Salary Negotiation Scripts That Actually Work (2026)

Script 1 — When recruiter asks "What are your salary expectations?"

This is the single most common landmine in salary negotiation. Most candidates answer with a specific number too early. Don't.

"Before I share a number, I'd love to learn more about the scope and the salary band for this role. Could you share what you've budgeted for the position?"

Roughly 60% of recruiters will share the band. If they push back ("we need your number first"), then anchor high but vague:

"Based on the scope and on market data for [role] in [location], I'm targeting the [X–Y] range for base, with the exact number depending on total comp structure."

Make X at least 15% above your current base. Make Y the 75th percentile for the role.

Script 2 — When you get an offer below your target

"Thanks for the offer — I'm genuinely excited about the role. The base is a bit below where I'd been targeting. Based on [market data + my experience], I was hoping to land at $X. Is there flexibility there?"

Then: stop. Let the recruiter respond. They will almost always come back with at least some movement.

Script 3 — When asked your current salary (in states where it's legal)

In many US states, employers cannot legally ask. If yours can, deflect:

"I'd rather focus on what the right number is for this role and scope. My current comp reflects a different context — what matters more is where the market and your band sit for this position."

Script 4 — Asking for a raise (warm opener)

"I'd like to put time on the calendar to discuss my compensation. I have specific data I want to walk through, and I'd like to have an open conversation about where things should go."

This pre-frames the meeting so your manager isn't blindsided and has time to prepare (which is good — surprised managers say no by reflex).

Script 5 — Closing the raise ask

"Based on the impact I've described, my expanded scope, and external market data, I'd like to discuss moving to $X. What would it take to get there?"

Then: silence. Wait. Whoever speaks first usually loses.

Script 6 — When you get a counteroffer from your current employer

You've resigned. Your boss panics and offers more. Be careful:

"I appreciate the offer — it tells me a lot about how you value the work. Let me think it over carefully. I want to make sure I'm choosing for the right reasons, not just for the immediate money."

Don't say yes in the room. Counteroffers solve a symptom, not the cause. Roughly half of counteroffer acceptances leave within 12 months anyway.

Script 7 — Negotiating equity / sign-on

"If base is at the top of the band, I'd like to discuss the equity package and signing bonus. A [$X] signing bonus would help bridge the gap from my current comp during the first-year vesting period."

Script 8 — Pushing back on a "final offer"

"I hear that. To be candid, the gap is meaningful enough that I'd need to think carefully before accepting at this level. Is there any room across the components — base, equity, sign-on, or start date — that we haven't fully explored?"

The "final offer" is almost never actually final. Reframing the negotiation across all comp components gives the recruiter a way to come back with more without breaking their stated position.

Universal principles

• Always make the other party say the first number.
• Always pause after stating your number.
• Never apologize for negotiating.
• Never lie about competing offers. Reference them only when real.
• Get every agreement in writing.

---