How to negotiate a job offer with confidence

Most candidates leave money on the table not because they lack leverage, but because they hesitate at the wrong moments.

Negotiation starts earlier than you think and your strongest position is right after you receive the offer. When you understand your market value and approach each step with clarity, you can significantly improve your final package.

I rarely hear someone say, “I love to negotiate” or “I excel at negotiating.” Even experienced leaders, including those who negotiate deals at work, admit they could do better when it comes to their job offer.

Whether it’s relief to receive the offer or concern about offending a future employer, many people leave a good chunk of money on the table.

According to the 2019 Job Seeker Nation report from Jobvite, only 60% of job seekers felt at least somewhat comfortable negotiating. For those who negotiated, 83% received higher pay, with 34% reporting increases of 11% or more. It’s worth honing your negotiation skills to get the best offer possible.

Know your market value

Here’s the good news: most good companies pay at or above market rate. They want to hire top talent and stay competitive with compensation.

There’s even better news. Free tools can help you understand your market value based on your role, years of experience and skills.

Two tools I recommend are PayScale and Glassdoor Salary Calculator. You can input the company, your current salary, bonus and RSUs. PayScale provides the median and range for your role, while Glassdoor shows how your compensation compares to the market average.

If you’re above the average, remember these tools don’t account for every factor, including your impact.

It starts with screens

Negotiation starts with the very first call, usually with the recruiter.

A common mistake is not preparing for the question: “What are your salary expectations?” Your answer sets the foundation for everything that follows, so it’s critical to have a clear number or range.

Since you know your market value, you can share it with confidence.

Even if asked about your current compensation, you can redirect with: “My salary requirements are…” or “I’m looking for…”

Practice saying your number out loud. If you’re comfortable, they will be too. This matters even more if your current salary is below market value.

Here’s a simple technique that works well. Before answering, ask: “What is the budget for this role?” or “What is the range for this role?” Many recruiters will share it.

Once you state your number, be completely silent and wait for their response.

If their number matches or exceeds yours, you can say, “That’s within my range.” If it’s slightly lower, you can express flexibility while reinforcing your interest. If it’s significantly lower, ask if there’s room for adjustment or a higher-level role.

If there isn’t, let it go and focus on whether the opportunity is right overall.

How you show up throughout the process matters. The more prepared you are with your story and interview answers, the more naturally you’ll present yourself. Strong alignment and a clear “hire” decision put you in a better position to negotiate.

Getting the verbal offer

Receiving an offer is exciting, but it can also feel overwhelming. How you respond in this moment matters.

First, pause. Take a breath before responding.

Then express gratitude and excitement. Thank them, share that you’re honored and explain what excites you about the opportunity.

Take notes and ask for details in writing.

Ask a few thoughtful questions, but not too many. You can address more in your counteroffer.

Request time to respond. If you’re confident you want the job, ask for a day. If you’re unsure, ask for a few days.

Close with appreciation and reinforce your belief that you can make a strong impact.

Do not give a final answer on this call. Even if you know your decision, take time to respond thoughtfully.

If you plan to accept, don’t say yes immediately. Express enthusiasm, but give yourself space to negotiate.

Most candidates we’ve worked with have improved their offer significantly. Don’t commit on the spot.

Making the counteroffer

As one of our advisors, an executive recruiter at a Fortune 500 company, says: you need to A.S.K. to G.E.T. And always ask for more, whether that’s base salary, equity or vacation days.

Recruiters often have a lower initial offer and a higher range they can access. They typically start with the lower end.

This is the moment when your negotiation position is strongest. Once you accept, that leverage disappears.

The market rate tends to rise faster than your salary over time. Even asking slightly above market can pay off in the long run.

Many professionals, especially those who have stayed at one company for a long time, are below market value. This is your opportunity to reset and effectively give yourself a promotion.

If you have multiple questions about benefits or compensation, group them together and discuss them in one conversation.

Send your counteroffer via email. Start with gratitude and excitement. Clearly list your requests with brief reasoning, then close by reinforcing your alignment with the role.

When it comes to compensation, aim reasonably high. If the offer feels low, consider asking for 15% to 20% more. If it’s strong, ask for 5% to 10% more.

Employers rarely rescind offers over reasonable requests. They’re invested in hiring you and will usually meet you somewhere in the middle.

This is the one moment where asking makes the biggest difference.