“If I negotiate my salary, they will think I’m greedy and revoke the offer.”
That sentence scares a lot of people into silence. It is false in almost every normal hiring situation. The real risk is not that you ask. The real risk is that you accept too fast, lock yourself in, and then stay underpaid for years.
If a company pulls an offer just because you asked a calm, respectful question about pay, that is usually a red flag about how they treat people. Most hiring managers expect some back and forth. Many even budget for it. When you stay quiet, they do not think, “What a team player.” They think, “Offer accepted. Done.”
Salary negotiation is less about being clever and more about sounding prepared, reasonable, and calm. Scripts help with that. You do not have to follow them word for word. In fact, you should not. But having a backbone sentence or two in your head gives you confidence when your heart rate climbs.
I might be wrong, but it seems to me that most people are not looking for tricks. They just want to know what to say so they do not freeze or ramble. So that is what this guide is about: phrases you can borrow, adjust, and practice until they sound like you.
You will see patterns. A clear anchor. A specific number. A short reason. Then silence. The silence part feels awkward. It also does a lot of the work.
“The company will pay me what I’m worth without me asking.”
That one sounds comforting. It also keeps a lot of people underpaid. Companies rarely guess your expectations and move up on their own once you have already said yes. If you want more, you have to open your mouth before you sign.
I will walk through scripts for different points in the process: early screening calls, post-offer talks, email replies, remote vs on-site roles, and even raising the topic with your current manager. Use them as raw material. Edit them. Cross out words that do not sound like you. Add ones that do.
One warning: if you go into a conversation with no idea of market pay, no range in your head, and no walk-away number, the best script will not save you. The words sit on top of preparation. Without that, it all sounds shaky.
“If I just work hard and keep my head down, someone will notice and give me a raise.”
Sometimes that happens. Often it does not. Managers are busy. Budgets are tight. Quiet people get skipped. Speaking up about money feels uncomfortable. That does not make you wrong. It just means you have to prepare for a few minutes of discomfort if you want years of better pay.
So let us get into the actual scripts.
How to handle the first “What are your salary expectations?”
This question often shows up on the first recruiter call or even in an application form. Many people answer it too fast and trap themselves. You have three basic options:
1. Politely delay and ask for the range.
2. Give a wide range based on research.
3. If pushed, set a firm floor and be ready to walk.
You are not doing anything wrong by not giving a number right away. You just need the right words.
Script: Deflect and ask for the range (phone or Zoom)
Use this when they ask early and you do not know enough yet.
“Thanks for asking. Before I give a number, I would like to understand more about the scope of the role and expectations for the first 6 to 12 months. Can you share the budgeted range for this position?”
If they share a range, you can respond:
“That range is in line with what I had in mind. As we talk more and you see how I can contribute, I would aim for the upper half of that range.”
This does a few things:
– You avoid anchoring yourself low.
– You signal that you expect the top of their range if you perform well in the process.
– You sound prepared without boxing yourself in.
If they keep pressing you to give a range first, stay steady.
Script: Give a researched range when they insist
“Based on my research on roles at this level in [city/region] and my [X] years of experience with [key skills], I am targeting a range of [low] to [high] for the base salary. Of course, the final number might depend on the overall package and the scope of the role.”
For example:
“Based on my research on roles at this level in Austin and my 5 years of experience leading B2B campaigns, I am targeting a range of 95 to 115 thousand for the base salary. Of course, the final number might depend on the overall package and the scope of the role.”
Then stop talking. Let the recruiter react.
If they say, “That might be above our range,” you have options:
“I understand. If we are in the same general ballpark, I am happy to continue the conversation and see if there is a fit on both sides. Where does this role usually land?”
Notice the pattern: you keep nudging them to reveal their range. You share your research, not your bare minimum.
Script: When they absolutely insist on your minimum
Some companies push: “What is the minimum you would accept?” This is where many people hurt themselves.
You can say:
“I am aiming for [target number], based on the market for this type of role and my background. I am not looking to move for less than [floor number]. If your range is close to that, I would be glad to keep talking.”
Example:
“I am aiming for about 120k, based on the market for this type of role and my background. I am not looking to move for less than 110k. If your range is close to that, I would be glad to keep talking.”
If their range is far lower, that saves you time early.
Negotiating once you have an offer
This is where most people get nervous. The offer comes in. Your brain races. You feel grateful and scared to rock the boat.
Take a breath. Say thank you. Ask for a bit of time. Then respond with a clear counter.
“I should just take the offer before they change their mind.”
Fast acceptance sends a signal: they could have paid less or you did not compare options. You can be polite and still push for better terms.
Key numbers to know before you counter
Before you answer, write down:
– Your current total pay (base, bonus, stock, other)
– Your ideal target number
– Your walk-away number
– The local market range for similar roles
Put them in a simple table so you see them clearly.
| Item | Number | Notes |
|---|---|---|
| Current base salary | $80,000 | Annual |
| Current total compensation | $88,000 | Includes bonus |
| Offer base salary | $92,000 | From new company |
| Market range | $95,000 – $110,000 | From public sources |
| Target base | $105,000 | What you will ask for |
| Walk-away base | $98,000 | Lowest you will accept |
Keeping this in front of you during the call helps you stay grounded.
Script: Ask for time to review before you counter
When they give you the offer:
“Thank you, I really appreciate the offer. I am excited about the role and the team. I would like to take a day or two to review the details and then come back to you with my thoughts. Does that work?”
No need to negotiate live on the spot. Most recruiters expect you to think.
Script: Email counteroffer for salary
You can reply by email first, especially if you prefer writing.
Subject: Offer for [Role Title]
“Hi [Name],
Thank you again for the offer and for walking me through the details. I am excited about the opportunity to contribute to [short mention of something real: team, project, goal].
After reviewing the offer and comparing it with the market for [Role Title] roles in [location] and my [X] years of experience with [key skills], I was expecting a base salary closer to [your target number].
Would you be able to move the base salary to [target number]? If we can get there, I would feel very comfortable accepting and committing to the team for the long term.
Happy to talk this through on a call if that is easier.
Best,
[Your name]”
Example with numbers:
“After reviewing the offer and comparing it with the market for Senior Analyst roles in Chicago and my 6 years of experience with SQL and dashboard design, I was expecting a base salary closer to 105k.
Would you be able to move the base salary to 105k? If we can get there, I would feel very comfortable accepting and committing to the team for the long term.”
Short, clear, specific. No life story.
Script: Phone call counteroffer
If they invite you to discuss on a call, you can say:
“First, thank you again for the offer. I am glad we are at this stage.
I have looked at the package. The role is a strong fit, and I can see ways to bring value quickly, especially around [one or two areas].
On the pay side, based on my research and my [X] years doing [key work], I was expecting a base salary in the range of [target] for this type of role. Is there room to move the base closer to [target number]?”
Example:
“On the pay side, based on my research and my 4 years building production-grade React applications, I was expecting a base salary in the range of 130k for this type of role. Is there room to move the base closer to 130k?”
Then stop talking. Let them respond.
If they ask, “If we meet that, are you ready to accept?” you can say:
“Yes. If we can get the base to [target] with the same bonus and benefits, I am ready to accept.”
You are giving them a clear target, not an open request.
Script: When they say “This is the best we can do”
Sometimes that is real. Sometimes it is a test. You can respond calmly:
“I understand. Thank you for checking.
Given my background and other opportunities I am considering, I was really aiming for [your real floor] as a minimum base. If there is any room at all to get to [floor], even with a signing bonus or other adjustment, that would make the decision much easier for me.
Is any flexibility possible there?”
Example:
“Given my background and other opportunities I am considering, I was really aiming for 100k as a minimum base. If there is any room at all to get to 100k, even with a signing bonus or other adjustment, that would make the decision much easier for me.”
Again, silence next. Let them sit with it.
Negotiating more than just salary
Sometimes salary has little room to move, but other parts of the package can shift. For example:
| Component | Examples of movement |
|---|---|
| Signing bonus | One-time payment of 3k to 20k+ |
| Annual bonus | Higher target percentage |
| Stock / equity | More units, better grant schedule |
| Remote / hybrid | More remote days, fully remote |
| Vacation | Extra week of paid time off |
| Start date | Later start to allow rest or transition |
| Title | Slightly higher title with same scope |
If they say salary is capped, you can pivot without sounding scattered.
Script: When base salary is firm
“I appreciate you walking through the constraints on base salary.
Given that, I would still like to see if we can close the gap. One option that could help is a signing bonus in the range of [X]. Another would be [extra PTO / higher bonus target / adjusted title].
If we could add one of those, I would feel comfortable accepting the offer.”
Example:
“One option that could help is a signing bonus in the range of 7 to 10k. Another would be starting at 20 days of PTO instead of 15.
If we could add one of those, I would feel comfortable accepting the offer.”
This shows you can trade, not just demand.
Script: Negotiating remote work or schedule
“Long term, I do my best work with a lot of heads-down time and limited commute, so work location matters.
Would it be possible to structure this as a primarily remote role with [X] days per month on site, instead of [company’s current expectation]?”
Or:
“Right now I am about [distance/time] from the office. To make this sustainable, I would like to explore either a hybrid setup of 2 days per week on site or a fully remote arrangement with occasional travel. Is that something we can discuss?”
Keep it tied to your ability to do strong work, not comfort alone.
Scripts for internal salary conversations
Negotiating with your current manager feels different. You have a relationship. You also have more data on how you contribute.
You are not wrong if you feel nervous about raising money with your boss. Many people do. The key is to prepare a short business case and a simple ask.
Before you talk: simple prep table
Write down:
| Item | Details |
|---|---|
| Current salary | $70,000 |
| Target salary | $80,000 |
| Market range | $78,000 – $90,000 |
| Key results (last 12 months) | 3 projects delivered, cost savings of 40k, process change adopted by team |
| Timing constraints | Annual review is in 3 months |
Use this as your talking map.
Script: Opening the raise conversation
“Thanks for taking the time to talk.
I wanted to discuss my role, the impact I have had over the last year, and how my salary lines up with that. Over the past 12 months, I have [briefly list 2 to 3 concrete results].
Based on that and the market rates for roles like mine, I believe my current compensation is below where it should be. I would like to talk about moving my salary to [target number] within the next review cycle. How does that land with you?”
Example:
“Over the past 12 months, I have led the migration of two key clients to the new platform, trained three new team members, and taken over reporting for the North region. Based on that and the market rates for roles like mine, I believe my current compensation is below where it should be. I would like to talk about moving my salary to 80k within the next review cycle. How does that land with you?”
Then listen.
Script: When your manager says “We do not have budget right now”
This is common. You want to keep the door open and get concrete steps.
“I understand budget is tight.
Given that, I would like to work with you on a clear path so that I can reach [target salary] in the next [timeframe]. What would I need to achieve or take on to make that possible in the next review?”
If they stay vague, push gently:
“It would help me a lot to have something I can track. Could we agree on 2 or 3 specific goals or responsibilities that, if I meet them, would support a move to [target]?”
The goal is not a promise carved in stone. It is a shared record you can point to later.
Script: When you have another offer and are open to staying
Be careful here. Counteroffers can create trust issues if handled poorly on either side. You are not wrong to want to see if your current company will match. Just be direct.
“I want to be transparent with you. I have received an offer from another company for a [role] with a base salary of [X].
I enjoy working here and I am open to staying, but there is a clear gap between that offer and my current compensation. If we can adjust my salary to be closer to [target, usually slightly under the other offer], I would prefer to continue growing with this team.
Is that something you can explore?”
Example:
“I have received an offer from another company for a Senior Analyst role with a base salary of 98k.
I enjoy working here and I am open to staying, but there is a clear gap between that offer and my current compensation. If we can adjust my salary to be closer to 95k, I would prefer to continue growing with this team.”
Then pause. You have been clear about what you need.
Handling common pushbacks and awkward moments
You will hear similar phrases from recruiters and managers. Preparing responses helps you stay calm.
Pushback: “We pay everyone at this level the same.”
Possible reply:
“I understand the need for fairness across the level.
At the same time, based on my experience and the market range for this work, [offer number] feels low to me. If there is no flexibility on base, could we look at [signing bonus / extra vacation / earlier review] to help close the gap?”
You respect their structure but still ask for tradeoffs.
Pushback: “If we pay you more, it would not be fair to the rest of the team.”
Reply:
“I appreciate your concern about internal fairness.
From my side, I need to make a decision that is fair to me too. Based on my background and options, [target] is the level that makes sense. If we cannot reach that on base, I understand, and I respect the constraint. I just might need to look at other roles that better match my market value.”
You stay calm, not hostile. You restate your position.
Pushback: “Why do you think you deserve more?”
This question can feel personal. Try to shift it back to facts.
“My request is based on three things: my contributions so far, the scope of responsibility in this role, and the current market range.
Over the last [timeframe], I have [briefly list 2 to 3 strong results]. The role now includes [any added responsibilities]. From my research, roles with similar scope in our area pay in the range of [X to Y]. Based on that, I am asking to move my salary to [target].”
You are not saying you “deserve” more because you are nice. You are tying it to value and market data.
Awkward moment: Silence after you ask
Silence feels uncomfortable. Many people rush to fill it, and then they start talking themselves down.
Practice staying quiet. After you give your number, you can count slowly to 5 in your head. Let the other person think. It might feel long. It is usually normal.
If the silence goes very long, you can say:
“I am happy to give more context if that would help. I also understand you might need time to check on your side.”
Then go quiet again.
Adapting scripts for different contexts
One risk with scripts is that they sound like scripts. You do not want that. You want structure with your own words.
Here is a simple way to adjust without losing the core.
Core building blocks
Most good negotiation sentences have three parts:
| Block | Purpose | Example |
|---|---|---|
| Gratitude / relationship | Keep tone positive | “Thank you for the offer.” |
| Anchor / data | State your number and reason | “Based on my research, I was expecting 95k.” |
| Clear ask | Tell them what you want | “Can we move the base to 95k?” |
If you keep those three, you can change phrasing around them and still stay strong.
For example, you can swap:
“Based on my research” with:
– “Looking at similar roles in our area”
– “From what I am seeing in the market”
– “From what I have seen others in similar roles receive”
You can swap:
“Can we move the base to 95k?” with:
– “Is there room to bring the base up to 95k?”
– “What would it take to get the base to 95k?”
– “I would be ready to accept at 95k. Can we get there?”
Experiment until it sounds natural out loud.
Practicing without sounding stiff
Read the script you plan to use out loud three to five times. Each time, remove one phrase that feels stiff and replace it with your own wording.
For example:
Original:
“After reviewing the offer and comparing it with the market, I was expecting a base salary closer to 120k.”
Your version:
“I looked over the offer and compared it with what similar roles pay, and I was expecting something closer to 120k on base.”
Same idea, different rhythm.
You do not need perfect phrasing. You just need to hit the key points and then stop talking.
When you should probably walk away
There is one more piece people often skip. Sometimes the right move is to say no.
If a company:
– Refuses to share any range at all
– Pushes you to reveal your minimum, then stays far below it
– Tries to rush you to accept “today or the offer is gone”
– Ignores your questions and dodges clear answers
you are not wrong to walk.
A short script for that:
“Thank you for the offer and for your time throughout the process.
After thinking it through, I am going to decline. The total package is below what I am targeting for my next role, so I am going to pursue other options that are a closer match.
I appreciate the opportunity and wish you all the best in filling the role.”
No long explanation. No apology for valuing your work.
If they ask, “What number would you accept?” and you truly want to keep that door slightly open, you can add one more line:
“If the base were in the range of [your real target] with similar benefits, I would be open to revisiting the conversation.”
If they cannot or will not, that tells you enough.
Putting it all together in a simple flow
I will outline a full scenario with scripts tied together so you can see how this might look in practice.
Scenario: New external offer, single offer in hand
1. Early recruiter call
Recruiter: “What are your salary expectations?”
You: “Before I give a number, I would like to understand more about the scope of the role and expectations for the first year. Can you share the budgeted range for this position?”
Recruiter: “We are targeting 80 to 95k.”
You: “That is in line with what I had in mind. As we talk more and you see how I can contribute, I would aim for the upper half of that range.”
2. Offer stage
Recruiter: “We would like to offer you 85k base, plus…”
You: “Thank you, I appreciate the offer. I am excited about the role and the team. I would like to take a day or two to review the details and then come back to you with my thoughts. Does that work?”
3. Counter by email
“After reviewing the offer and looking at the market for roles like this in our area, I was expecting a base salary closer to 95k.
Would you be able to move the base salary to 95k? If we can get there, I would feel very comfortable accepting and committing to the team for the long term.”
4. Their pushback
Recruiter: “95k is beyond our budget. We could maybe do 88k.”
You (call or email):
“Thank you for checking. I appreciate the movement.
Given my background and other opportunities I am looking at, I was really aiming for 92k as a minimum base. If we can get to 92k, I am ready to accept. Is there any flexibility to meet me there?”
5. Ending
If they agree: “Great, thank you. With 92k as the base and the rest of the package as discussed, I am happy to accept the offer.”
If they do not: “I understand. In that case, I am going to decline and continue with other processes that are closer to my target. I appreciate the time and the offer.”
Final thoughts before you negotiate
You are not being greedy by asking for pay that matches your skills and your market. You are not doing something wrong by saying “I need more” in a calm voice.
What can go wrong is walking into a negotiation with no target, no structure, and no plan to stick to your numbers. Scripts like the ones in this guide give you a backbone. You still have to adjust them, practice them, and use your own judgment.
If your current approach is to say “That sounds fine” to the first number they mention, that is a problem. You are leaving years of income on the table. Start small. In your next conversation, use just one line from here:
“Based on my research, I was expecting a base salary closer to [X]. Is there room to move in that direction?”
That one sentence, said calmly, can change the whole arc of your career income.
