How to Negotiate Salary: Scripts, Data & Strategies
Proven negotiation techniques that work. Most people who negotiate get more money - here's exactly how to do it with confidence.
The Data on Salary Negotiation
"You don't get what you deserve, you get what you negotiate." The difference between negotiating and not negotiating can be tens of thousands over your career.
The 7-Step Salary Negotiation Process
Follow these steps whether you're negotiating a new job offer or asking for a raise in your current role.
Research Market Rates
Use salary data from multiple sources to establish your market value. Know the range for your role, experience level, and location.
Know Your Walk-Away Number
Determine the minimum salary you would accept before entering negotiations. This prevents emotional decision-making.
Let Them Name a Number First
If asked about salary expectations early, deflect politely. The first number anchors the negotiation.
Present Your Counter Offer
When you receive an offer, express enthusiasm first, then ask for time to consider. Come back with a specific counter.
Justify with Evidence
Back up your counter with market data, your unique skills, and the value you will bring to the role.
Negotiate Beyond Base Salary
If base salary is fixed, negotiate other elements: signing bonus, equity, flexible working, professional development budget.
Get Everything in Writing
Once you agree, request a revised offer letter with all negotiated terms before accepting formally.
Word-for-Word Negotiation Scripts
Use these scripts as templates. Adapt them to your situation, but keep the structure and key phrases.
Responding to a Low Initial Offer
Notes: Always express enthusiasm first. Use "expecting" rather than "wanting".
Deflecting Early Salary Questions
Notes: Turns the question back to them without being evasive.
Counter-Offering After Research
Notes: Cite specific sources to show you have done your homework.
Negotiating a Pay Rise (Current Role)
Notes: Focus on achievements and market data, not personal circumstances.
When They Say "This is Our Best Offer"
Notes: Shows flexibility while still advocating for yourself.
Role-Specific Negotiation Scripts
Different roles have different bargaining points. Expand your role below for tailored scripts that address industry-specific compensation elements.
What You Can Negotiate (Beyond Base Salary)
If base salary is capped, these elements often have more flexibility. Don't leave money on the table.
| Item | Flexibility | Notes |
|---|---|---|
| Base Salary | Medium | Often has ranges but HR may have limits |
| Signing Bonus | High | One-time cost, easier to approve |
| Annual Bonus | Low | Usually tied to company-wide policies |
| Equity/Stock Options | High | Especially at startups |
| Holiday Days | Medium | Common to negotiate 2-5 extra days |
| Remote Working | High | Post-pandemic, very negotiable |
| Start Date | High | Easy for companies to accommodate |
| Professional Development | High | Training budget, conferences |
| Job Title | Medium | Can affect future opportunities |
| Notice Period | Medium | Sometimes negotiable in contracts |
6 Common Negotiation Mistakes (And How to Avoid Them)
Not Negotiating at All
Why it hurts: You leave money on the table. 84% of employers expect negotiation.
Instead: Always counter, even if the offer seems fair. Be professional but firm.
Naming Your Number First
Why it hurts: The first number anchors the negotiation. Going first often means leaving money on the table.
Instead: Deflect early salary questions. Let them make the first offer.
Accepting Immediately
Why it hurts: Signals you would have accepted less. Weakens your position.
Instead: Always ask for 24-48 hours to consider. This is expected and professional.
Using Personal Reasons
Why it hurts: "I need more because of my mortgage" is not persuasive to employers.
Instead: Focus on market data and the value you bring, not personal circumstances.
Not Getting It in Writing
Why it hurts: Verbal agreements can be forgotten or misremembered.
Instead: Request revised offer letter with all agreed terms before accepting.
Being Adversarial
Why it hurts: Negotiation should be collaborative, not combative. You will work with these people.
Instead: Use "we" language. "How can we make this work?" not "You need to pay me more."
Frequently Asked Questions
When should I negotiate salary?
Negotiate after receiving a written offer but before accepting. This is when you have the most bargaining power: they have already decided they want you. For pay rises, request a meeting 2-3 months before annual reviews when budgets are being set.
How much should I counter offer?
Counter 10-20% above the initial offer, or 10-15% above your actual target. This leaves room for compromise. Research shows the final salary typically lands between the first offer and the first counter.
Can negotiating cost me the job offer?
Very rarely. Negotiating professionally is expected and respected. According to various surveys, less than 1% of offers are rescinded due to negotiation. The key is being respectful and reasonable, not aggressive.
What if they say the salary is non-negotiable?
Negotiate other elements instead: signing bonus, equity, additional holiday days, flexible working arrangements, professional development budget, or an early salary review. Many of these have more flexibility than base salary.
Should I reveal my current salary?
In many places (including several US states and some UK situations), employers cannot legally require this. You can say: "I prefer to focus on the value I bring to this role and the market rate." If pressed, give a range based on your target, not your current pay.
How do I negotiate a pay rise at my current job?
Document your achievements with specific metrics, research market rates for your role, and request a formal meeting. Present your case based on value delivered and market data. Time it 2-3 months before annual reviews or after completing a major project.
What salary negotiation mistakes should I avoid?
The biggest mistakes are: not negotiating at all (leaving 10-20% on the table), accepting immediately without asking for time to consider, naming your expected salary first (letting them anchor), using personal reasons instead of market data, and not getting final terms in writing.
How do salary negotiations differ in the UK vs US?
UK negotiations often include pension contributions, holiday days (25+ common), and notice periods in contracts. US negotiations typically involve 401k matching, equity compensation, and sign-on bonuses more prominently. Both markets expect professional negotiation on job offers.
Know Your Market Value
Good negotiation starts with good data. Check salary ranges for your role and location before your next negotiation.