When should I negotiate salary?

The best time is after you receive a written offer but before you accept. You can also negotiate during annual reviews, after completing a major project, or when taking on new responsibilities.

What if the employer says no?

A 'no' on salary opens the door to negotiate other benefits: signing bonus, additional PTO, remote work flexibility, professional development budget, or a guaranteed review timeline.

How much of a raise should I ask for?

Research your market rate on Levels.fyi, Glassdoor, or LinkedIn Salary. Aim 10-20% above your target to leave room for counter-offers. Anchoring high is a proven negotiation technique.

Do these scripts work for remote positions?

Yes. The scripts adapt to any work arrangement. For remote roles, you may want to emphasize your productivity, self-management skills, and the cost savings you provide the employer.

Should I negotiate via email or in person?

In-person or on a call gives you the most control over tone and pace. If you must use email, our script can be adapted — it reads naturally in writing too.

Career Strategy

7 Salary Negotiation Scripts That Actually Work

57% of workers never negotiate their salary. Those who do earn an average of $7,500 more per year. Here are word-for-word scripts for the seven most common negotiation scenarios.

Why Most People Leave Money on the Table

A 2025 survey by Fidelity Investments found that 57% of workers accepted their most recent salary offer without negotiating. Among those who did negotiate, 85% received some improvement — whether in base pay, signing bonus, equity, or benefits.

The math is brutal when you zoom out. An employee who negotiates a $7,500 higher starting salary and receives average 3% annual raises will earn over $600,000 more across a 40-year career than one who accepted the initial offer. The cost of not asking is not $7,500 — it compounds.

The most common reason people give for not negotiating? "I didn't know what to say." That is the problem these scripts solve.

1. The Initial Offer

The situation: You just received a job offer and the salary is lower than you expected or researched.

"I'm really excited about this role and the team. Based on my research and the market rate for this position in [city], I was expecting something closer to [target]. Is there flexibility in the base compensation?"

Why it works: Opens with enthusiasm (not confrontation), anchors to market data rather than personal need, and uses a question instead of a demand — which invites collaboration.

2. The Annual Review

The situation: Your review is coming up. You have been performing well but have not received a raise that matches your output.

"Over the past year, I've [specific accomplishment with metrics]. I'd like to discuss adjusting my compensation to reflect the scope of what I'm delivering. I've researched the market and believe [target range] aligns with my current contributions."

Why it works: Leads with evidence, not feelings. Managers need ammunition to advocate for your raise to their leadership. Give them a specific story with numbers.

3. The Promotion Negotiation

The situation: You are being promoted but the raise feels incremental compared to the new responsibilities.

"I'm grateful for the promotion. Looking at what this role entails — [list 2-3 new responsibilities] — and the market comp for this level, I'd like to discuss a base of [target]. This role is a meaningful step up and I want the compensation to reflect that."

Why it works: Promotions are the single highest-leverage negotiation moment. Companies expect you to negotiate here. Failing to do so sets a lower baseline for all future raises.

4. The Counter-Offer

The situation: You have a competing offer and want to use it constructively — not as a threat.

"I want to be transparent: I've received an offer from [company] at [amount]. I prefer to stay here because [genuine reason]. Is there a way to close the gap so I can make this work?"

Why it works: Transparency without ultimatum. Framing it as wanting to stay transforms the dynamic from adversarial to cooperative. Never bluff — only use a real offer.

5. The Remote Work Premium

The situation: You are being asked to relocate or come to office more often, and want to negotiate the remote arrangement.

"I've been able to deliver [results] while working remotely. I'd like to continue this arrangement. If the role requires more in-office time, I'd like to discuss a compensation adjustment to offset the commuting costs and reduced flexibility."

Why it works: Frames remote work as a performance-proven benefit, not a perk. Ties any change to concrete costs, making it a rational business discussion.

6. Equity Negotiation

The situation: The offer includes stock options or RSUs and you want to negotiate the grant or vesting.

"I appreciate the equity component. Could you walk me through the current valuation and recent 409A? For this level, I've seen grants in the range of [target]. I'd also like to discuss whether a one-year cliff versus a six-month cliff is possible."

Why it works: Shows you understand how equity works (most candidates don't ask about 409A valuations). Asking smart questions signals seniority and often results in larger grants.

7. Benefits & Perks Negotiation

The situation: Base salary is genuinely maxed out, but you want to improve total compensation through other levers.

"I understand the base is at the top of band. Would you be open to discussing a signing bonus, additional PTO, a professional development stipend, or an accelerated review cycle at six months instead of twelve?"

Why it works: These items often come from different budgets and face less scrutiny than base pay. A $10K signing bonus or 5 extra PTO days can be worth thousands annually with zero ongoing cost to the company.

Need a personalized script?

Our AI-powered Salary Negotiation tool generates custom scripts tailored to your role, industry, experience level, and specific situation.

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Frequently Asked Questions

When is the best time to negotiate salary?

The strongest leverage point is after receiving a written offer but before signing. For raises, initiate 2-3 months before annual review cycles, and always after completing a visible project or hitting a measurable milestone.

What if they say the offer is non-negotiable?

Very few offers are truly non-negotiable. If base salary is fixed, negotiate signing bonus, equity, PTO, remote days, professional development budget, or title. Total compensation has many levers beyond base pay.

How much more should I ask for?

Research shows asking for 10-20% above the initial offer is the sweet spot. Going higher risks being seen as unreasonable; going lower leaves money on the table. Use market data from Levels.fyi, Glassdoor, or Payscale to anchor your ask.