How to Negotiate Salary After a Job Offer: Tactical Strategies for Maximum Compensation

You have a job offer in hand—congratulations. But before you accept, there's a critical window where you have maximum leverage to improve your compensation. The offer they gave you isn't their best offer; it's their starting position. How you handle the next few days can add thousands of dollars to your annual pay.

Most candidates fumble this opportunity through a combination of excitement, anxiety, and uncertainty. They accept too quickly, ask for too little, or negotiate so awkwardly that they leave money on the table while damaging the relationship. Neither extreme serves you well.

This guide provides tactical, specific strategies for negotiating salary after receiving a job offer. For general principles, see our how to negotiate salary guide. You'll get scripts for common situations, frameworks for structuring your ask, and tactics for handling pushback. These aren't abstract principles—they're actionable techniques you can use in your next negotiation.

The Golden Hours: Your Window of Maximum Leverage

The period between receiving an offer and accepting it is when you have the most power. Understanding this dynamic helps you use the window effectively.

You have maximum leverage because they've decided they want you. The company invested time, energy, and resources in interviewing candidates. They've made their choice, and that choice is you. They're emotionally committed to closing the deal. Starting over with another candidate means cost, delay, and risk. This commitment is your leverage.

The hiring manager has sold you internally. They've told their boss, the team, and HR that you're the one. Reversing that creates awkwardness and questions about their judgment. They want this to work out—that desire creates flexibility they won't have later.

The offer they extended isn't usually their maximum. Most companies build negotiating room into initial offers. They expect some pushback. An offer of $85,000 from a company budgeted to pay up to $95,000 leaves $10,000 that you'll forfeit by accepting without negotiation.

This leverage evaporates once you accept. After acceptance, the dynamic shifts completely. They have you—why would they pay more? Renegotiating after acceptance damages trust and rarely succeeds. Use the pre-acceptance window or lose the opportunity.

• You have maximum leverage between offer and acceptance
• The company is emotionally invested in closing you
• They've already sold you internally to stakeholders
• Initial offers typically include negotiating room
• Your leverage disappears the moment you accept
• Every day you wait doesn't reduce leverage (within reason)
• The hiring manager wants you to say yes—that desire creates flexibility
• Restarting the search is costly and risky for them
• Use this window strategically—it won't come again
• Accepting too quickly forfeits negotiating opportunity

Before negotiating, make sure you're prepared with our how to negotiate salary. See also: job offer negotiation email template.

Scripts for Starting the Negotiation

Knowing exactly what to say removes friction from initiating negotiation. These scripts work across situations.

The Standard Opening: "Thank you so much for this offer—I'm really excited about the opportunity to join [Company] and contribute to [specific thing you're excited about]. I've reviewed the offer carefully, and I'd love to discuss the compensation before I accept. Based on my research and the experience I bring, I was hoping for a base salary closer to $[X]. Is there flexibility to get there?"

This script accomplishes several things: expresses genuine enthusiasm, shows you've done homework, makes a specific ask, and opens dialogue.

When Asked to Justify Your Ask: "Absolutely. Based on market data from [sources], comparable roles in [location] with [years] of experience typically pay in the $[X-Y] range. Given my specific experience in [relevant area] and [notable qualification], I believe I'm at the higher end of that range. I've also [specific achievement that demonstrates value]."

When You Have Competing Offers: "I should mention that I'm also considering another opportunity offering $[X]. I prefer this role because [genuine reasons], but I need to ensure the compensation is competitive. Is there room to move closer to that range?"

When the Offer Is Significantly Below Expectations: "I appreciate the offer. I'm very interested in this role, but the compensation is notably below what I was expecting based on market research. To make this work, I'd need to see something closer to $[X]. What flexibility do we have?"

• Express enthusiasm before making asks
• Make specific requests with justification
• Reference market data and your qualifications
• Keep tone collaborative, not adversarial
• Be direct about what you need
• Practice scripts until they feel natural
• Adapt language to your authentic voice
• Have multiple scripts ready for different scenarios
• Pause after your ask—let them respond
• Stay calm regardless of their initial reaction

Counter-Offer Tactics and Responses

They'll respond to your ask—probably not with immediate agreement. Handling their response determines the outcome.

When They Counter Below Your Ask: They offer $85K, you ask for $95K, they counter with $88K. Don't accept immediately. "I appreciate you moving on this. $88K is closer to where I need to be. Would $92K be possible?" Split the remaining difference and see if they'll move again.

When They Say Budget Is Fixed: "I understand budget constraints. If base salary is limited, are there other ways to close the gap? A signing bonus, additional equity, or accelerated review timeline might help make this work." Redirect to alternatives when one path closes.

When They Need to "Check with Someone": "Of course, I understand. What would be helpful information as you discuss this? I'm happy to provide any additional context that might help." Equip your advocate with ammunition to make your case internally.

When They Apply Time Pressure: "I want to make a thoughtful decision about something this important. I'm committed to giving you an answer by [reasonable date]. Can we agree on that timeline?" Push back on artificial urgency while demonstrating seriousness.

When They Offer Non-Monetary Improvements: Evaluate genuinely. Extra vacation, flexible hours, professional development budget, or title upgrades have real value. Don't dismiss them automatically—but also don't accept them as substitutes for significant salary gaps if money is your priority.

• Don't accept counter-offers immediately—continue negotiating
• Split remaining differences strategically
• Redirect to alternatives when primary asks are blocked
• Equip internal advocates with supporting information
• Push back on unreasonable time pressure
• Evaluate non-salary offers on their actual value
• Keep track of what's been offered and agreed
• Maintain positive tone even through multiple exchanges
• Know when you're approaching their real limit
• Each exchange should move toward resolution

Handling Specific Pushback Phrases

Certain employer responses are predictable. Having ready replies keeps you composed and effective.

"That's more than we budgeted for this role." Response: "I understand budget considerations. What is the range for this role? Perhaps we can find a number within the range that works for both of us. I'm also open to discussing how we might structure compensation creatively."

"We pay based on internal equity—we can't pay you more than others at this level." Response: "I respect the need for internal consistency. Is there flexibility in the level I'd come in at? Or might a signing bonus work since it doesn't affect ongoing equity comparisons?"

"This is a standard offer for this role." Response: "I understand this is standard. However, I believe my specific experience in [area] brings above-standard value. Would you consider adjusting based on that differentiated experience?"

"We don't negotiate starting salaries." Response: "I appreciate knowing that. Can you help me understand how salary is determined? Are there other components where there might be flexibility—perhaps signing bonus, equity, or benefits?"

"This is our final offer." Response: "I want to make sure I understand—is there truly no flexibility in any aspect of the offer, or specifically on base salary? I want to make this work if possible."

• Have ready responses for common pushback
• Ask questions rather than accepting statements at face value
• Look for creative solutions within their constraints
• Understand what "no" actually means in context
• Remain calm and professional despite pushback
• Don't take pushback personally—it's part of negotiation
• Redirect closed paths to open alternatives
• Keep dialogue going rather than accepting defeat
• Sometimes "no" means "not easily" rather than "impossible"
• Know when pushback is genuine versus positional

The Numbers Game: How High to Aim

How much above the offer should you counter? Specific guidance for setting your target.

Understand market ranges before picking numbers. If the offer is $80K and market data shows $75-90K for similar roles, you have room to negotiate toward the upper end. If the offer is already at $88K within that range, there's less space. Your counter should be ambitious but defensible.

Ask for more than you expect to get. If you want $90K, asking for exactly $90K often yields less. Asking for $95K and settling at $90K is more common. Give yourself room to negotiate down while still reaching your target. This isn't dishonest—it's how negotiation works.

Don't anchor yourself with premature numbers. If they ask your expectations before making an offer, deflect: "I'm focused on the opportunity—I'm confident we can find something that works." If pressed, provide ranges rather than specifics: "Based on my research, I'd expect something in the $85-95K range for this role."

Have a walk-away number but don't reveal it. Know internally what you'd accept—that's your reservation price. But don't share it; the moment they know your minimum, that becomes their target. Keep your floor private.

• Research market rates before setting your target
• Ask for more than you expect to get—leave room to negotiate
• Deflect premature salary questions before receiving offers
• Provide ranges rather than specific numbers when forced to go first
• Know your walk-away point but never reveal it
• Consider total compensation when evaluating numbers
• Factor in cost of living for location-specific adjustments
• Remember raises compound—higher start means more over time
• Document how you arrived at your numbers
• Be prepared to justify your ask with data

Closing and Confirming the Negotiation

Eventually, negotiation ends and commitment begins. Closing properly protects your gains.

Recognize when you've reached the real limit. There's a point where pushing further yields diminishing returns and relationship damage. When they've moved multiple times and are expressing genuine finality, accept graciously. The last few hundred dollars isn't worth the relationship cost.

Summarize agreements verbally before ending the conversation. "So we're agreeing on a base salary of $92K, with a $5K signing bonus and three weeks vacation. Is that correct?" This confirms mutual understanding and catches any miscommunication.

Request written confirmation before officially accepting. "I'm ready to accept pending a revised offer letter reflecting these changes. Could you send that over?" Never accept verbally without documentation. Details get forgotten; written records don't.

Accept with enthusiasm once terms are confirmed. See our job offer negotiation email template for scripts. "Thank you for working with me on this. I'm thrilled to accept and excited to join the team." End positively—you'll be working with these people.

• Recognize genuine limits versus negotiating positions
• Accept graciously when you've reached their maximum
• Summarize agreements verbally to confirm understanding
• Require written confirmation of all negotiated terms
• Never accept before receiving documentation
• Accept enthusiastically once terms are confirmed
• Thank them for the negotiation process
• Transition positively from negotiation to onboarding
• Keep records of everything agreed upon
• Start the new relationship on positive footing

Before negotiating, make sure you're prepared with our job offer negotiation. See also: salary negotiation tips on Reddit.

Frequently Asked Questions

How long should I wait before negotiating after receiving an offer? You can negotiate immediately or after asking for consideration time. Either works. If you need time to think and prepare, ask for it: "Can I have until [date] to review this carefully?" 2-5 business days is reasonable. Then negotiate before that deadline.

What percentage above the offer should I counter? Typically 10-20% above the initial offer, depending on how far below market it is. If they offer $80K and market is $90K, asking for $95K and settling at $90K makes sense. If they offer $88K, a more modest counter is appropriate. Your ask should be ambitious but justifiable.

Can negotiating cost me the job offer? Extremely rarely for reasonable negotiation. Employers expect negotiation—they don't rescind offers from candidates who professionally ask for appropriate compensation. Aggressive demands, ultimatums, or dishonest tactics might create problems, but standard negotiation doesn't.

What if they ask what I currently make? In many places, this question is now illegal. Where legal, you can deflect: "I'd prefer to focus on the value I'll bring to this role and what's appropriate for your market." Your current salary doesn't define your value elsewhere.

Should I negotiate if I plan to accept the offer anyway? Yes. Even if you'd accept the current offer, you might get more. The worst that happens is they say it's firm. The potential upside—thousands of dollars—is worth the small discomfort of asking.

What if I already said the offer was great before thinking about it? You can still negotiate. "I've had time to review the offer more carefully, and while I'm very excited about the role, I'd like to discuss the compensation based on my market research." Initial enthusiasm doesn't lock you out of negotiation.

How do I negotiate when I'm desperate for a job? The same principles apply, though your risk tolerance differs. Even in desperation, you deserve fair compensation. Focus on market value rather than your circumstances. Low-balling yourself sets up years of underpayment. Negotiate professionally within your constraints.

Can I negotiate other things besides salary? See our job offer negotiation guide for alternatives. Absolutely. Start date, vacation time, signing bonus, equity, flexible work, professional development, title—many elements are negotiable. When salary is fixed, these alternatives become especially valuable.

What's the worst thing that can happen if I negotiate? They say the offer is firm. That's typically the worst outcome for reasonable negotiation—you're no worse off than before asking. Offer rescission for professional negotiation is exceedingly rare. The downside is minimal; the upside is significant.

Should I mention other interviews I'm in? See salary negotiation tips on Reddit for community advice. If true, you can mention you're interviewing elsewhere without specifics: "I'm in late stages with another company as well." This creates appropriate urgency. Don't fabricate competing processes—it's risky and often detectable.

How do I negotiate salary for internal promotion differently? Similar principles, different context. Research what the new level pays internally and externally. Document your achievements and readiness. Make a specific ask with justification. Internal negotiations may be harder since they know your current salary, but market data and demonstrated value still provide leverage.

What if they need time to discuss my counter internally? This is normal and often positive—it means they're considering your ask. Respond helpfully: "Of course, take the time you need. I'm happy to answer any questions or provide additional information that would be helpful." Then wait for their response.