Salary negotiation is one of the highest-ROI activities in a career. A successful negotiation that adds $20K per year to your compensation compounds to $400K over 20 years before raises — and because future raises are often percentage-based, a higher starting point also lifts every subsequent raise. Yet most candidates don't negotiate, and of those who do, many do it ineffectively because they don't know what to say. This guide gives you the exact scripts — not just the strategy.
Core principle: silence is your friend
After you state your ask, stop talking. Many candidates immediately undercut their own negotiation by filling the silence with qualifications ('but I understand if that's not possible...'). Make your request, then wait for the response.
Script 1: Responding to 'What Are Your Salary Expectations?'
This question often comes before an offer is made — during the recruiter screen or early in the process. Giving a number here locks you in. Here's how to handle it without being evasive:
- If asked early in the process: 'I'm keeping an open mind on compensation at this stage — I'd like to understand the full scope of the role and the package before anchoring to a number. Can you share the band for this position?'
- If pressed for a number: 'Based on my research into market rates for this level at [Company], I'm targeting a total compensation of approximately $[X]. I'm flexible depending on the overall structure of the package.'
- If they share the band first: 'That range works as a starting point — I'd be aiming for the upper end based on [your relevant experience/skills]. Is that workable?'
Script 2: Receiving the Initial Offer
When the offer comes, resist the urge to respond immediately — positively or negatively. This is your moment to control the timeline:
- 'Thank you — I'm genuinely excited about this opportunity. I'd like to take a few days to review the full details before responding. Can I have until [specific date] to get back to you?'
- After reviewing: 'I've had a chance to look over the offer carefully. I'm very enthusiastic about joining — and I'd like to discuss the compensation. Based on my research and [specific relevant factor: competing offer / market data / experience], I was hoping we could get to $[X] in total comp. Is there flexibility there?'
Script 3: Using a Competing Offer
A competing offer is the single most powerful negotiation tool. Here's how to use it without being adversarial:
- 'I want to be transparent with you — I have another offer from [Company/type of company] at $[X] total compensation. [Your company] is genuinely my first choice, but I need to make the right financial decision for my family. Is there any room to get closer to that number?'
- If they ask for proof: 'I'm happy to share the offer letter. I'd like to keep [other company] in confidence, but I can show you the compensation details if that would help the conversation.'
- If they match: 'That's great — I really appreciate you working with me on this. I'm ready to commit.' [Confirm in writing before withdrawing from other processes.]
- If they can't match: 'I understand. To help me make this decision, can you tell me what you can do on the signing bonus or equity? Even closing part of the gap would make a real difference.'
Script 4: Negotiating Equity Separately
Equity is often the most negotiable component of a tech offer. The key is to negotiate each element separately rather than treating total comp as a single number:
- On the RSU grant: 'I appreciate that the base is firm at this band. On the equity side — based on what I've seen on Levels.fyi for this level, a grant of $[X] over 4 years would be closer to market. Is there flexibility on the RSU grant?'
- On vesting schedule: 'I noticed the equity vests on a [back-loaded / standard] schedule. Would it be possible to discuss an accelerated vesting arrangement, or a larger initial grant to offset the schedule?'
- On refresh grants: 'Can you tell me about the typical annual refresh grant at this level? Understanding the ongoing equity cadence helps me evaluate the full picture.'
Script 5: Negotiating the Signing Bonus
Signing bonuses are often the most flexible element of an offer — especially when a company has a narrow base band. They're particularly useful for offsetting unvested equity you're leaving behind at your current employer:
- 'I have approximately $[X] in unvested equity at my current employer that I'd be forfeiting by joining before the next vest date. Is there any flexibility on the signing bonus to help offset that?'
- 'If moving the base isn't possible, would you be able to increase the signing bonus to $[X]? That would help bridge the total comp difference I'm looking at in year one.'
- 'I understand signing bonuses are sometimes subject to clawback provisions — can you walk me through the terms? I want to make sure I understand the conditions.'
Script 6: Handling Common Recruiter Pushbacks
| Recruiter Says | You Say |
|---|---|
| 'This is the maximum for this level.' | 'I understand there's a band — and I'd expect to be at the top of it given [specific relevant factor]. Is there any mechanism to discuss a level re-evaluation?' |
| 'We don't negotiate.' | 'I appreciate the transparency. To make sure I'm making the right decision, can you tell me if there's flexibility on any component — equity, signing, or benefits?' |
| 'The offer expires Friday.' | 'I want to be thoughtful about this decision. Could we extend to [next Wednesday]? I want to give you a clear yes, and I need a bit more time to do that properly.' |
| 'Is this offer something you can accept?' | 'I want to say yes — and I want to make sure I can. Can we spend a few minutes on [specific component]? I think we can get there.' |
| 'We've already gone to the top of the band.' | 'I appreciate that. In that case, can we explore the equity and signing bonus? I want to make this work.' |