence is your ally. The instinct to fill the pause by softening your ask is the most common negotiation mistake. Let them respond.

If they come back at the midpoint between their number and yours, that is a win — accept it with warmth and move forward. If they say the salary is fixed, shift to the other levers: signing bonus, remote flexibility, extra vacation days, an earlier performance review date, equity vesting acceleration, or a professional development budget. These are often easier to approve than base salary because they do not affect the comp band permanently.

Negotiating a competing offer

A competing offer is the most powerful negotiation tool you have — but only if it is real. Do not fabricate competing offers. If you have one, you can say: "I want to be transparent — I do have another offer at [X], and this role is my first preference. Is there anything you can do to close that gap?" Companies that want you will often find a way. Companies that cannot will tell you honestly, and you have lost nothing.

What to do after you accept

Get everything in writing before you resign from your current role. Verbal offers can change. An offer letter should include: base salary, start date, job title, bonus structure and target, equity grant details, and benefits summary. If any of these are missing, ask for them in writing before signing. Once signed, send a short thank-you email confirming your excitement. Your negotiating behavior is already part of how your new manager perceives you — ending it cleanly and professionally matters.

The single action that will improve your outcomes more than any script: practice out loud before the call. Negotiation feels unnatural for most people, and the discomfort shows in your voice. Rehearse your counter-offer sentence until it feels neutral rather than confrontational. The goal is not to win a fight — it is to have a professional conversation about what your work is worth.