The honest playbook:

Step 1: Get the offer first

Don't negotiate before you have an offer. The leverage shifts when they've decided they want you.

When the offer comes in, say: "Thanks so much. I'm excited. I'd like a day or two to review the full package. Can we set up a call later this week?"

Don't accept on the call. Don't counter on the call. Buy time.

Step 2: Anchor with research

Before the negotiation call:

  • Glassdoor, Levels.fyi, Pave — pull comp data for the role, level, and location.
  • Your network — ask 1-2 people in similar roles what they make. Surprising data often comes from these.
  • Recent candidates' offers at this company — Levels.fyi often has these.

Build a number range. Know the bottom of your range (your "walk away") and the top (your aspirational counter).

Step 3: Counter once, with a specific number

Schedule a call (don't negotiate over email if you can avoid it):

"Thanks for the offer. I've reviewed it and want to talk through a few things. Based on my research and what comparable roles are paying, I was hoping for $X base [or $X total comp]. I'm very interested in the role — what flexibility do you have here?"

Specific number. Anchored. Then stop talking.

Step 4: Listen, don't fill silence

When you've stated your counter, the recruiter will respond. Don't fill silence with backtracking. Wait.

If they say "let me check," fine — wait for the response.

Step 5: Negotiate non-salary items if base is fixed

If they hold firm on base, ask:

  • Sign-on bonus?
  • Equity grant size?
  • Bonus structure (target, threshold)?
  • Vacation days?
  • Start date flexibility?
  • Remote work flexibility?
  • Relocation help?
  • Title?

Many of these are easier to give than base salary.

Step 6: Get it in writing

Once you've negotiated to a yes:

  • Ask for the updated offer letter in writing.
  • Re-read it carefully.
  • Then accept.

Verbal agreements are forgettable; written terms aren't.

What kills negotiations

  • Negotiating before the offer. No leverage.
  • Not having research. "I want $200K" without rationale lands flat.
  • Multiple counters. One counter; maybe two if they explicitly invite a second pass. Three is overplaying.
  • Negativity. Every word should be enthusiastic about the role and constructive about the comp.
  • Bluffing about competing offers you don't have. Recruiters often verify.

When to push hard

  • You have a competing offer. Real leverage.
  • The role is hard to fill. They know it; use it.
  • You're senior. Senior comp is more elastic.

When not to push hard

  • Entry-level roles. Comp ranges are tight; you have less leverage.
  • You're desperate. It's hard to negotiate from need; give yourself the option to walk before you start.
  • The offer is already at the top of the band. Sometimes it is.

What "competing offer" really does

A real competing offer is the strongest negotiation tool. Even if you'd never take it, the existence of leverage — and your ability to walk — shapes the conversation.

Sorce auto-applies to 5M+ open jobs — 40 free swipes a day. More applications, more interviews, more competing offers, more leverage.

Common scripts

For asking for time:

"Thanks so much for the offer. I'm really excited. Could I have a day or two to review the package fully? I'd love to set up a call to discuss."

For making the counter:

"Based on my research and other conversations, I was hoping for $X. I'm very excited about the role — is there flexibility on the base, or maybe in equity / sign-on?"

For accepting after negotiation:

"Thank you — that updated offer works for me. Could you send the revised letter so I can sign?"

The bigger pattern

Negotiation is a small skill that compounds. A 10% increase on a $150K salary is $15K/year — over a 4-year tenure, $60K. The conversation that wins it is 30 minutes.

For more: how to bargain salary, desired salary, how to calculate hourly rate from salary.