When should I bring up salary in a job interview?

Let the employer bring it up first, ideally after they've decided they want you. If asked early about salary expectations, deflect with 'I'd like to learn more about the role first.' Once you have an offer, that's your strongest negotiation position.

Can negotiating salary cause a job offer to be rescinded?

Extremely rarely. Professional, respectful negotiation is expected by most employers. A company that rescinds an offer because you asked for more money is a company with a toxic culture you're better off avoiding.

How much more should I ask for above the initial offer?

A reasonable counter is 10-20% above the initial offer, depending on your research and the role's market rate. Always anchor your request to data — market salary ranges, your experience level, and the value you bring — not arbitrary numbers.

Should I negotiate salary for my first job out of college?

Yes. Even entry-level salaries are negotiable. A $5,000 increase in your starting salary compounds over your entire career through percentage-based raises, bonuses, and retirement contributions. The earlier you negotiate, the bigger the lifetime impact.

How to Negotiate Salary at a New Job: Scripts and Strategies That Work

You got the job offer. Congratulations. Now comes the part that makes most people break into a cold sweat: negotiating your salary. If the thought of asking for more money makes you uncomfortable, you're in good company — studies show that over 60% of workers accept the first offer without negotiating. And it costs them dearly.

Failing to negotiate your starting salary can cost you over $1 million in lifetime earnings. That's not a typo. Because raises, bonuses, and retirement contributions are typically percentage-based, a higher starting salary compounds over decades. This guide gives you the frameworks, scripts, and confidence to negotiate effectively — even if you've never done it before.

Why Employers Expect You to Negotiate

Here's a secret most job seekers don't know: the first offer is almost never the best offer. Companies build negotiation room into their salary ranges. Hiring managers expect candidates to counter. When you accept the first number without discussion, you're leaving money on the table that was budgeted for you.

Negotiating also signals confidence and professionalism. Employers want to hire people who advocate for themselves — it suggests you'll advocate for the company too. As long as you're respectful and data-driven, negotiation strengthens your position rather than weakening it.

Step 1: Research Your Market Value

Never walk into a negotiation without data. Before you even get an offer, research the salary range for your target role using multiple sources. Glassdoor, Levels.fyi, Payscale, and LinkedIn Salary Insights all provide compensation data filtered by role, location, experience level, and company size.

Talk to people in similar roles. Recruiters are especially useful — they know exactly what companies are paying because they negotiate offers daily. Aim to gather at least three data points so you can identify a realistic range rather than a single number.

Know Your Walk-Away Number

Before negotiating, decide the minimum salary you'd accept. Factor in your living expenses, savings goals, and the total compensation package including benefits, equity, and bonuses. Having a clear floor prevents you from accepting an offer you'll resent later.

Step 2: Delay the Salary Conversation

Timing is everything. Your negotiating power is weakest at the beginning of the hiring process and strongest after they've decided they want you. If asked about salary expectations early on, use a deflection like: "I'm flexible on compensation and would love to learn more about the role and responsibilities first. What's the budgeted range for this position?"

This does two things. It avoids anchoring yourself to a low number, and it shifts the burden of naming a figure to the employer. If they insist, give a range based on your research — with your target number at the bottom of that range.

Step 3: Let the Offer Sit

When you receive an offer, resist the urge to respond immediately — even if you're thrilled. Thank them enthusiastically, express your excitement about the role, and ask for 48 to 72 hours to review the full package. This is standard practice and no reasonable employer will object.

Use that time to evaluate the complete offer: base salary, bonuses, equity, benefits, PTO, remote work flexibility, professional development budget, and signing bonus. Sometimes a lower salary with better benefits or equity is actually worth more.

Step 4: Make Your Counter-Offer

When you're ready to negotiate, lead with gratitude and enthusiasm. Then present your counter with data. Here's a script that works:

"Thank you so much for this offer — I'm genuinely excited about joining the team. After reviewing the compensation package and researching market rates for this role, I was hoping we could discuss the base salary. Based on my experience in [specific skill] and the market range of [range from your research], I'd like to propose a base salary of [your target number]. Is there flexibility there?"

Notice the structure: gratitude, excitement, data, specific ask, open question. This approach is collaborative, not confrontational. You're inviting a conversation, not issuing a demand.

Step 5: Negotiate Beyond Base Salary

If the employer can't budge on base salary — often due to internal pay bands — negotiate other components. Signing bonuses are often easier to approve because they're one-time costs. Extra PTO, remote work days, a professional development budget, earlier performance review dates, or equity can all add significant value to your package.

Ask: "If the base salary is firm, are there other parts of the package we could adjust?" This shows flexibility while still advocating for yourself. Many candidates leave thousands of dollars in non-salary benefits on the table simply because they didn't ask.

Negotiation Scripts for Common Scenarios

If they ask your current salary: "I'd prefer to focus on the value I'll bring to this role rather than my current compensation. Based on my research, the market range for this position is [range]."

If they say the offer is non-negotiable: "I understand. Could we revisit compensation after my first performance review at six months instead of waiting a full year?"

If they meet you halfway: "I appreciate you working with me on this. I'm excited to accept and get started."

Common Salary Negotiation Mistakes

Don't apologize for negotiating. Phrases like "I hate to ask" or "I know this is awkward" undermine your position. You're not asking for a favor — you're having a professional business conversation. Don't lie about competing offers unless you actually have them. Don't negotiate via email if you can do it by phone — tone and rapport matter. And never give an ultimatum unless you're genuinely prepared to walk away.

How to Build Negotiation Confidence

Practice out loud. Seriously. Rehearse your counter-offer with a friend, partner, or even in front of a mirror. The words will feel awkward the first few times, but by the fifth rehearsal, they'll flow naturally. Record yourself and listen back — you'll catch filler words, hesitations, and areas where you can be more concise.

Remember that negotiation is a normal part of the hiring process. The hiring manager has done this dozens of times. They won't be offended, surprised, or put off by a professional counter-offer. The worst they can say is no — and even then, you've lost nothing.

The Bottom Line

Negotiating your salary at a new job is one of the highest-ROI conversations you'll ever have. A single 15-minute discussion can add thousands to your annual income and hundreds of thousands over your career. Do your research, practice your script, lead with data and enthusiasm, and ask for what you're worth. The discomfort lasts minutes. The financial impact lasts decades.