The best salary negotiation samples thank the employer, restate interest, name a specific target, and ask whether they can meet it—on a call or in a short email. This guide gives verbal and written scripts for after you receive an offer, not for internal raises.
Pair these samples with how to counter a job offer for strategy and how to negotiate salary over the phone for call mechanics. For US email/call hybrids, also see US email and call negotiation scripts .
Key Takeaways
- Enthusiasm first, number second, question third
- One clear ask beats a shopping list dump
- Confirm final numbers in writing for HRIS records
- Practice verbal scripts aloud before the call
- Stop after a firm final offer—decide yes or no
Prep before you use any salary sample
Know your walk-away number and your happy number. Scripts fail when you invent figures live.
Read the full offer: base, bonus, equity, start date, remote policy. Negotiate the piece that moves total value most.
Check whether the letter came from a recruiter using Greenhouse or Workday offer portals—those systems need exact figures for approvals.
- Write target base and acceptable floor on paper.
- Pick one primary ask and one backup (bonus or start date).
- Schedule a call within the reply window on the letter.
- Draft the email version even if you plan to call.
Key Takeaway: Numbers ready offline beat witty improvisation on the call.
Before/after: weak vs strong negotiation wording
| Before | After |
|---|---|
| Is this negotiable? | I am targeting $[X] base given the scope—can we meet there? |
| I need more money | Based on market for [level] in [location], I am seeking $[X] |
| My other offer is higher (no number) | I have another offer at $[Y]; I prefer you if we can reach $[X] |
| Take it or leave it on my side | If $[X] is not possible, could we discuss a signing bonus of $[Z]? |
Strong after lines give recruiters something they can take to a hiring manager without translating emotion into a spreadsheet.
Key Takeaway: Specific ask + reason + question replaces vague hope.
Verbal sample scripts (phone or video)
Opener
"Thank you again for the offer—I am excited about the team. I reviewed the package and hoped we could discuss base pay."
Primary ask
"For this scope and level, I am targeting $[X]. Is there flexibility to meet that number?"
If they say budget is tight
"Understood. Would a signing bonus of $[Z] or a six-month review to $[X] be possible?"
Close
"I appreciate you checking. If you can send an updated letter, I will confirm quickly."
Pause after you ask. Silence is not hostility; it is space for them to answer.
Key Takeaway: Speak the ask once, pause, then handle the backup.
Your negotiation story is stronger when the resume that won the offer still looks sharp for future roles. Run it through HireFlow's free ATS resume checker before you archive the search.
Check your resume freeEmail sample scripts after an offer
Classic counter email
Subject: [Role] offer – compensation discussion
Hi [Name], thank you for the offer for [Role]. I am enthusiastic about joining [Company]. Based on the responsibilities and market for [level] in [location], I am seeking a base of $[X]. Please let me know if that is workable; I am ready to accept promptly if we can align. Best, [You]
Competing-offer email
Hi [Name], I remain most interested in [Company]. I also hold an offer at $[Y] base. If you can move to $[X], I will accept and decline the other. Happy to hop on a call today. Thanks, [You]
Confirming agreement
Hi [Name], confirming our conversation: base $[X], start [date], [bonus/equity notes]. Please send the revised offer letter when ready. Looking forward to joining. — [You]
That confirmation email helps when recruiters update Workday or Greenhouse offer records and need clean numbers for approvals.
Key Takeaway: Email for precision; call for tone; write the final numbers down.
Edge-case sample lines
Equity-heavy offer: "Could we increase base to $[X] even if equity stays similar? Cash matters for my move costs."
Relocation: "If base cannot move, a relocation stipend of $[Z] would close the gap."
Start date pressure: "I can start [earlier date] if we land at $[X]."
Internal referral hire: Keep the script professional; do not imply the referrer promised a band.
They ask your current pay: In pay-transparency states you can decline and restate target. Elsewhere, answer briefly then pivot to market for the new role.
Key Takeaway: Swap one variable when base is stuck; do not reopen five fights.
Negotiation script checklist
- Thank + enthusiasm sentence ready.
- Primary number written and practiced aloud.
- One backup ask prepared.
- Competing offer facts verified if you cite them.
- Email confirmation template ready for after the call.
- Decision deadline on your calendar.
Key Takeaway: Rehearse once, negotiate once, confirm in writing.
Full call sample: minute-by-minute
Minute 0–1: greet, thank them for the offer, say you are excited about the product and team. Do not open with the number.
Minute 1–2: "I reviewed base, bonus, and equity. I hoped we could align base closer to $[X] given the scope we discussed in final rounds."
Minute 2–4: listen. If they explain band limits, do not argue the spreadsheet. Ask what flexibility exists on signing bonus or review timing.
Minute 4–5: if they need to check, agree on when they will reply. Offer to send a short email summarizing your ask so they can paste it into Workday or Greenhouse approvals.
Minute 5–6: close warmly. Even if the answer will be no, you want the relationship intact for a final decision.
After hang-up: send the confirmation email within an hour while numbers are fresh. That sample email earlier in this article is enough—do not reopen negotiation in the summary note.
If they accept your number on the call, still wait for the revised letter before you resign or decline other offers.
Practice with a friend who will interrupt you. Real recruiters interrupt. Your sample has to survive a mid-sentence question about equity refresh timing.
Key Takeaway: Structure the call like a script with listening space, then write it down.
When the negotiation stays email-only
Some recruiters prefer written counters because approvals live in Workday or Greenhouse and they need exact strings to paste.
Lead with gratitude, one paragraph of rationale, the number, and a clear question: "Can you approve $[X] base?" Yes/no questions travel better than essays.
Expect a delay while they conference with the hiring manager. One polite nudge after three business days is fine: "Checking whether you need any other detail from me on the $[X] request."
If they email a revised offer, reply with acceptance or a single remaining ask—do not introduce brand-new demands after they moved once.
Save PDFs of every version. Candidates sometimes accept verbally while the portal still shows the old figure; your email trail fixes that mismatch.
Remote-heavy companies may never offer a call. That is normal. Your written sample still follows the same thank–ask–confirm arc as the phone script.
If two recruiters email you different numbers, pause and ask which letter is current before you counter. Split threads create accidental acceptances of the lower figure.
Keep personal budget stories out of the first counter. Recruiters advocate better with market and scope language than with rent math—even when rent is the real reason you care.
When equity is a large slice, ask for the grant size, vesting, and whether refreshers are typical. A base-only sample is incomplete if most value sits in stock.
Key Takeaway: Email-only works when every number is explicit and versioned.
Next step after you negotiate
Lock the offer in writing—and keep your resume ready for whatever comes next with a free check or rewrite from $29.
Frequently asked questions
Thank them, restate enthusiasm, name your target base with a short market or scope reason, and ask if they can meet it. Keep the first ask to one clear number or tight range. Practice the sentence until you can say it without apologizing for asking.
Phone or video is warmer for the first counter; email creates a record for HR systems like Workday and Greenhouse. Many candidates call, then confirm numbers in writing so approvals do not rely on memory.
Ask for a number you would accept if they land near it—not a fantasy. Base the ask on level, location, and competing data, then leave room for a middle outcome. Write the floor on paper before the call so surprise pressure does not move you below it.
You can still ask once about signing bonus, start date, or remote days. If they hold firm on base, decide quickly rather than sending three scripts.
It is harder. If nothing was signed, a careful email can reopen base or bonus once. Expect friction; only do this when new information appeared.
Only if it is real. One sentence is enough: I have another offer at $[X] and would prefer to join you if we can reach $[Y].
These samples are for post-offer negotiation with a new employer. Internal raises use different proof—see HireFlow raise-email guidance for current-job asks.