Most people don’t lose a negotiation because they ask badly. They lose because they don’t ask at all, or they freeze when the recruiter pushes back. A script fixes both.
This page is a library of salary negotiation scripts you can copy. Each one uses [placeholders] you swap for your own numbers. You’ll find scripts for new offers, phone and email, raises, remote pay, special situations and 12 common objections.
Need it as a polished email? Our free salary negotiation letter generator builds a ready-to-send letter with real cost of living data for your two cities.
How to use these salary negotiation scripts
- ✅ Do your numbers first. Every script needs a target. Use market data and, if you’re moving, after-tax cost of living.
- ✅ Pick one number. Ask slightly above your goal so you have room to meet in the middle.
- ✅ Say it out loud. Practice each script two or three times. It should sound like you, not a robot.
- ✅ Swap the [placeholders]. Generic scripts sound generic. Add one real result with a number.
- ✅ Plan your fallback. Know what you’ll ask for if base pay can’t move: bonus, PTO, title or a review date.
- ✅ Write it down. After every call, send a short recap email.
Rather not write from scratch? Enter your salary and cities in the negotiation letter generator and edit the draft.
Salary negotiation scripts for a job offer
Use these after you get the offer and before you accept. That is when you have the most leverage.
1. Right after you receive the offer
“Thank you, I’m really excited about this role and the team. Could you send the full offer in writing? I’d like to review it and get back to you by [day].”
Don’t negotiate on the spot. Buying 24 to 48 hours is normal and expected.
2. The counter offer script
“I’m excited to join and I want to make this work. Based on my research for this role in [city], and my experience with [key skill], I was expecting a base salary closer to $[target]. Is there flexibility to get there?”
3. Negotiating salary for a new job (no current offer to compare)
“Based on [BLS data / the posted range / similar roles], the market for this position is $[low] to $[high]. Given my [years] years in [skill], I’m asking for $[target].”
4. Asking for a higher salary politely
“I’d love to accept today. If we can move the base to $[target], I’m ready to sign.”
This works because it links your ask to a quick yes. Only say it if you mean it.
5. Counter offer email template
Subject: [Job Title] offer – next steps
Hi [Name],
Thank you for the offer for [Job Title]. I’m excited about [specific project or team].
After reviewing the full package and market data for this role in [city], I’d like to ask for a base salary of $[target]. This reflects [one or two results or skills].
I’m confident we can find a number that works. Happy to talk by phone if easier.
Best,
[Your Name]
The same ask by phone, email and in person
Here is one scenario, three ways. The offer is $[offer], and you want $[target].
6. How to negotiate salary over the phone
“Thanks for calling. I’m very excited about the role. I’ve looked at the offer, and I’d like to talk about the base. Based on the market range for this job, I’m looking for $[target]. What can we do to get closer to that?”
Then stop. Let the silence work. Write down exactly what they say.
7. Salary negotiation email to HR
“Hi [Name], thanks again for the offer. Before I accept, I’d like to discuss the base salary. Based on [source], I’m asking for $[target]. Could you let me know if there’s room to move? I’m available for a call [days/times].”
8. On Zoom or in person
“I really appreciate this offer, and I can see myself here for a long time. The one thing I’d like to discuss is the base. I’m at $[target], based on [reason]. How do you see that?”
On video, keep your notes off-camera and look at the lens when you say your number.
Scripts for specific situations
9. Competing offers
“I have another offer at $[amount] in [city]. [Company] is my first choice because of [reason]. Is there a way to close the gap?”
Only mention real offers. Different cities change the math, so compare job offers in different cities after taxes first.
10. Relocation
“Moving to [city] means higher housing and taxes. To keep my standard of living, I need a base of $[target], plus help with moving costs of about $[amount]. Can we cover both?”
Not sure the move is worth it? Check whether you should relocate for a job first.
11. Remote work offer
“Since this role is fully remote, my output is the same wherever I live. I’d like the salary to reflect the role, not my zip code. Can we set the base at $[target]?”
12. Cost of living
“Prices in [new city] are about [X]% higher than in [current city], per BEA data. After taxes, $[current] there equals about $[target] here. Can we match that?”
For the full formula and data sources behind this script, see how to negotiate salary using cost of living data.
13. Location-based pay
“I understand you use location-based pay. Could you share which zone I’m in and how it’s set? My role and results stay the same, so I’d like to discuss keeping my pay at $[current] or a smaller adjustment.”
Know your own break-even before the call. The remote work salary calculator shows how much of a cut you could absorb.
14. Return to office
“Coming back to the office adds about $[amount] a month in commuting and [childcare/parking]. Can we offset that with a $[amount] raise, a commuter stipend, or two remote days a week?”
15. Pushing back on a pay cut
“I understand the business pressure. Can you share how this cut was calculated? I’d like to propose [smaller cut / delay / review in 6 months] instead.”
If you’re moving somewhere cheaper, our geographic salary arbitrage guide covers how to keep more of your pay.
16. The offer is too low
“Thank you. I have to be honest, this is well below what I expected. The market range for this role is $[low] to $[high]. To make this work, I’d need at least $[target]. Is that possible?”
17. When they say no, the budget is fixed
“I understand the base is set. Could we look at other parts of the package? A signing bonus of $[amount], extra PTO, or a salary review in six months would help close the gap.”
18. When they say it’s non-negotiable
“Thanks for being clear. Is there anything else that is flexible, like start date, title, or remote days? And could we put a raise review at [date] in writing?”
Scripts for bonus, equity, benefits and more
19. Signing bonus
“I’m leaving a [bonus/vesting] of about $[amount] at my current job. Would you consider a signing bonus of $[amount] to cover that?”
20. Equity and stock options
“Could you walk me through the equity? Is it RSUs or options? What’s the vesting schedule and cliff? For options, what’s the strike price and how many shares are outstanding in total?”
RSUs are shares you receive as they vest. Options (ISOs or NSOs) give you the right to buy shares at a set strike price. Options are only worth something if the share value rises above that price. Know which you’re getting before you counter.
21. More equity
“If the base can’t move, I’d be open to more equity. Could we increase the grant to [number] shares?”
22. Benefits
“Can you confirm the 401(k) match, health premium share and any stipends? A higher match or a home office stipend could help balance the base.”
23. Extra PTO
“I currently have [number] days off. Could we match that at [number] days?”
24. Flexible hours
“Would you be open to flexible start times, like [time] to [time]? I’m fully available for core hours and meetings.”
25. Job title
“Given the scope, [team size, budget], would the title [Senior/Lead Title] fit? It better matches the work.”
26. Commission
“Can you share the quota, the commission rate and what share of reps hit quota last year? I’d like to make sure the on-target earnings are realistic.”
Scripts to ask for a raise or promotion
Internal asks work best with a written summary. Bring a one-page list of results, or draft a raise request letter to send after the meeting.
27. Asking for a raise
“I’d like to talk about my pay. In the last [period], I [result with a number]. The market range for my role is $[low]–$[high]. I’m asking for an increase to $[target].”
28. At your annual review
“Thanks for the feedback. I’d like to discuss two things: a cost of living adjustment so my pay keeps up with prices, and a merit increase for [results]. In total I’m asking for [X]%.”
29. Internal promotion
“I’m excited about the [new role]. Since the scope is bigger, I’d like the salary to match the market for that level, which is around $[target].”
30. When you’re underpaid
“I’ve found that the pay range for my role is $[range], and I’m at $[current]. I’d like to understand how my pay was set and discuss bringing it to $[target].”
31. Retention counter offer
“I’ve received an offer at $[amount]. I’d prefer to stay because [reason]. If you can match $[amount], I’ll stay and commit to [goal].”
Only use this if you would really leave. Employers may plan for your exit either way.
Scripts for your situation
32. New graduates with no experience
“I’m really excited to start my career here. From [school career data / posted ranges], entry roles like this pay $[low]–$[high]. With my [internship/project], could we start at $[target]?”
33. Career switchers
“I’m new to this field, but I bring [years] years of [transferable skill]. In my last role I [result]. I’m asking for $[target], at the middle of the range.”
34. Introverts (email-first)
“Thank you for the offer. I think best in writing, so I’ve put my thoughts in this email. I’m hoping we can reach $[target] based on [reason].”
Negotiating by email is fine. It gives you time to think and creates a record.
35. Women negotiating salary
BLS reports that women working full time earned a median 82.0% of men’s weekly earnings in the second quarter of 2026. That is one reason to negotiate every offer. Use the same scripts above, with numbers and calm, direct language.
“Based on the market range and my results, I’m asking for $[target]. I’m confident it reflects the value I’ll bring.”
36. Executives
“Before we finalize, I’d like to review the full package: base, bonus target, equity, severance and change-of-control terms. Could your team send the draft agreement?”
Short scripts by industry
37. Tech and engineers
“Levels for this role at similar companies show total comp around $[amount]. Could we review base and equity together to get there?”
38. Nurses
“With [years] years in [specialty] and my [certification], could I be placed at a higher step on the pay scale? I’d also like to ask about shift differentials.”
39. Teachers
Many districts use public salary schedules, often set by union contracts. The base for each step is usually fixed. What you can sometimes negotiate is your step placement.
“Could my [years] years of prior teaching and my [degree] be counted for step placement on the salary schedule?”
40. Sales
“Could we set a guaranteed draw for the first [number] months while I build my pipeline?”
41. Startups
“I understand cash is tight. If the base stays at $[amount], could we raise equity to [shares] and agree to revisit pay after the next funding round?”
42. Federal government
Federal General Schedule (GS) jobs usually start at step 1. OPM rules allow agencies to set pay at a higher step for candidates with superior qualifications or to meet a special need (5 CFR 531.212). You must ask before you start.
“Given my [qualifications], could the agency consider a superior qualifications pay-setting request to start me at step [number]?”
43. Nonprofits
“I understand the budget is limited. Could we consider [extra PTO / professional development funds / a title] alongside a base of $[target]?”
Tone: polite, professional or assertive
Same ask, three tones. Pick the one that fits your relationship.
- Polite: “Would there be any flexibility to reach $[target]?”
- Professional: “Based on market data, I’m asking for $[target].”
- Assertive: “I need $[target] to accept this offer.”
To be firm without being rude, keep it about the role and the data, not about them. Thank them, state the number, ask a question.
Whatever tone you choose, the words should match your body language. Sit up, speak slowly and pause after your number. If you rush to fill the silence, you may talk yourself down.
Useful salary negotiation phrases
- ✅ “I’m excited about this role, and I’d like to discuss the base.”
- ✅ “Based on my research…”
- ✅ “Is there flexibility on…?”
- ✅ “What would it take to get to $[target]?”
- ✅ “Could we revisit this in six months, in writing?”
- ✅ “Help me understand how the number was set.”
- ✅ “If we can get there, I’m ready to sign.”
Advanced scripts and objection handling
44. Using market data
“BLS data for [occupation] in [metro] puts the median at $[amount], and your posted range is $[low]–$[high]. With my [skill], I’m aiming for $[target].”
45. Pay transparency leverage
States like Colorado (since 2021), California and Washington (2023), New York (2023) and Illinois and Minnesota (2025) require pay ranges in job postings.
“The posting lists $[low]–$[high]. Given my experience in [skill], I’d like to be in the upper half, at $[target].”
46. Second round
“Thank you for moving to $[new offer]. We’re close. If we can get to $[final], I’ll accept today.”
47. After a verbal offer
“Thank you, that sounds great. Could you send it in writing so I can review the full package?”
48. Follow-up after silence
“Hi [Name], I wanted to follow up on my note from [day]. I’m still very interested. Is there an update on the base salary?”
Objection handler: what they say and what to say back
| They say | You say |
|---|---|
| “What are your salary expectations?” | “I’d like to learn more about the role first. What’s the range you’ve budgeted?” |
| “What do you make now?” | “I’m focused on the market rate for this role, which is $[range].” |
| “The budget is fixed.” | “I understand. Could we look at a signing bonus or a six-month review?” |
| “This is our best offer.” | “I appreciate that. Is anything else flexible, like PTO or title?” |
| “Everyone at this level gets the same.” | “Could my experience place me higher in the band?” |
| “We need an answer today.” | “I want to say yes. Could I have until [day] to review it in writing?” |
| “You’d be at the top of the range.” | “I understand. Could we set a review date for when I hit [goal]?” |
| “We don’t negotiate.” | “Thanks for being clear. Are start date or remote days flexible?” |
| “Your number is too high.” | “Help me understand where you see the gap.” |
| “You live somewhere cheaper.” | “My work and results are the same. Can we price the role, not the zip code?” |
| “We’ll revisit after six months.” | “Great. Can we put that date and the target number in writing?” |
| “Other candidates accepted this.” | “I understand. I’m basing my ask on [data and results].” |
What not to say in a salary negotiation
- 🔴 “I need more because my rent is high.” Talk about the role and data, not personal bills.
- 🔴 “Whatever you think is fair.” It hands them the anchor.
- 🔴 “I was hoping for something between $[low] and $[high].” They’ll pick the low end.
- 🔴 “I’ll take it” before the offer is in writing.
- 🔴 Ultimatums you won’t follow through on.
Psychological framing that helps
Anchoring: the first number shapes the talk, so give a specific number grounded in data.
Former FBI negotiator Chris Voss describes several tactics in his book Never Split the Difference (2016):
- Mirroring: repeat their last few words as a question. “The budget is fixed?”
- Labeling: name their concern. “It sounds like you’re worried about internal fairness.”
- Calibrated questions: open “how” or “what” questions, like “How can we make this work?”
- Tactical empathy: show you understand their position before you push yours.
Prefer to ask in writing? Use our salary increase request email templates.
The bottom line
Good salary negotiation scripts are short: thank them, give one number with a reason, ask a question, then stop talking. Have a backup ask ready for when base pay can’t move. Check the numbers for both cities in the salary vs cost of living calculator if the job means a move.
Then turn your script into a polished email with the free salary negotiation letter generator.
Frequently asked questions
Thank them, then move to other levers: "I understand the base is set. Could we look at a signing bonus, extra PTO, or a salary review in six months?" Ask for any review date and target number in writing so it actually happens.
Keep it short: thank them, name one thing you are excited about, state one number with a reason such as market data or your results, and offer a call. Example: "Based on market data for this role in [city], I would like to ask for a base of $[target]."
Have your number and one reason written in front of you. Say: "I am very excited about the role. Based on the market range, I am looking for $[target]. What can we do to get closer?" Then stay quiet, take notes, and send a recap email after the call.
Try: "I am excited to start my career here. Entry roles like this pay $[low] to $[high]. With my [internship or project], could we start at $[target]?" Use posted ranges or your school's career data, and be ready to ask about a signing bonus instead.
Avoid personal reasons like rent, phrases like "whatever you think is fair," giving a wide range, accepting before the offer is in writing, and ultimatums you will not keep. Each one weakens your position or hands the employer the anchor.