Yes, you should almost always negotiate a job offer — recruiters generally expect it, and the number they give is almost never the top of their band. For many people, the single most leveraged moment in their compensation history is the period between receiving an offer and signing the offer letter: people who do not negotiate routinely leave $5,000-$30,000 on the table per year, compounded over a tenure of multiple years. This page lays out a script many people use. It is not the only script that works, but it is reliable, low-friction, and does not require a competing offer to use. How much room actually exists depends on your situation, the employer's band, and the market.
What should you do before the offer arrives?
1. Anchoring on market data
A common first step is to pull Levels.fyi (tech), Glassdoor, Payscale, and Salary.com for your role, level, and location. It often helps to also check the company's own job postings, since a growing number of state pay-transparency laws now require salary ranges to appear in postings — California, Colorado, New York, Washington, Illinois, Maryland, and Massachusetts among them. (The specific thresholds and effective dates vary by state — for example, California's law generally applies to employers with 15 or more employees, while New York's Labor Law § 194-B generally applies at four or more employees, and these rules continue to change.) From this, many people pin down three numbers: market 50th percentile, market 75th percentile, and a reservation point (the offer below which they would walk).
2. Letting the other side name a number first
If asked "what are your salary expectations?" a reply some people use is the question: "I'd like to learn more about the role and team before talking compensation. Can you share the range for this role?" In pay-transparency states the recruiter may be legally required to share a range — for instance, New York's pay-transparency law generally requires the compensation range in the job posting itself. In other states it is still a fair ask.
3. Looking at the full package, not just base
The base salary is one of 6-8 levers. Many people also count: signing bonus, performance bonus target + history of achievement, equity (RSU value, vesting schedule, refresh expectations), 401(k) match, health insurance employer contribution, PTO, remote/flexibility, learning budget, and severance terms. It often helps to optimize the whole package rather than just the base.
The script
1. Receiving the offer, thanking them, and not accepting on the call
A line many people use: "Thank you, I'm excited about this. Can you send the offer in writing so I can review the full details? I'll come back to you in [N] days."
Most recruiters will agree to 3-5 business days. Even one day is often enough to think clearly.
2. Identifying the 1-2 levers you most want to move
A common approach is to pick the levers that matter most: base, sign-on, equity refresh, start date, remote percentage. Asking for everything at once tends to dilute the signal.
3. Making the counter — anchored, justified, polite
A script many people adapt: "I'm really excited about this role and want to make it work. Based on my research, roles at this level in [market] typically pay in the $X-$Y range for someone with my background. Could we move the base to $X? If that's not possible, I'd be open to discussing [signing bonus / equity refresh] as an alternative."
Three things this does: anchors high, gives a justification that is not personal, and offers a face-saving alternative if the base is genuinely capped.
4. Staying quiet after the ask
The hardest part. After making the ask, many people simply stop talking. Recruiters are trained on silence; they will often fill it with the next concession. Filling it yourself can mean negotiating against yourself.
5. Getting the response in writing
Whatever they come back with, it often helps to get it in the formal offer document — verbal promises evaporate. A line people use: "That's great — can you send an updated offer letter reflecting the new base and signing bonus?"
6. Accepting in writing
Once the updated offer matches what was agreed, many people accept by email and save a copy. Done.
What red flags should you watch for?
- The recruiter says "this is our best and final offer" on the first call (rare to be true)
- Pressure to sign within 24 hours without a written offer first
- Refusal to put the full compensation in writing
- Equity offer with no clarity on the strike price (options), vesting cliff, or refresh policy
- Vague "lots of upside" language without numbers attached
- Hidden clawbacks: signing bonus repayable if you leave in 12 months, etc.
- Non-compete or non-solicit included in the offer letter without a separate consideration
When should you talk to a lawyer?
For most offers, many people don't involve a lawyer. Some people consult an employment attorney when:
- The offer includes a substantive non-compete, non-solicit, or assignment-of-inventions clause they do not understand
- They are negotiating a senior-level offer with deferred comp, change-of-control provisions, or sign-on RSU grants worth significant equity
- The company is asking them to sign a separation/release from a prior employer it bought out
- The offer is contingent on legal terms (visa, immigration, prior employer non-compete enforcement) that materially affect them
For routine new-hire negotiations, many people find a focused 30-minute call with a mentor or career coach who knows their industry more useful than a lawyer. Whether legal review is worth it depends on your situation.
Official sources
- California Department of Industrial Relations / Labor Commissioner's Office — California Equal Pay Act and pay scale disclosure (SB 1162)
- New York State Department of Labor — Pay Transparency (Labor Law § 194-B)
- U.S. Equal Employment Opportunity Commission — Equal Pay/Compensation Discrimination