The biggest raises come from job offers, not annual reviews. A strong negotiation can add $20-50K to a job offer, and that compounds over years. Here are the scripts that actually work.
Before You Negotiate: Research
You can't negotiate in a vacuum. You need data.
- Levels.fyi: See what people at your target company make in your role
- Blind: Anonymous discussions from current/former employees
- Glassdoor: Salary ranges (less accurate but useful for context)
- Payscale: Market rates by role and location
Aim to know the typical range for your role, location, and experience level. Know the 25th, 50th, and 75th percentiles.
The Initial Number: Who Goes First?
General rule: Let them offer first. If they ask you for a number, here's how to deflect:
Recruiter: "What salary are you looking for?"
Your response: "I'm more interested in finding the right role. I'm confident that if it's a fit, we'll find a number that works for both of us. What's the typical range for this position?"
They usually tell you the range if you ask. That becomes your anchor.
If you must give a number first, name the high end of your researched range. You can always negotiate down.
Script 1: The Base Offer Discussion
They offer you $180K. You know the role pays $200-220K for someone with your background.
You: "Thank you for the offer. I'm excited about the role. Before I accept, I wanted to discuss the base salary. I did some research on market rates for this level and location. Similar roles at companies like [Company X] and [Company Y] are paying in the $200-220K range. Given my background in [specific skill], I was hoping for something closer to $205K. Is that something you can work with?"
They say: "That's higher than our budget."
You: "I understand. What's the max you can go? Or if salary is fixed, are there other things we can adjust — signing bonus, extra PTO, remote flexibility?"
This keeps the door open for creative solutions.
Script 2: Negotiating Equity
Equity can be a bigger deal than base salary for long-term wealth. Don't let it get glossed over.
They offer: "$180K base, 500 RSUs vesting over 4 years"
You: "I want to make sure the total package is competitive. I did some research on typical grants at this company and level. It looks like someone at my level typically gets 800-1200 RSUs. Can we discuss bumping the grant to 900 RSUs?"
Equity is often easier to move than base salary. Try equity first.
Script 3: Handling a Lowball Offer
They offer you $150K when you expected $180-200K.
Don't say: "That's way too low."
Do say: "I appreciate the offer. I was expecting something closer to $175-190K based on the role and market data. Here's what I found [show your research]. Can we talk about adjusting the offer?"
If they still won't budge, you can either accept, ask for a signing bonus to offset the gap, or walk away.
Script 4: The Signing Bonus Gambit
Sometimes they won't move base salary but can offer a signing bonus.
You: "If $185K is the max on base, would you consider adding a $30K signing bonus to bring the first-year total closer to $215K? That way the ongoing salary stays at $185K but I get some recognition for the switch."
Signing bonuses are a one-time cost to the company. They're often easier to approve than a permanent salary increase.
Script 5: Negotiating Equity vs. Base
You're torn between two offers. One has higher base, the other better equity.
Offer A: $200K base, 400 RSUs (at private company with uncertain exit)
Offer B: $170K base, 1000 RSUs (at public company with known vesting)
Analysis:
- Offer A first-year cash: $200K. Plus 100 RSUs per year if we assume 100% vest = ~$50-75K/year depending on stock price
- Offer B first-year cash: $170K. Plus 250 public RSUs = ~$75-100K/year depending on stock volatility
Offer B likely wins if the company is stable (lower risk), offer A wins if you believe in high growth (higher risk/reward).
The Silent Close
After you make your case, stop talking. Don't fill the silence. Let them respond. Most people get uncomfortable and keep explaining. Don't.
Silence creates space for them to think and often leads to a better offer.
What You Should Never Do
- Lie about other offers: "I have an offer for $250K" when you don't. They'll ask for proof.
- Be emotional: "I need this salary to pay my mortgage." They don't care.
- Demand instead of ask: "I'm not accepting this" vs. "Can we revisit this?"
- Forget the power dynamic: They have the offer, but you have the leverage. You can walk away.
The BATNA: Your Leverage
BATNA = Best Alternative to Negotiated Agreement. What will you do if they don't budge? Having a real alternative (another offer, current job) is your true leverage.
If you're unemployed with one offer, your leverage is weak. If you have two competing offers, your leverage is strong.
Final Tips
- Negotiate the whole package (base, equity, bonus, benefits)
- Get everything in writing before you start your job
- Know your walkaway number — don't accept below it
- Don't negotiate back-and-forth more than 2-3 rounds (signals indecision)