Salary negotiation scripts: what to say at every stage

July 9, 2026 · 6 min read

Salary negotiation is usually decided before the negotiation — in the first screening call, when a recruiter asks "what are your salary expectations?" and a nervous candidate names a number 15% below the budget. The scripts below cover the three moments that set your compensation: the early expectations question, the offer call, and the counter. None of them require aggression; all of them require preparation.

Stage 1: "What are your salary expectations?"

Your goal in the recruiter screen is to learn their range before committing to yours — the side that names a number first anchors the conversation, and they have more information than you do.

First move — turn it around: "I'd rather make sure the role is a fit first — could you share the range budgeted for the position?" Many recruiters will simply tell you; in several US states and in the EU, pay transparency rules mean they must.
If pressed — give a researched range, not a point: "Based on what I'm seeing for similar roles in this market, I'd expect somewhere in the $95,000 to $110,000 range, depending on the full package." Set the bottom of your range at a number you would actually be happy with.
Never — name your current salary as the basis. "I'd prefer to focus on the value of this role" is a complete answer, and in many jurisdictions they cannot ask.

Stage 2: the offer call

When the offer comes, your only job is to not accept on the phone — enthusiasm and commitment are different things.

Script: "Thank you — I'm genuinely excited about this offer and the team. I'd like to take a couple of days to review the full package. Can I come back to you by Thursday?" No reasonable employer balks at this, and an unreasonable reaction to a 48-hour review is itself information.

Stage 3: the counter

Counter once, with a specific number and a reason attached to value, not need:

"I'm ready to accept, and I want to get the compensation right so this is settled cleanly. Given [the scope we discussed / my experience with X, which the team said was a priority / competing conversations I'm in], I was expecting something closer to $112,000. If you can get there, I'll sign this week."

Counter 7-12% above the offer for most roles — high enough to matter, low enough to stay credible.
If base is capped, move sideways: signing bonus, an earlier review date with defined criteria, extra vacation, or equity — in that order of likelihood.
The "if you can get there, I'll sign" close matters: it tells them one move ends the process, which is what the hiring manager wants to hear.

The data that makes scripts work

Every script above leans on "based on my research" — so do the research: salary ranges from postings in pay-transparency states, levels-style comparison sites for your industry, and the ranges in the company's own other postings. Write down three numbers before any conversation: the number you would accept happily, the number you would accept reluctantly, and the number below which you walk. Negotiation without a walk-away number is just hoping out loud.

Frequently asked questions

Should I give a number first in a salary negotiation?

Avoid it when you can — ask for the budgeted range first, since the employer knows more than you do. If pressed, give a researched range whose bottom you would genuinely accept.

Can negotiating make an offer get rescinded?

A respectful, one-round counter with a specific number almost never does — hiring managers expect it. Rescissions follow multi-round haggling, hostile tone, or bluffed competing offers, not a professional ask.

How much should I counter above an offer?

Typically 7-12% on base for most roles. Attach a reason tied to value, counter once, and signal that meeting the number closes the deal.

What if they ask my current salary?

Redirect: "I'd prefer to focus on the value of this role — what range is budgeted?" In many US states and other jurisdictions, employers are legally barred from asking.