You got the offer. Now comes the part nobody prepares you for — asking for more money without losing the job. Here's the exact script, the timing, and the mindset that gets you 10-20% more.
You got the offer. The email is sitting in your inbox right now, or the recruiter just called you with a number. And your first instinct is to say yes immediately — because you're relieved, because you're excited, because you're terrified that if you push back they'll take it away.
Don't say yes yet.
I know that feels scary. But here's a stat that should change how you think about this moment: roughly 70% of people who negotiate their salary after receiving a job offer get more money. And 85% of employers fully expect you to negotiate — they build room into the initial offer specifically for this conversation. The number they gave you is almost never the highest number they're willing to pay. It's the starting point. And if you accept the starting point, you're leaving real money on the table — not just today, but for every year you work there, because future raises and bonuses compound on top of your base salary.
Let me be clear about something before we go further. Negotiating does not mean being aggressive, greedy, or difficult. It means having a calm, professional, 3-minute conversation that demonstrates you know your value. The employers who rescind offers because a candidate politely asked about salary flexibility are employers you don't want to work for anyway. That almost never happens — and when it does, it tells you everything about how that company treats its people.
I'll be honest — the first time I had the opportunity to negotiate, I didn't. I was so happy to get the offer that I said yes on the spot. It wasn't until months later that I found out a colleague in the same role negotiated and was making 15% more than me for the same work. That moment stuck with me. Everything in this article is what I wish I'd known then.
This is the hardest step and the most important one. When the offer comes in — whether it's a phone call, an email, or a video call — do NOT give your answer on the spot. Even if the number is exactly what you wanted. Even if it's MORE than you expected.
Say this: "Thank you so much — I'm really excited about this opportunity. I'd love to take 24-48 hours to review the full package before giving you my answer. Is that alright?"
No employer will say no to that. It's a completely normal, professional request. And it does three critical things. It prevents you from accepting a number you could have improved. It gives you time to research and prepare your negotiation. And it signals to the employer that you take decisions seriously — which is exactly the quality they hired you for.
If they pressure you for an immediate answer — "we need to know by end of day" — that's a yellow flag. Legitimate companies give candidates time to review offers. But even if there is genuine urgency, you can still say: "I'm very interested and I'd like to discuss a couple of details before I formally accept. Can we schedule a quick call tomorrow morning?"
Before you negotiate, you need to know what this role actually pays. Not what you think it pays. Not what you hope it pays. What the market data shows it pays.
Check these sources:
Glassdoor salary data — search the exact job title and location. Look at the range, not just the average. Note the 25th percentile (low end) and 75th percentile (high end).
LinkedIn Salary Insights — if you have LinkedIn Premium, this shows salary ranges for specific titles at specific companies. Even without Premium, you can see general ranges.
PayScale — enter your title, years of experience, location, and skills. It gives you a personalised salary estimate.
Local job boards — search for similar roles currently posted. Many list salary ranges. Note the range across 5-10 similar postings.
Now compare the offer you received against this data. Where does it fall? If the offer is at the 25th percentile or below, you have strong ground to negotiate. If it's at the 50th percentile, you have reasonable ground. If it's already at the 75th percentile, negotiation is still possible but your leverage is smaller — focus on non-salary benefits instead.
This is what everyone wants and what most salary negotiation articles make way too complicated. Here's the script. Memorise it, adapt it, and deliver it calmly.
"Thank you for the offer — I'm genuinely excited about joining the team. I've done some research on market rates for this role and given my experience with [specific relevant skill or achievement], I was hoping we could discuss the base salary."
That opening does everything right. It expresses genuine enthusiasm (they need to know you want the job). It frames your ask as research-based (not emotional or entitled). And it references your specific value (reminding them WHY they chose you).
"Based on the market data I've seen and the scope of this role, I was expecting something closer to [your target number]. Is there flexibility in the budget?"
Your target number should be 10-20% above the offer. If they offered $60,000, ask about $66,000-72,000. Give a specific number, not a range — if you say "$65,000-72,000" they'll anchor to $65,000. Say "$70,000" and the negotiation starts there.
The phrase "is there flexibility" is intentional. It's a question, not a demand. It invites a conversation rather than creating a confrontation. The recruiter can say "let me check with the team" (which means yes, probably) or "the budget is firm at X but we can discuss other benefits" (which means salary is maxed but there's room elsewhere).
"I understand budget constraints. Would it be possible to revisit the salary after a 6-month performance review? Or is there flexibility in other areas — signing bonus, extra PTO, remote work days, or professional development budget?"
This is your fallback. If the base salary truly can't move, there are usually other levers. An extra week of vacation is worth $2,000-4,000. A signing bonus gives you immediate cash. A 6-month salary review gives you a path to the number you wanted. Professional development budget ($2,000-5,000 for courses or conferences) has long-term career value. Stock options or equity in a startup can be worth far more than a salary bump.
Never negotiate over email if you can avoid it. Tone doesn't translate well in text — what sounds calm and professional in your head can read as demanding or cold in an email. Do it on a phone call or video call where they can hear your tone, see your enthusiasm, and have a real conversation. If email is the only option, keep it extremely short and warm.
If you're still nervous, these stats should help:
85% of employers expect candidates to negotiate. The initial offer is almost never the final offer. Recruiters build negotiation room into their salary ranges specifically because they know candidates will ask.
Only about 10-15% of negotiation attempts result in no improvement at all — and even then, you still get the original offer. Offers being rescinded because someone negotiated is extraordinarily rare. It's the boogeyman of salary negotiation — everyone's afraid of it, almost nobody has actually experienced it.
The average salary increase from negotiation is 10-20%. On a $60,000 salary, that's $6,000-12,000 per year. Over a 5-year tenure, that single conversation is worth $30,000-60,000 in additional earnings. Over a 10-year career, the compound effect (because raises and bonuses build on your base) can exceed six figures. One uncomfortable 5-minute conversation. Potentially $100,000+ in lifetime earnings.
Quick list of negotiation killers I've seen people make.
Don't use another offer as a threat unless you actually have one AND you're genuinely willing to take it. "I have another offer for $80K" when you don't is a lie that can be called. And if you do have another offer but aren't willing to take it, the employer may say "then you should take that offer" — and now you're stuck.
Don't make it personal. "I have rent to pay" or "I have student loans" is not a negotiation argument. Your personal expenses are not the employer's problem. Negotiate based on market value and the value you bring — not your cost of living.
Don't negotiate multiple times. One conversation. One ask. Maybe one counter. That's it. Going back three or four times with "actually, can we also discuss..." erodes goodwill and makes the employer question whether you'll be similarly difficult to work with.
Don't apologise for negotiating. "I'm sorry to ask, but..." and "I hate to bring this up, but..." undermine your position before you've even stated it. You're not doing anything wrong. You're having a normal professional conversation that both sides expect to happen.
Whether the negotiation improved the offer or not, get the final terms in writing before you formally accept. An email confirmation is fine — it doesn't have to be a legal contract at this stage. Just something that says: "Confirming the offer for [Job Title] at a base salary of [$X] with a start date of [date]."
If they agreed to non-salary benefits (signing bonus, extra PTO, salary review at 6 months), make sure those are included in the written offer too. Verbal agreements that aren't documented have a way of being forgotten after you start.
Once you have the written confirmation, accept enthusiastically. The negotiation is over — now shift back to excitement and gratitude. "Thank you — I'm thrilled to accept and can't wait to get started." Leave the negotiation behind. Start the relationship on a positive note.
Salary negotiation is a skill. Like any skill, it gets easier with practice and feels awkward the first time. The first negotiation is the hardest because you've never done it before and the stakes feel impossibly high. The second one is easier. By the third, it feels like a normal part of the process — because it is.
If you want personalised advice on salary negotiation for your specific situation — what to ask for based on your role, experience, and market — GigForge's AI career coach can help you prepare. It uses your full profile data including your skills, experience level, and target role to give specific, contextual guidance. Not generic advice — advice tailored to your actual situation and the market you're in.
GigForge's AI career coach knows your skills, experience, and target market. Ask it what salary to negotiate for, how to phrase your ask, and what non-salary benefits to request.
Talk to Career Coach →And if you're still in the interview stage — not at the offer yet — make sure you're prepared. The salary question often comes up during the interview itself, and how you handle it there sets the tone for the negotiation later. I covered this in detail in my guide to the 10 most common interview questions — question 7 is specifically about salary expectations and how to answer it without underselling yourself.
Practice answering interview questions — including the salary one — with AI scoring and feedback. Know what to say before you're on the spot.
Practice Interviews Free →Check your ATS score, rebuild your resume for any job, practice interviews with AI, and track every application — all free.
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