How to negotiate salary: a script that actually works

Salary negotiation is one of the highest-leverage conversations you'll ever have at work. A single 15-minute conversation can mean tens of thousands of dollars in cumulative lifetime earnings. And yet most people avoid it entirely, or approach it in ways that are almost guaranteed not to work.

This is the specific language and sequencing that produces results.

Why most salary negotiation fails

Most people either don't negotiate at all (they accept the first offer) or they negotiate in ways that make them look bad or that don't actually move numbers.

Common mistakes:

Stating a number first. Whoever names a number first loses anchoring power. If you say $85,000 and their budget was $95,000, you've left $10,000 on the table before the conversation started.

Making it personal. "I need this because my rent went up" is a reason to feel sympathy, not to adjust a compensation budget. Compensation decisions are made based on market value and role value, not personal circumstances.

Not having a number ready. When asked "what are you looking for?", answering "I'm flexible" signals either that you don't know your market value or that you'll accept anything. Either is bad for your negotiation.

Accepting the first offer without asking. Recruiters and hiring managers virtually always have room to move. The first number is rarely the ceiling.

Apologizing for asking. "I'm sorry, I hate this part, but could we look at the compensation?" The apology undermines you before you've even made the ask.

Before the conversation: the three things you need to know

1. Your market rate. Not what you feel you deserve — what the market actually pays for your skills, role level, and location. Use Levels.fyi (for tech), LinkedIn Salary, Glassdoor, Payscale, and direct conversations with recruiters. Have a range, not a point, and know the midpoint.

2. Your BATNA. Best Alternative to a Negotiated Agreement. What will you do if they won't move? If you have another offer, your BATNA is strong. If this is your only option, your BATNA is weak — which is fine to know, but means you should negotiate differently (focus on non-salary compensation like equity, PTO, or start date).

3. Your walk-away number. The minimum you'll accept. Not a number you'll share — just one you've decided privately so you don't agree to something you'll resent.

The script: responding to an offer

This is for when you've received an offer and need to respond.

Step 1: Express enthusiasm, buy time

"Thank you so much — I'm really excited about this role and the team. I'd like to take a day to review everything carefully before responding. Would that be okay?"

You almost always have 24-48 hours. Use them. Never negotiate in real-time if you can avoid it.

Step 2: Prepare your counter

Target 10-20% above the offer, anchored to market data. Have a specific number, not a range — ranges signal flexibility and they'll go to the bottom.

Step 3: The counter-offer call

"Thank you again for the offer. I've done some research on market rates for this role in [city/remote], and I'm seeing [X-Y range] for comparable positions. Based on that and the scope of this role, I was hoping we could get to [specific number]. Is there flexibility there?"

Key elements: - Cite market data, not personal need - Be specific with your ask - End with a question that invites a yes or a counter - Don't fill the silence

Step 4: Handle the response

If they say yes: great.

If they say "that's above our band":

"I understand. Can you tell me more about the band — is there room at the top of it, or is [their offer] already there?"

If they're at their limit on base:

"I understand if base is constrained. Are there other elements of the package we could look at — equity, signing bonus, PTO, or start date flexibility?"

If they push back on your number:

"I hear you. I do think [your number] reflects the market and the value I'd be bringing to this role. Is there any room to move at all, or are you firm at [their number]?"

Step 5: The close

Once you've negotiated to your satisfaction (or their limit):

"Okay, I think [final number] works. I'm excited to accept."

Or if it's not quite right:

"I appreciate you working with me on this. I'll be honest that [final number] is a bit below what I was hoping for, but I'm really excited about the role. Can we agree to revisit compensation after [90 days / six months] if my performance warrants it?"

Negotiating a raise at your current job

This is a different conversation — you're asking for more from someone who knows you, not someone trying to recruit you.

The framework:

1. Don't tie it to your tenure or cost of living. "I've been here two years" or "inflation is high" are weak arguments. Base compensation is tied to role value and performance.

2. Build your case before the conversation. Document specific accomplishments, quantify the impact where possible, and research what the role pays externally. Have this ready before you ask.

3. Make the ask proactively — don't wait for a review. Annual reviews are often budget-constrained. The best time to negotiate is when you've just delivered something meaningful.

The script:

"I'd like to talk about my compensation. Over the past [period], I've [specific accomplishments]. I've also done some market research, and I'm seeing [range] for this role level. I'd like to get to [specific number]. What would we need to do to make that happen?"

Note the last question — "what would we need to do to make that happen?" — shifts the conversation from a yes/no to a planning conversation.

If they say the budget is tight:

"I understand budget cycles can be constrained. Can we agree on a number and a timeline — even if it's [X months] out?"

If they say you're already at the top of your band:

"I appreciate the transparency. What would it take to move to the next band? And is that something we could plan toward for the next [period]?"

The non-negotiables of salary negotiation

Be specific. "I was hoping for $127,000" lands better than "somewhere in the 120-130 range." Specific numbers signal you've done your homework.

Don't negotiate against yourself. Once you've made your ask, stop talking. Silence is not a bad sign — let them respond.

Keep it collaborative, not adversarial. This isn't a fight. It's a conversation between two parties trying to reach an agreement. The tone should be warm throughout.

Know that it almost never damages the offer. Recruiters and hiring managers expect negotiation. Asking respectfully and professionally almost never results in an offer being rescinded.

Practice. This is a high-stakes conversation you've probably done fewer than five times in your life, against someone who does it weekly. The gap in practice is real. Run through the conversation out loud, with someone playing the other side, before you do it live.

Practice salary negotiation in a realistic AI-powered scenario. Get scored on your framing, confidence, and close — then improve before the real conversation.