Salary Negotiation Scripts That Actually Work After The Offer

You know that weird, floaty silence right after a recruiter says the number?

That tiny pause where your brain screams, “Say something smart,” and your mouth goes, “Wow, thank you!”

Yeah. That moment is where people lose tens of thousands of dollars.

Let’s fix that.

The First Thing Out Of Your Mouth (Or You’ve Already Lost)

I’ve watched candidates blow job offer negotiation in under four seconds. Literally one sentence.

Recruiter: “We’re excited to offer you $90,000.”
Candidate: “That sounds great!”

Done. You just negotiated against yourself.

Here’s the reality: salary negotiation starts after the offer arrives, not before. The second you hear the number, you are either:

1. Quietly buying yourself time and leverage, or
2. Accidentally telling them, “This is fine, please don’t give me more.”

So I want to give you a salary negotiation script for that exact moment, then layer on everything else: base, bonus, remote work, signing bonus, title. Phone, email, junior, mid, senior. With all the messy recruiter pushback included.

Let’s be real for a second. You don’t need more theory about “knowing your worth.” You need sentences.

Actual words to say when your heart rate hits 140.

The Offer Just Landed: Buy Time Like A Professional

Before we talk numbers, you need a pause button. If you negotiate live while you’re surprised, you will lowball yourself.

Phone script right after you hear the offer

You hear the number. You do not react emotionally. You do this:

Universal script (junior, mid, senior):

“Thank you so much for the offer, I appreciate it. I’m excited about the role and the team. This is a big decision, so I’d love to take a day or so to review the full package, total compensation, and benefits. Could you send the details in writing, including base, bonus, equity if any, and benefits?”

Then stop talking.

If they push:

“Totally understand you’re moving quickly. I want to give you a thoughtful answer, not a rushed one. If you can send the full offer over, I’ll review everything and get back to you by [specific day/time].”

You know what that does? It:

• Signals enthusiasm without agreeing.
• Buys time to research.
• Moves the conversation to email, where you can be more precise and less panicked.

That’s how to negotiate salary before you say a single number. You slow the game down.

Email response once you have the written offer

Do not reply with your counter offer email in a burst of adrenaline at 11:42 p.m.

You sit down, you breathe, then you write something like this.

General structure:

1. Appreciation
2. Excitement
3. One clear ask (two max)
4. Range or target
5. Reassure them you want to make it work

Counter offer email: junior candidate

Subject: Offer for [Role Title]

Hi [Name],

Thanks again for the offer and for walking me through the details. I’m genuinely excited about the opportunity to join [Company] and contribute to [specific team/project you discussed].

After reviewing the offer and doing some market research, I was hoping we could explore a base salary closer to $70,000. Given my [internships, projects, relevant experience], I believe this better reflects the value I can bring in this role.

If we can get closer to that number, I’d be very comfortable moving forward quickly.

Let me know if there’s room to adjust here.

Best,
[Your Name]

Short. Direct. Not apologetic.

Counter offer email: mid-level candidate

Subject: Offer for [Role Title]

Hi [Name],

I really appreciate the offer and I’m excited about the chance to join [Team/Org] at [Company]. The role matches exactly what I’ve been looking for in terms of scope and impact.

Based on my [X years] of experience in [field] and the responsibilities we discussed, I was targeting a range of $120,000 to $130,000 for base salary. Is there flexibility to bring the offer closer to that range?

I’m confident I can ramp quickly and start contributing to [specific goal or metric], so if we can get closer on base, I’d be eager to accept.

Thanks for considering this,
[Your Name]

Counter offer email: senior candidate

Subject: Offer for [Senior Role Title]

Hi [Name],

Thank you again for the offer and the thoughtful conversations throughout the process. I’m excited about the scope of this role and the opportunity to drive [specific strategic initiative].

Given the leadership expectations and the impact on [team/org/revenue/product], I was targeting a base in the $185,000 to $200,000 range, with total compensation aligned to senior roles in this market.

Is there room to move the base closer to that range, or to adjust other components of the package (such as bonus or equity) to get us there on total comp?

I’m very interested in making this work and can move quickly if we can close that gap.

Best,
[Your Name]

Notice what I’m not doing. I’m not writing a novel, I’m not justifying every dollar, and I’m not apologizing for asking.

How To Talk Numbers On The Phone Without Crumbling

Some recruiters love to keep job offer negotiation on the phone. They know most candidates will fold when pressed verbally.

So you need a salary negotiation script that keeps you calm and keeps the ball in your court.

Phone script: countering base salary

Junior:

“Thanks again for the offer, I’m excited about the role. After looking at similar roles in this area and considering my [internships/projects], I was actually targeting closer to $70,000. Is there any flexibility to bring the base up toward that?”

If they say, “That’s above our band”:

“I understand you’re working within a band. Given that, what’s the best you could do on base for a candidate with my background?”

You force them to improve their own number.

Mid-level:

“I appreciate the offer. Based on my [X years] of experience and the responsibilities we discussed, I was aiming for $120,000 to $130,000 in base. Can we bring the offer closer to that range?”

If they say, “We’re already at the top of band”:

“Got it, thanks for sharing that. If base is tight, is there flexibility on other components, like signing bonus, annual bonus, or equity, to bring the total package closer to what I’m targeting?”

Senior:

“Thank you for walking me through the details. Given the scope of this role and the expectations around [team size, revenue impact, strategic ownership], I was targeting a base closer to $190,000. How close can we get to that?”

If they respond with, “That’s higher than we’re paying others at this level”:

“I hear you. My goal isn’t to disrupt internal equity. Based on the impact this role will have, I’d love to understand what levers we do have, whether that’s base, bonus, equity, or a structured path to that level within 12 months.”

You’re not begging. You’re collaborating, but from a position of clarity.

Remote Work, Signing Bonus, Title: The Add-Ons That Actually Matter

Here’s the kicker. People obsess over base and then ignore the parts that quietly change your entire life.

Remote work. Signing bonus. Title.

These are not “nice to haves.” These are levers.

Negotiating remote or hybrid work

Don’t treat remote work like a guilty favor you’re asking for. Treat it like a business arrangement.

Email script (any level):

Hi [Name],

One piece I’d love to clarify is location and flexibility. I’m currently based in [City], and remote or primarily remote work is important for me long term.

Is there flexibility to structure this role as remote or hybrid with [X days] per month onsite? I’m fully set up to be productive from home and have been working this way for [time period] with strong results.

If that’s possible, it would make this offer a strong fit for me.

Best,
[Your Name]

Phone script when they push back on remote:

Recruiter: “This role is really designed to be in-office.”

You:

“I understand the preference for in-office. What I’ve seen work well is a hybrid approach. For example, I could be onsite [X days each month/quarter] for key meetings and collaboration, while working remotely the rest of the time. Would something like that be workable?”

If they keep saying no:

“I appreciate the clarity. For me, flexibility on location is a significant factor. If remote or a defined hybrid setup isn’t possible, that does make it harder to move forward, even though I’m very excited about the work itself.”

You’re signaling that location is a real constraint, not a casual preference.

Negotiating a signing bonus

Signing bonuses are beautiful because they’re one-time hits that often come from a different bucket than base. Less political, easier to justify.

Email script:

Hi [Name],

Thanks for working with me on the numbers. If we’re close on base but can’t fully meet the range we discussed, would you be open to a signing bonus to help bridge the gap in the first year?

For example, a signing bonus in the $10,000 range would make it very comfortable for me to accept the current base and move forward.

Let me know if that’s something you can explore.

Best,
[Your Name]

Phone script with pushback:

Recruiter: “We don’t usually do signing bonuses.”

You:

“I understand it’s not standard. Given the gap between the offer and what I was targeting, a one-time signing bonus would help a lot with the transition. Is it something you could at least check on with your comp team, even if it’s not typical?”

If they still say no:

“Thanks for looking into it. In that case, what can we adjust, if anything, to better align the offer with my expectations?”

You keep nudging them back to problem-solving, not just shutting the door.

Negotiating title (without sounding obsessed with status)

Title matters. Not for your ego, for your next job search. Recruiters filter by title. Hiring managers skim LinkedIn. You know the drill.

Email script, junior to mid-ish:

Hi [Name],

One small adjustment I’d love to explore is title. Based on the responsibilities we discussed, especially around [specific responsibilities], would it be possible to use the title **[“Analyst II” / “Associate” / “Engineer II”] instead of [“Junior” / “I”]?

I’m asking mainly because title tends to affect how future roles view experience, and the scope you described feels aligned with that level.

If that’s possible, it would make the offer even stronger for me.

Best,
[Your Name]

Email script, mid to senior-ish:

Hi [Name],

Quick question on title. Given the leadership components we discussed, especially around [owning roadmap / mentoring / managing stakeholders], would Senior [Role] be an option instead of [Role]?

The scope sounds senior in practice, and aligning the title would reflect that responsibility.

If that’s feasible, that would address my concerns on progression and fit.

Thanks,
[Your Name]

If they say, “We can’t change the title” on the phone:

“Understood. Title is important to me for future progression. If the external title has to stay as is for now, is there room to define the scope and level expectations clearly, and perhaps outline a path and timeline to that senior title?”

You’re planting a flag. “I am senior, whether the text on the badge agrees yet or not.”

Common Recruiter Pushbacks And Exactly What To Say

Let me be blunt. Most pushback in salary negotiation is scripted. They are not improvising, they are repeating.

So you use your salary negotiation script against theirs.

“This is our best and final offer.”

Sometimes it is. Often it isn’t.

You don’t argue with the phrase. You go around it.

“I appreciate you sharing that. Let me take a day to sit with everything and look at the full picture. I want to make a thoughtful decision. I’ll get back to you by [day/time].”

Then you either accept, or you’re willing to walk. If you are not willing to walk, stop pretending you’re negotiating.

“We have internal equity to maintain.”

That’s real. Companies don’t want one person making 40% more than their peers.

Your move:

“I completely understand the need to maintain internal equity. Given that, what flexibility do we have in other parts of the package, like signing bonus, performance bonus, or a structured path to a higher band within 6–12 months based on clear goals?”

You respect the constraint but still push for movement.

“We don’t negotiate salary for junior roles.”

I’ve heard this line too many times. It’s often lazy, not policy.

Your response:

“I understand there might be less flexibility at the junior level. At the same time, based on my research and offers I’m seeing for similar roles, the range I mentioned is competitive for this market.

If base truly can’t move, is there any room on things like signing bonus, relocation, or an earlier salary review at 6 months based on performance?”

You signal you know the market. You’re not just guessing.

“We’ll have to rescind if you don’t decide by tomorrow.”

Sometimes this is legit. Often it’s pressure.

You:

“I hear the urgency. This is an important decision for me, and I want to make sure I can commit fully if I say yes. What’s the latest realistic deadline you can offer while still moving your process forward?”

If they won’t budge and you’re not ready, that’s your data point. That’s the culture preview.

How Junior, Mid, And Senior Candidates Should Actually Sound

Here’s what nobody tells you. The content of your salary negotiation script matters, but the energy matters more.

Junior candidates often sound apologetic. Mid-level candidates sound uncertain. Senior candidates sometimes sound oddly defensive.

So here’s how I’d shape the tone.

Junior tone: confident learner, not grateful intern

Wrong energy:

“Thank you so much, I’m really honored, is it okay if I maybe ask about possibly a higher salary?”

Right energy:

“Thank you for the offer, I’m excited about the role. Based on my internships and projects, and what I’m seeing for similar roles, I was targeting closer to $70,000. Is there room to move in that direction?”

You’re not demanding. You’re informed.

Mid-level tone: business partner, not supplicant

Wrong energy:

“I was hoping for more, is there any way at all to improve this?”

Right energy:

“Given the scope we discussed and my track record of [specific results], I was targeting $120,000 to $130,000. How close can we get to that range?”

You anchor in outcomes, not feelings.

Senior tone: strategic, calm, and very okay with walking

Wrong energy:

“I really need at least $200k or I just can’t justify this.”

Right energy:

“For a role driving [X] and accountable for [Y], I typically see base in the $190,000 to $210,000 range. If we can align closer to that, I’m confident this would be a strong long-term fit. What flexibility do we have to move in that direction?”

No panic. No drama. Just standards.

---

Let me leave you with this, because I’m tired of watching smart people negotiate like scared tourists.

The company has already decided you’re good enough to pay real money to. They’ve sunk hours into interviews, involved half a department, and printed your name in some internal hiring tracker.

They are not doing you a favor. This is a trade.

So when the offer arrives, stop reacting like you just got picked for the last seat on the lifeboat and start talking like someone who knows they bring weight to the table.

You’re not begging for a salary.

You’re pricing your impact.