Here's what nobody tells you about salary negotiation: the words barely matter.
What matters is whether you say them at all.
Most people lose their negotiations not because they phrased something badly, but because they had the right sentence ready and then changed it at the last second to something softer. "I was hoping for $92,000" becomes "I was hoping for something maybe a bit higher if that's at all possible" because nerves take over and the mouth starts apologising before the brain has agreed to anything.
So the purpose of having a script isn't to sound perfect. It's to give your brain something to hold onto when your body is producing enough adrenaline to fight a bear.
Here are the exact lines. Learn them before you need them.
How to Open (When They First Make the Offer)
When the offer comes, your only job is to buy time:
"Thank you so much — I'm genuinely excited about this. Could I have 24 to 48 hours to review everything properly?"
Don't negotiate on the same call they make the offer. You're not ready. They know it. Take the time, do the research, come back prepared.
How to Start the Negotiation
When you call back, start with this:
"Hi [Name], I've looked at everything carefully and I'm really enthusiastic about the role. I did want to discuss the base salary before I sign — is now a good time?"
The "is now a good time?" isn't just politeness. It moves them from reactive mode into a deliberate conversation. People make better decisions when they're not surprised.
Once they say yes:
"Based on my research into the market for [role] in [location], and the [X years] I'm bringing, I was expecting the base to be closer to $[your number]. Is there flexibility there?"
Then stop. Say nothing else.
The Silence After You Name Your Number
This is the part where most people give back everything they just won.
You say "$92,000" and then there's two seconds of silence and your brain starts screaming that was too much, they're offended, say something, apologise, come down a bit, offer to meet in the middle—
Don't. The silence means they're thinking. That's what you want. The first person to speak after a number is named loses leverage. Hold it.
If five full seconds pass and you still can't take it: "I'm happy to explain my thinking if that's helpful." That's it. One sentence. Then silence again.
When They Push Back
They will push back. It's not a no. It's a negotiating position.
"That's above our budget for this level."
"I understand — what's the maximum flexibility you have on base? I really want to make this work."
This reframes the conversation from yes/no to how much. It keeps you in the negotiation.
"The offer is already very competitive."
"I've been looking at the market for this role in [location] and I'm seeing $[range]. Could you help me understand how this offer is benchmarked?"
An honest question. Not a challenge — a genuine ask. Often they can't answer it clearly, which quietly makes your point.
"Everyone at this level starts at the same salary."
"I respect that structure. Is there any flexibility on a signing bonus, or could we build in an early review at six months?"
Don't fight a policy. Go around it. A signing bonus is real money. A six-month review with a raise tied to clear metrics is real money. Pivot immediately.
"We don't really negotiate."
"I understand — is there flexibility anywhere else in the package? Signing bonus, equity, or extra PTO?"
"We don't negotiate" almost never means nothing is moveable. It usually means base salary is fixed. Ask about everything else.
When They Come Back With a Counter
They moved. Not all the way to your number — maybe halfway. Here's how to respond:
"I appreciate you working on this. If you can get to $[new number], I'm ready to sign today."
"Ready to sign today" is a genuine incentive. Hiring managers want to close the role and move on. Make it easy.
If their counter is genuinely your limit:
"That works for me. I'm excited to join the team — I'll have everything back to you today."
Close cleanly. Don't reopen anything. The negotiation is over.
When You Have a Competing Offer
This is your strongest card. Use it without being threatening:
"I want to be upfront — I do have another offer at $[amount]. I'm more excited about this role and this company. Is there a way to get closer to that number?"
Factual. Non-ultimatum. Gives them the information they need to move.
When You Have to Walk Away
If they truly can't meet your minimum and the gap isn't bridgeable:
"I've genuinely appreciated the process and I have a lot of respect for the team. Ultimately the compensation is too far from where I need to be, so I'm going to have to decline. I hope we can stay in touch."
Warm. Professional. Final. The person you're declining might be hiring again in two years.
If you're negotiating a raise rather than a new offer, the framing is slightly different — here's the full guide for asking your manager. And if you'd rather put your case in writing first, these email templates are ready to personalise and send.
The One Thing That Makes All of This Work
Reading these scripts and being able to use them under pressure are two different skills.
The way to close that gap is practice — not in your head, but out loud, with someone pushing back the way a real hiring manager does. SalaryAsk's roleplay feature does exactly that. You run the conversation as many times as you need until your target number comes out of your mouth without a tremor.
Get your personalised negotiation scripts →
FAQ
Should I practise these scripts out loud? Yes. A script you've only read is not a script you can use under pressure. Say it out loud, ideally with someone role-playing the other side. The goal is for the words to feel like yours, not a performance.
What if I forget everything when they push back? One line always saves you: "That's fair — could I have a moment to think about that?" It's professional and buys you thirty seconds to get back on track.
Is it okay to read from notes during a phone negotiation? Completely. They can't see you. Have your target number, floor, and two or three key talking points written in front of you. Use them.
What if they ask me to name a number first? Deflect once: "I'd love to understand the full picture first — what's the range for this role?" If they ask again, give your target. Deflecting twice starts to seem evasive.
How do I know if my number is right? It should come from data, not gut feel. SalaryAsk benchmarks your offer against 2026 market data and tells you exactly what to ask for — so you're not guessing.