Salary Negotiation Scripts

WHAT TO SAY:

"Thank you so much for the offer — I'm genuinely excited about this role and the team. I'd love to take a day or two to review the full package. Could you send me the complete details in writing?"

Why this works: It shows enthusiasm (they want to hire excited people) while buying you time to research and prepare your counter. Never negotiate in the moment.

WHAT TO SAY:

"I've had time to review the offer and I'm very enthusiastic about joining. Based on my research into market rates for this role, my [X years of experience / specific skill / certification], and the value I'll bring from day one, I was hoping we could discuss a base salary of [your target — 10-15% above their offer]. Is there flexibility there?"

Why this works: You lead with enthusiasm, anchor to market data (not personal needs), highlight your unique value, and ask an open question that invites discussion.

WHAT TO SAY:

"I understand there may be constraints on base salary. Could we explore other parts of the package? For example, I'd be interested in discussing [signing bonus / additional equity / flexible work arrangement / professional development budget / accelerated review timeline / extra PTO]."

Why this works: When base salary is locked, total compensation can still increase significantly through other levers. Companies often have more flexibility on non-salary items.

WHAT TO SAY:

"I want to be transparent — I've received another offer at [₹X / $X]. Your company is my first choice because of [specific reason — team, product, mission], but the compensation gap is significant. Is there room to close that gap so I can feel confident choosing [company name]?"

Why this works: Competing offers create urgency and establish your market value externally. By stating they're your first choice, you avoid seeming like you're playing games — you're asking for help making the decision easy.

WHAT TO SAY:

"I'd like to discuss my compensation. Over the past [time period], I've [specific achievement 1], [specific achievement 2], and [specific achievement 3]. I've also taken on responsibilities beyond my original role, including [example]. Based on my contributions and market benchmarks for this level, I believe an adjustment to [target salary] would be appropriate. What are your thoughts?"

Why this works: You lead with documented contributions (not tenure), tie it to expanded scope, and anchor to market data. Asking "what are your thoughts?" opens dialogue rather than creating a confrontation.

WHAT TO SAY:

"I'd prefer to focus on the value I'll bring to this role and what the market rate is for someone with my experience. Based on my research, roles like this typically pay between [range]. What's the budget you have allocated for this position?"

Why this works: In many regions, employers can't legally require salary history. This redirects the conversation to market value and puts the ball back in their court.