How to Negotiate a Higher Starting Salary: Step-by-Step Guide

You made it through the interviews. You got the call. They want you.

And then they say the number.

Maybe it's good. Maybe it's fine. Maybe it's lower than you expected. Either way, what you do in the next 48 hours can be worth $5,000 to $20,000 — not just this year, but compounding over every raise and every future job that uses this salary as a baseline.

Most people accept the first offer. According to salary research, only about 39% of workers attempt to negotiate their starting salary. The other 61% leave money on the table — not because the employer wouldn't budge, but because they never asked.

This guide walks you through the entire process, from the moment you receive the offer to the moment you sign at a better number. Every step has a script. Every email has a template. No guesswork required.

Why You Should Always Negotiate (Yes, Always)

Let's address the fear first: negotiating will not cost you the offer.

Employers spend weeks — sometimes months — interviewing candidates. By the time they extend an offer, they've invested thousands of dollars in recruiting, interviewing, and internal decision-making. They are not going to throw that away because you professionally asked for $10K more.

Here's what actually happens when you negotiate:

Best case: They say yes, and you earn more. This happens more often than you think.

Middle case: They meet you partway — a smaller base increase plus a signing bonus, extra PTO, or earlier equity vesting.

Worst case: They say "the offer is firm" and you accept the original number. You're exactly where you started, with zero downside.

There is no scenario where a polite, data-driven counter-offer gets your offer rescinded. If a company pulls an offer over reasonable negotiation, that tells you everything about how they'll treat you as an employee.

The financial impact of negotiating is enormous over time. A $10K higher starting salary, with average 3% annual raises, is worth over $130,000 in additional earnings over 10 years — from a single conversation.

Step 1: Don't Accept on the Spot

The most important thing you do after receiving an offer is nothing.

No matter how excited you are — no matter how perfect the role — do not say yes immediately. Every experienced negotiator knows that the first response to an offer should be gratitude and a request for time.

What to say when you get the verbal offer:

"Thank you so much — I'm really excited about this opportunity and I appreciate the offer. I'd like to take a couple of days to review the full details and think it through. Could you send the offer in writing? I'll get back to you by [specific day]."

This accomplishes three things: 1. It signals enthusiasm (they won't worry about losing you) 2. It gives you time to research and prepare a counter 3. It gets the offer in writing, where you can see the full package — base, equity, bonus, benefits

How much time to ask for: 48–72 hours is standard and expected. A week is fine for senior roles. Asking for "a day or two" is never a problem.

Step 2: Research Your Market Value

During those 48–72 hours, your one job is to gather data. Your counter-offer will be exactly as strong as the evidence behind it.

Where to find salary data:

1. Job postings with salary bands — Several US states (New York, California, Colorado, Washington) require salary ranges in job postings. Search for your exact role title in these states to see what companies actually pay. 2. Levels.fyi — The gold standard for tech company compensation data. Shows base, equity, and bonus by company and level. 3. Glassdoor and LinkedIn Salary — Broad coverage across industries. Good for general ranges. 4. CareerCheck salary data — Check our salary pages for 14 roles across 113 cities. Compare your specific role in your specific city to see the full market range. 5. Competing offers — If you have other offers or active interview processes, these are the strongest data points you can bring.

Build your case file:

Your target should be 10–20% above the offer, calibrated against the market data. If the offer is already at the 75th percentile, pushing for 5–10% more is reasonable. If the offer is below median, you have a strong case for 15–20%.

For context on how to determine these numbers, see our guide on answering salary expectations questions — the research framework is the same.

Step 3: Identify Your Leverage

Not all negotiating positions are equal. Before you counter, honestly assess your leverage:

Strong leverage:

You have competing offers (the single strongest negotiation tool)

You have a rare or in-demand skill set

The company took a long time to fill this role (signal: they struggled to find candidates)

You were referred by someone senior at the company

The offer is below market median for the role and location

Moderate leverage:

You have relevant experience that closely matches the role

You're currently employed (you're not desperate)

The role requires relocation (negotiate relocation assistance)

The company is growing quickly and needs to fill seats

Limited leverage (but still negotiate):

This is your first job out of school

You're changing careers with limited relevant experience

The market is soft for your role

You have no competing offers

Even with limited leverage, you should still negotiate. The question isn't whether to negotiate — it's how aggressively. With strong leverage, push for 15–20% more. With limited leverage, aim for 5–10% or focus on non-salary items (signing bonus, start date, remote flexibility).

Step 4: Send the Counter-Offer Email

Email is almost always better than a phone call for the initial counter-offer. Here's why:

You can carefully craft your words (no fumbling under pressure)

The hiring manager can review it with their own manager or HR without putting you on hold

There's a written record of what was discussed

You avoid emotional reactions on either side

Counter-Offer Email Template — Standard

Subject: Re: [Role Title] Offer — Excited to Discuss

Hi [Hiring Manager / Recruiter Name],

>

Thank you again for the offer to join [Company] as [Role Title]. I've spent the past couple of days reviewing the details, and I want to reiterate how excited I am about this opportunity — the team, the mission, and the work all align with what I'm looking for.

>

After researching market compensation for [role] in [city] and considering my [X years] of experience with [specific skill / technology / domain], I'd like to discuss the base salary. The current offer of $[offered amount] is below the market median of $[market median] for this role and experience level.

>

I'd be very comfortable accepting at a base salary of $[your target]. This reflects the [market data source] data I've reviewed, and I believe it's in line with the value I'll bring — particularly my experience in [specific relevant experience].

>

I'm flexible on the overall structure and open to discussing signing bonus, equity, or other components if base salary flexibility is limited.

>

Looking forward to discussing this. I'm confident we can find a number that works for both of us.

>

Best,

[Your Name]

Counter-Offer Email Template — With a Competing Offer

Hi [Recruiter Name],

>

Thank you for the offer — I'm genuinely excited about [Company] and this role specifically.

>

I want to be transparent: I'm also in the final stages with another company, and their compensation range is higher. [Company] is my first choice, and I'd love to make this work. Would there be flexibility to bring the base salary closer to $[target]? That would make my decision straightforward.

>

I'm happy to discuss this further by phone if that's easier.

>

Best,

[Your Name]

Important: Only mention a competing offer if you actually have one. Fabricating offers is dishonest and risky — recruiters talk to each other, especially within the same industry.

Counter-Offer Email Template — Entry-Level / First Job

Hi [Recruiter Name],

>

Thank you so much for the offer! I'm excited about the opportunity to join [Company] as a [Role Title].

>

I've been researching compensation for [role] in [city] and found that the typical range is $[low]–$[high] for candidates with my background. Given my [internship at X / relevant project / specific skill], I was hoping we could discuss moving the base salary to $[target].

>

I understand there may be constraints, and I'm also open to discussing a signing bonus or earlier performance review if base flexibility is limited.

>

Thanks for considering this — I'm really looking forward to getting started.

>

Best,

[Your Name]

Step 5: Handle the Response

After you send the counter, one of four things will happen. Here's how to handle each:

Response 1: "Yes, we can do that."

Congratulations. Confirm in writing, express genuine enthusiasm, and sign the updated offer letter.

Response 2: "We can meet you partway."

This is the most common response. The employer offers something between their original number and your counter. Evaluate:

Is the new number at or above your walk-away minimum?

What does the total package look like now (base + equity + bonus + benefits)?

Can you push for a non-salary sweetener to bridge the gap?

Script for accepting a partial counter:

"I appreciate you working with me on this. The revised base of $[new number] works for me. Would it be possible to add a $[amount] signing bonus to close the remaining gap? Either way, I'm ready to move forward."

Response 3: "The offer is firm — we can't go higher."

This happens, and it's fine. You now have three options:

1. Accept. If the offer meets your walk-away minimum and you want the job, take it. You negotiated — it didn't work this time, but you built the muscle for next time. 2. Negotiate non-salary items. Remote work flexibility, extra PTO days, a signing bonus, earlier equity vesting, professional development budget, or a guaranteed six-month performance review with salary adjustment potential. 3. Walk away. If the offer is genuinely below your minimum and you have better options, decline gracefully.

Response 4: Radio silence (no response for 2+ business days)

Follow up with a brief email:

"Hi [Name], just following up on my note from [day]. I'm still very enthusiastic about the role and wanted to see if there's been any update on the compensation discussion. Happy to jump on a call if that's easier."

Step 6: Negotiate Beyond Base Salary

If base salary is truly capped, the total compensation package often has more flexibility. Here's what to negotiate and how to frame each ask:

Each of these has real monetary value. Five extra PTO days at a $150K salary is worth ~$2,900. A $10K signing bonus is immediate cash. An extra $15K in RSUs vesting over four years adds $3,750/year. Stack enough of these and you can bridge a $10K–$15K gap without touching the base salary line.

Step 7: Get Everything in Writing

Once you've reached agreement — whether on the original offer, a revised base, or additional perks — request an updated offer letter that reflects all agreed-upon terms.

What the updated offer letter should include:

Base salary (the final negotiated number)

Start date

Signing bonus (if negotiated) and payment timeline

Equity / RSU grant and vesting schedule

Performance review timeline (if accelerated)

Any other negotiated terms (remote work, PTO, etc.)

Do not start the job until you have this in writing. Verbal agreements, no matter how sincere, can be forgotten, misremembered, or overridden by HR.

Common Mistakes That Kill Negotiations

Negotiating over the phone unprepared. If a recruiter calls with the offer and immediately asks "so, what do you think?", use the script from Step 1 to buy time. Never negotiate in the moment — you'll make concessions you wouldn't make with 48 hours of preparation. Apologizing for negotiating. "I'm sorry to ask, but..." weakens your position. Negotiation is expected and professional. State your case confidently. Giving a reason tied to personal expenses. "I need more because my rent is high" is not a compelling argument. "The market rate for this role is $X, and my experience in [skill] positions me at the higher end" — that's compelling. Negotiating aggressively after accepting. Once you accept (verbally or in writing), the negotiation is over. Don't come back three days later with a new counter. Get your negotiation done before you say yes. Ignoring the total package. A $140K offer with 4 weeks PTO, full remote, and $30K in equity is worth more than a $155K offer with 2 weeks PTO, mandatory in-office, and no equity. Compare total compensation, not just the base salary number.

The Bottom Line

Negotiating your starting salary is the highest-ROI conversation you'll have in your career. A single email — backed by research, delivered professionally — can be worth $5,000 to $20,000 immediately, and six figures over the course of your career through compounding raises.

The process is simple:

1. Don't accept on the spot. Buy time. 2. Research your market value. Use data, not feelings. 3. Assess your leverage. Be honest about your position. 4. Send a data-backed counter-offer email. Use the templates above. 5. Handle the response. Accept, negotiate further, or walk away. 6. Negotiate beyond base salary. Signing bonus, equity, PTO, remote work. 7. Get it in writing. No exceptions.

You've earned the offer. Now earn the salary you deserve.

Know your worth before you negotiate: Check salary data for your role and city → Already past the offer stage and working? See our salary negotiation guide for raises or learn how to tell if you're being underpaid.