Salary Negotiation: Scripts and Strategy for 2026
Negotiating adds more to lifetime earnings than almost any other twenty minutes of your career, and most candidates skip it. Employers expect a conversation; the risk of losing an offer by negotiating professionally is very small.
Do the research before you need it
Collect at least three reference points for your role, seniority and market: published salary ranges in job postings, industry salary surveys, and one or two conversations with people doing the job. Convert everything to the same currency and period.
Handling the early salary question
Recruiters often ask in the first call. Deflect once, then answer with a researched range.
- "I'd like to understand the scope first — what range is budgeted for this role?"
- "Based on my research for this role and market, I'm targeting X to Y, and I'm flexible on structure."
- Never state your current salary as your expectation; anchor on market value.
Countering an offer
Thank them, restate your enthusiasm, then present one clear number with a justification tied to value: scope you will own, a specialised skill, or competing interest. Ask for the number you want, not the minimum you would accept.
Script: "Thank you — I'm excited about the role. Based on the scope we discussed and my experience delivering X, I'm looking for Z base. If we can get there, I'm ready to sign."
Negotiate the whole package
When base pay is capped, value often sits elsewhere.
- Signing bonus or relocation support
- Annual bonus target and how it is measured
- Equity amount, vesting schedule and strike price
- Remote or hybrid arrangement in writing
- Learning budget, extra leave, or an earlier review date
Get it in writing and close gracefully
Confirm every agreed term in the written offer before you resign anywhere. Once you accept, stop negotiating and start well — reputation compounds faster than salary.
Frequently asked questions
Can negotiating cost me the offer?
It is rare when done respectfully and once. Offers are withdrawn over unprofessional behaviour or repeated renegotiation, not over a single reasonable counter.
How much more should I ask for?
A counter of 10–20% above the first offer is normal when your research supports it. Anchor on market data rather than a percentage alone.
What if there is genuinely no budget?
Ask for a documented six-month review with defined performance criteria, plus non-salary items such as a signing bonus or extra leave.