You got the offer. Now stop. Do not say yes yet. Hiring managers build 5-15% negotiation room into every offer — and they expect you to use it. A well-executed counter takes 10 minutes of your time and puts an average of $5,000-15,000 more in your pocket. Not per year — per offer. This guide gives you the exact emails, phone scripts, and the playbook for when they push back.
This article was researched and written by the Careery team — that helps land higher-paying jobs faster than ever! Learn more about Careery →
Quick Answers
How much should you counter offer on salary?
10-20% above the initial offer if you have market data supporting the range. For lowball offers below market, counter 20-30%. The sweet spot: ask for 10-15% more than your REAL target — negotiation naturally moves to the middle, so you land where you actually wanted.
Is it OK to counter offer a salary?
Not just OK — expected. Hiring managers build negotiation room into every offer. They'd be surprised if you DIDN'T counter. The only time to skip: the offer already exceeds your target, or the role uses non-negotiable standardized bands (government, some unions).
Can a company rescind an offer if you counter?
In 15+ years of hiring data, offer rescission from a professional counter is statistically negligible. Companies rescind for aggressive ultimatums, bizarre demands, or discovered lies — not for 'I was hoping for $95K instead of $88K.' If a company pulls an offer over a polite counter, they just saved you from a terrible employer.
How do you write a salary counter offer email?
4-part structure: enthusiasm for the role → your specific value → market data → your number. Under 200 words. End by reaffirming interest. Three templates are below — pick the one that matches your scenario and customize in 5 minutes.
You applied to dozens of companies. Survived the phone screens, the take-home projects, the behavioral interviews, the panel rounds. They liked you enough to extend an offer.
And now you're about to throw away $5,000-15,000 because you're afraid of one email.
That's what happens when you accept the first number. Research published in the Journal of Organizational Behavior (Marks & Harold, 2011) found that employees who negotiated their starting salary increased it by an average of $5,000 — and that gap compounds to over $600,000 across a career.
Let me say that differently: the most expensive email you'll never send is the counter offer you were too nervous to write.
Let's name the fears:
"They'll take away the offer." They won't. In a Glassdoor employer survey, 73% of employers said they expect candidates to negotiate. Hiring managers have a budget range — the initial offer is the bottom of that range, not the top. You countering is part of the choreography they planned for.
"They'll think I'm greedy." They'll think you're a professional who knows their market value. Hiring managers counter-offer each other when they switch jobs. This is how adults handle compensation.
"I don't want to start the relationship on a bad note." Know what starts a relationship on a bad note? Accepting $12,000 less than you're worth and spending your first year resentful about it. A clean, professional negotiation earns respect — a begrudging acceptance breeds quiet frustration.
"What if the offer is already fair?" Then your counter will confirm that. They'll say "we're already at the top of our range" — and you'll accept knowing you left nothing on the table. That peace of mind is worth 10 minutes of discomfort.
Not every situation calls for a counter. Here's the framework:
When a recruiter says "this is our best and final" — test it before you believe it. Ask: "I understand base may be firm. Is there flexibility on signing bonus, equity, or PTO?" About half the time, "final on base" means "wide open on everything else."
Before you counter, make sure you have:
- Check the company's own job postings — if a similar role is listed at a higher range than your offer, screenshot it. It's the strongest counter-evidence that exists because it's their own published data. (Full method in our raise guide.)
- Market data from 2-3 external sources (BLS, Glassdoor, Levels.fyi) — not just one cherry-picked number
- A specific target number — never a range (ranges get anchored to the bottom)
- A clear 'why' — experience, skills, or a competing offer that justifies the gap
- Full comp package understanding — base, bonus, equity, PTO, signing bonus, remote policy
- Your walkaway number — the absolute minimum you'd accept before declining
The math depends on one thing: where the offer sits relative to market.
The anchoring rule that changes everything
Always counter with a specific number, not a range.
"$95,000" is a position. "$90,000 to $100,000" is an invitation to pay you $90,000. Ranges feel safer — I'm being reasonable, I'm giving them options — but what you're actually doing is telling them the lowest number you'd accept.
And here's the pro move: counter 10-15% above your real target. If you want $95K, counter at $105K. Negotiation gravitates toward the middle. If you anchor at your real number, the "middle" is below it.
Every counter offer follows the same 4-part structure: gratitude → value → data → number. The difference is tone — which depends on your scenario.
Template 1: Standard counter (your starting point)
Subject: Re: Offer for [Job Title] — Follow-Up Hi [Hiring Manager / Recruiter Name], Thank you for the offer for [Job Title]. I'm genuinely excited about the role and the team's work on [specific project or initiative you discussed in interviews]. After reviewing the full package and researching market compensation, I'd like to discuss the base salary. Based on my [X years of experience in Y], [specific high-value skill or certification], and the market data I've reviewed, I believe $[Target Number] better reflects the value I'd bring. For context, the market range for this role at this level in [City/Metro] is $[Low]–$[High] (BLS OEWS / Glassdoor / Levels.fyi). My request aligns with the [X]th percentile given my background. I'm enthusiastic about this opportunity and confident we can find a number that works for both sides. Happy to discuss further. Best, [Your Name]
Why this works: Enthusiasm first — they know you want the role. Data second — you've done your homework. Number third — specific and justified. No apologizing, no hedging.
Template 2: You have a competing offer
At Careery, we've seen firsthand that some companies reject candidates who use competing offers as leverage. Not every employer responds well to this tactic — some view it as a pressure play and will disengage entirely. Know your audience before sending this email. If the company culture is collaborative and transparent, this can work. If they're rigid or pride-driven, it can backfire.
Subject: Re: Offer for [Job Title] — Compensation Discussion Hi [Recruiter / Hiring Manager Name], Thank you for the offer. I want to be straightforward: [Company] is my first choice. The team, the product, and the growth trajectory all align with where I want to be. I also want to be transparent — I've received another offer at $[Competing Amount]. Compensation isn't my only consideration, but I want to make sure we're aligned before I make my decision. Given my [experience/skills] and the market data for this role, would [Company] be able to meet $[Target Number] in base salary? I'm hopeful we can make the numbers work — I'd prefer to accept your offer. Happy to jump on a call to discuss. Best, [Your Name]
Why this works: Transparent, not threatening. "Your company is my first choice" disarms defensiveness. The competing number creates urgency without ultimatums.
Template 3: The offer is a lowball
Subject: Re: Offer for [Job Title] — Compensation Discussion Hi [Recruiter / Hiring Manager Name], Thank you for the offer for [Job Title]. I appreciated the interview process and I'm excited about the opportunity. I want to be direct: the offered base of $[Offered Amount] is significantly below the market range I've researched for this role and experience level. Based on BLS and Glassdoor data, the range is $[Low]–$[High], and my target is $[Target Number] based on my [qualifications]. I'd love to make this work. Would there be room to adjust the base to $[Target]? If base salary is constrained, I'm open to exploring a signing bonus or equity adjustment to bridge the gap. Looking forward to discussing. Best, [Your Name]
Why this works: No anger, no "how dare you." Just facts: the number is below market, here's the data, here's where I need to be. The signing bonus/equity line gives them an offramp if base salary is truly locked.
Every template follows the same pattern: enthusiasm → data → number → flexibility. Customize the details, not the structure. And keep it under 200 words — anything longer gets skimmed, not read.
Sometimes the offer comes over a phone call. The recruiter is excited, they drop the number, and the silence is deafening.
Rule #1: Never accept or counter on the spot. Your brain is flooded with dopamine (they want me!) and cortisol (is that number good?) at the same time. That's the worst mental state for a financial decision.
Rule #2: Always buy time. Here's how:
"Thank you so much — this is really exciting and I appreciate the offer. I'd like to take a day to review the full package. Would 24-48 hours work before I get back to you?"
This is completely standard. Recruiters expect it. If they pressure you for a same-day decision, that's a red flag about the company, not about your negotiation skills.
The follow-up call script
[Opening — warm, appreciative] "Thanks for taking this call. I've had a chance to review the full offer and I'm really excited about the role. I'd like to discuss the compensation piece." [The counter — specific, data-backed] "Based on my research — BLS data and [source 2] — the market range for this role in [location] is $[Low] to $[High]. Given my [X years of experience in Y] and [specific skill], I was hoping we could land at $[Target Number] for base salary." [STOP. Say nothing. Let them respond.] [If they push back on base] "I understand there may be constraints on base. Would there be flexibility on signing bonus, equity, or annual bonus to bridge the gap?" [If they need to check internally] "Completely understand. When would be a good time to reconnect? I want to keep things moving on my end." [Closing — always reaffirm interest] "I appreciate you looking into this. [Company] is my top choice and I want to make this work."
After you state your number: shut up. Your entire nervous system will scream at you to fill the silence — "I mean, if that's too high, I'd understand..." — DON'T. The silence is doing the work for you. It signals confidence, it gives them processing time, and it prevents you from negotiating against yourself. Whoever speaks first after the number loses leverage.
A rejected counter is not a closed door. It's the beginning of the real negotiation. Here's the escalation path — step by step:
Expand the pie: non-salary components
Base salary is the most visible number, but it's often the hardest to move (headcount budgets, band limits, internal equity). These are often easier — and can be worth just as much:
- Signing bonus — one-time cost, different budget pool, easier to approve. Ask for $5-15K.
- Equity / RSUs — especially at startups and public tech companies. Can dwarf base salary over time.
- Extra PTO — 5-10 extra days = $3,000-$8,000 equivalent. Costs the company almost nothing.
- Remote flexibility — worth $5-15K in commute savings and time. Zero cost to employer.
- Accelerated salary review — 6 months instead of 12. "If I hit [specific targets], can we revisit base at 6 months?"
Get a guaranteed review with criteria
If they can't move now, lock in the future:
"I understand the constraints. Would it be possible to set a formal salary review at 6 months, with specific performance criteria? If I deliver [X, Y, Z], would an adjustment to $[Target] be realistic?"
This turns a "no" into a "not yet, but here's the path." That's a massive difference.
Get everything in writing
Verbal promises from recruiters evaporate. Manager changes, reorgs, budget cuts — all delete informal commitments. Any agreement on signing bonus, equity adjustment, accelerated review, or future raise criteria needs to be in the offer letter. Period.
"I appreciate you working with me on this. Could we include the [signing bonus / accelerated review commitment] in the written offer?"
The final decision: accept or walk
You've negotiated base. You've explored non-salary. You have (or don't have) a future path. Now compare the final package against your walkaway number.
Above your walkaway? Accept. You negotiated well — don't get greedy and lose a good thing.
Below your walkaway AND no path to get there? Decline. Accepting a number you resent is a recipe for job-searching again in 6 months — from a weaker position, because you're now the "short-tenure person."
Walking away from a job offer takes courage. But sometimes the counter negotiation reveals things about the company that the interview process hid.
Walk away when:
- The final offer is 15%+ below your walkaway and they won't budge on base, bonus, or equity
- The negotiation itself raised red flags — pressure tactics, broken verbal promises, hostility toward a professional ask
- You have a concrete alternative (not hypothetical, not "I could probably find something")
Don't walk away when:
- Your ego is bruised but the number is objectively fair
- You're anchoring to a fantasy number instead of market data
- The non-salary package — equity upside, learning curve, brand name, remote flexibility — compensates for the base gap
The strongest negotiation position is having multiple live opportunities. That doesn't happen by accident — it happens because you're visible in your industry and recruiters already know your name. Professionals with strong personal brands report 3-5x more inbound recruiter messages. That's not vanity — that's negotiation infrastructure you build before you need it.
If you're weighing whether the current offer is worth accepting or if it's time to keep searching, our decision framework for when to leave can help you think through it systematically.
Already employed and want a raise instead? The dynamics are different — here's the full playbook for asking for a raise at your current company.
Key Takeaways
- 1Employers expect negotiation — not countering means voluntarily donating $5,000-$15,000 back to the company
- 2Counter with a specific number 10-15% above your real target — ranges anchor to the bottom, specific numbers anchor to the middle
- 3Use the 4-part email formula: enthusiasm → value → data → number. Under 200 words.
- 4Never accept or counter on the spot — always take 24-48 hours to research and prepare
- 5If base salary is firm, negotiate signing bonus, equity, PTO, remote, or an accelerated 6-month review
- 6Get everything in writing. Verbal promises from recruiters don't survive org changes.
Frequently Asked Questions
How to counter offer salary via email?
4-part structure: (1) express genuine enthusiasm for the role, (2) reference your specific value — experience, skills, certifications, (3) cite market data from BLS/Glassdoor/Levels.fyi, (4) state your specific counter number. Keep it under 200 words, maintain a collaborative tone, and close by reaffirming your interest. Use the templates above.
How much to counter offer on salary?
10-15% above the offer for standard negotiations (at-market offers). 15-25% if the offer is below market. Counter 10-15% above your REAL target — not at your target — because negotiation gravitates toward the midpoint. Always justify with data, not feelings.
Can you lose a job offer by negotiating salary?
Vanishingly rare with a professional, data-backed counter. Companies rescind offers for aggressive ultimatums, fabricated competing offers, or bizarre behavior — not for a polite request backed by market data. If a company rescinds because you asked for $10K more, they did you a favor by showing you who they are before you accepted.
Should I counter offer if I'm happy with the salary?
If the offer genuinely meets or exceeds your researched target, accepting promptly signals enthusiasm and good faith — which starts the relationship well. But you can still negotiate non-salary components: extra PTO days, flexible start date, remote work policy, or a signing bonus. Those cost the company less and may matter to you more.
How long should I wait before countering?
24-48 hours is standard and expected. Ask for time to review the full package, do your market research, and prepare your counter. Waiting longer than 72 hours without any communication signals disinterest — so if you need more time, send a brief 'still reviewing, will respond by [date]' message.
What if I have multiple offers?
Genuine competing offers are your single strongest negotiation lever. Be honest and specific: 'I've received another offer at $X. Your company is my preference — can we discuss matching or closing the gap?' Never fabricate offers. Recruiters talk to each other, industries are smaller than you think, and getting caught lying ends the negotiation and your reputation simultaneously.
Researching Job Market & Building AI Tools for careerists since December 2020
Sources & References
- Who Asks and Who Receives in Salary Negotiation — Michelle Marks, Crystal Harold — Journal of Organizational Behavior, Vol. 32, Issue 3, pp. 371-394 (2011)
- Occupational Employment and Wage Statistics (OEWS) — U.S. Bureau of Labor Statistics (2025)
- Women Don't Ask: Negotiation and the Gender Divide — Linda Babcock, Sara Laschever — Princeton University Press (2003)