To counter a job offer, thank the employer, restate interest, ask for a specific change to base pay or total compensation, give a short reason, and leave room for discussion—usually by email or a call followed by a written summary. Do not counter every offer; skip when the package is already strong or the employer marked numbers as firm. Formal offer letters often arrive in Workday or Greenhouse candidate portals; read those carefully before you reply.
This guide includes email scripts, base vs total-comp framing, when not to counter, and a checklist. For keeping the relationship intact while you negotiate, see how to counteroffer without losing the offer .
Key Takeaways
- Counter with one clear primary ask plus optional secondary asks
- Compare base salary to total compensation, not base alone
- Skip counters when the offer is firm or already top-of-range
- Read Workday/Greenhouse offer letters before you Accept
- Put numbers in writing after any phone negotiation
Before you counter: read the full offer package
List every component: base, bonus target, equity, signing bonus, PTO, start date, relocation, remote policy, and benefits eligibility date.
Check the deadline and whether the offer arrived as a PDF email, DocuSign, or a Workday / Greenhouse portal letter. Portal offers often include an Accept button—you can still email the recruiter to negotiate before you click.
Decide your walk-away number and your happy number. The counter sits between them.
Gather market context from the posted range, levels.fyi-style public bands when relevant, or a real competing offer. Do not invent bargaining power you do not have.
Need more time before deciding? Use how to ask for more time on a job offer .
Key Takeaway: Inventory the package and deadline before you draft a single counter sentence.
Base salary vs total compensation: what to counter
Base salary drives loans, lifestyle budgeting, and future raises. Bonus and equity add upside with risk. Signing bonuses are one-time.
If base is below market but equity is rich, you might counter base while accepting equity—or ask for a signing bonus to bridge year one.
If base is fine but remote days or PTO are weak, counter those terms instead of forcing a salary fight.
| Component | When to prioritize | Watch-outs |
|---|---|---|
| Base | Below posted midpoint; high living costs | Band ceilings may be firm |
| Bonus | Role is variable-pay heavy | Targets are not guarantees |
| Equity | Growth company; long horizon | Vesting and dilution matter |
| Signing / start date | Need bridge cash or notice period | Signing may claw back if you leave early |
Key Takeaway: Counter the constraint that actually blocks you—base, bonus, equity, or terms.
When not to counter a job offer
Do not counter if the recruiter already said the number is the top of the band and you still want the job. Ask about signing bonus or start-date flexibility instead—or accept.
Do not counter with a huge jump unsupported by data. Unrealistic asks stall goodwill.
Do not bluff a competing offer. Employers sometimes ask for proof; credibility loss hurts more than a modest base.
Do not counter if you would accept the current package tomorrow. Negotiation for its own sake wastes everyone's time—including yours if they say no and you hesitate.
Comparing two packages? Use how to compare two job offers before you send either counter.
Key Takeaway: Skip the counter when the package is firm, fair, or already your happy number.
Negotiating from a strong application history helps. Keep future resumes ready with HireFlow's free ATS resume checker so the next loop starts clean.
Check your resume freeCounter offer email scripts you can adapt
Script A — base increase: "Thank you for the offer for the Senior Analyst role. I am excited about the team and the scope. Based on the posted range and my experience leading forecast models, I am seeking a base of $X. I remain very interested and am happy to discuss how we can reach a package that works on both sides."
Script B — signing bonus bridge: "I am prepared to accept at the stated base if we can include a signing bonus of $Y to offset my transition costs. Please let me know if that is possible."
Script C — competing offer (honest): "I have another offer at $X base. Your role is my first choice because of [specific reason]. If you can move base to $Z or match total cash meaningfully, I am ready to accept this week."
Script D — non-salary: "Compensation is close. To accept, I would need [remote Fridays / two extra PTO days / a start date of Month Day]. Are any of those flexible?"
Send to the recruiter who owns the offer. CC only if they asked you to include the hiring manager.
Key Takeaway: Thanks + enthusiasm + specific ask + openness to talk is the script pattern.
Before/after: weak counters vs professional ones
| Before | After |
|---|---|
| "I need at least 30% more or I walk." | "I am seeking $X base, which aligns with the top of your posted range and my scope; happy to discuss." |
| "My friend said I should always negotiate." | "Given the market midpoint for this level, could we move base from A to B?" |
| Clicks Accept in Greenhouse, then emails a counter | Emails the recruiter first; accepts in the portal only after terms are agreed |
| Asks to raise base, bonus, equity, PTO, and title in one blast | Leads with one primary ask and one backup (e.g., signing bonus) |
Key Takeaway: Specific, sequenced asks beat ultimatums and kitchen-sink lists.
Offers in Workday and Greenhouse portals
Many US employers deliver the formal offer letter inside Workday or Greenhouse. You will see base pay, bonus language, start date, and an electronic accept/decline path.
Download or screenshot the offer details for your records before you negotiate. Portal text can update after a revised offer is issued.
Do not click Accept if you still intend to counter. Message the recruiter, reach agreement, wait for a revised letter if needed, then accept.
If the portal deadline is tight, ask for an extension in writing while you review total compensation.
Before you sign anything final, run through the job offer checklist before you sign .
Key Takeaway: Portal Accept is final—negotiate first, click second.
Step-by-step playbook to counter a job offer
- Read the full offer (email + Workday/Greenhouse letter).
- Score base vs total comp against your walk-away number.
- Decide whether to counter, accept, or decline.
- Pick one primary ask and at most one secondary ask.
- Send a short email (or call, then email summary).
- Wait for a response; avoid daily follow-ups.
- Get revised terms in writing before you Accept in the portal.
- Accept formally and confirm start date and onboarding contacts.
Keep emotions out of the first draft. Sleep on aggressive wording overnight if the deadline allows.
Key Takeaway: Decide, ask once clearly, confirm in writing, then accept in the system of record.
After they reply: accept, meet in the middle, or walk
If they meet your number, thank them, ask for the revised Workday or Greenhouse offer letter, and accept only after the written terms match the conversation.
If they offer a middle ground, compare it to your walk-away number—not to your dream number. Many strong acceptances happen at the midpoint.
If they say no on base but offer a signing bonus, run the math for year one and year two. A signing bonus can close a temporary gap without changing the raise baseline.
If the final package is below walk-away, decline politely and leave the door open. Burning the bridge rarely helps in a tight industry network.
Confirm start date, manager name, and first-week logistics in the same thread where you accept so nothing depends on memory alone.
Key Takeaway: Judge replies against your walk-away number, then lock terms in the portal letter before you celebrate.
Next step for your applications
Close the offer with clear numbers, then keep your resume ready for the next chapter—or get a rewrite from $29.
Frequently asked questions
Thank the employer, restate enthusiasm, name the specific ask (base, bonus, equity, start date, or remote days), give a brief reason grounded in market or competing context, and invite a conversation. Keep the tone collaborative—not ultimatum-heavy—unless you truly will walk away.
No. Skip or keep asks light when the offer already sits at the top of the posted range, when the employer stated the number is firm, when you have no competing data, or when non-salary terms matter more and are already strong. A weak counter can slow timelines without gain.
Base is the fixed annual (or hourly) pay. Total compensation adds bonus targets, equity, signing bonus, retirement match, stipends, and sometimes premium benefits. Counter the mix: a lower base with strong equity or bonus can beat a higher base alone depending on your risk tolerance.
Ask for a number you can defend with market data, your competing offer, or the posted range. Many candidates request a modest step above their walk-away number so there is room to meet in the middle. Avoid inventing fake competing offers.
Many employers send offers through Workday or Greenhouse candidate portals as a formal offer letter you accept online. Read the portal PDF or HTML offer carefully, then counter by email or phone with the recruiter—do not assume the Accept button is your only reply option before the deadline.
Professional, polite counters rarely cause rescinds at reputable employers. Rescinds are more often tied to background issues, budget freezes, or hostile ultimatums. Stay factual and leave room for yes, no, or a middle path.
A short call can speed clarity; a follow-up email creates a record of the numbers. Many candidates call first, then send a written summary. If the recruiter prefers email—or you are across time zones—a clear written counter is enough.
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