Why scripts work better than winging it
Salary negotiation triggers fight-or-flight responses. Your heart races, your palms sweat, and your brain defaults to the path of least resistance — accepting whatever is offered.
Scripts eliminate the freeze. When you have rehearsed what to say, the anxiety drops and the conversation becomes mechanical. You are not improvising under pressure. You are executing a plan.
These scripts are based on patterns from 500+ successful negotiations our coaching clients have completed. They are organized by conversation stage so you can find exactly what you need, when you need it.
Stage 1: The recruiter phone screen
This is where 80% of negotiation mistakes happen. The recruiter's job is to establish a salary range early. Your job is to delay that conversation without being evasive.
Script 1A: "What's your current salary?"
In many states, this question is illegal. But it still gets asked. Your response:
"I'd prefer to focus on the value I can bring to this role rather than my current compensation. My understanding is that [Company] pays based on the role's scope and market rates, which I'm aligned with. What's the range you've budgeted for this position?"
If they push: "My total compensation is competitive for my level, but I'm evaluating this role based on the opportunity, not anchoring to my current number. What range are you working with?"
Script 1B: "What are your salary expectations?"
"I'm flexible on structure and want to see the full picture — base, equity, bonus — before naming a specific number. I'm targeting senior-level opportunities in the market range for this role. What's the band for this position?"
If they insist on a number: "Based on my research, senior [role] compensation at companies of [Company]'s stage and scale ranges from $[low end] to $[high end] in total comp. I'd expect to be somewhere in that range depending on the full package. Does that align with your budget?"
**Key rule:** The range you quote should have its low end at your target number. If you want $210K, say "$210K to $260K." The recruiter hears your low end as your floor and will anchor to it.
Script 1C: "That range might be higher than what we've budgeted"
"I appreciate the transparency. I'm flexible and I know compensation comes in many forms — base, equity, sign-on, bonus. I'm more interested in the total package and the growth opportunity. Let's continue the process and revisit comp once we both have a better sense of fit."
This keeps you in the process without conceding on salary. Most companies have more flexibility than the recruiter initially indicates.
Stage 2: During the interview process
Negotiation does not pause during interviews. Every interaction is an opportunity to build leverage.
Script 2A: Creating urgency (you have other processes)
To the recruiter, after a strong interview round:
"I want to be transparent with you — I'm in active conversations with [number] other companies and expect to receive offers within the next [timeframe]. [Company] is my top choice because [genuine reason], and I want to make sure we're moving at a pace that lets me give [Company] full consideration."
Script 2B: After a strong interview performance
To the recruiter, requesting feedback:
"I really enjoyed the conversations with the team. Before we move to the next step, I'd love any feedback from the interviewers. I want to make sure I'm addressing everything the team is looking for."
This is not just politeness. Positive feedback documented in the recruiter's notes becomes ammunition for compensation discussions. "The hiring manager said you were the strongest candidate we've seen this quarter" is hard to reconcile with a lowball offer.
Script 2C: Timeline management
"I'm aiming to make a decision by [date]. I have other processes at [stage], and I want to be respectful of everyone's time. Can we align on a timeline that works for both sides?"
Setting a deadline creates urgency without ultimatums. Companies move faster when they believe they might lose you.
Stage 3: The verbal offer
The verbal offer is a test. The number they say first is almost never the best number they can do.
Script 3A: Receiving the offer
"Thank you — I'm really excited about this. I want to give the offer the consideration it deserves. Can you send over the full details in writing so I can review everything? I'll plan to get back to you within [2-3 business days]."
**Never say yes on the call.** Not even "that sounds great." Enthusiasm is fine. Commitment is premature.
Script 3B: Buying time if pressured
"I understand you'd like a quick response, and I respect that. I'm also weighing another opportunity, and I want to make sure I'm making the right decision for both of us. Can I have until [specific date]? I promise I'll have a definitive answer by then."
Script 3C: If the offer is significantly below expectations
"I appreciate the offer and I'm genuinely interested in the role. The total compensation is below what I was expecting based on my research and conversations with other companies. The market range for a [title] with my experience is $[range]. Can we discuss adjustments to bring this closer to $[target]?"
Stage 4: The counter-offer
This is the core negotiation. Deliver your counter by phone first, then follow up in writing.
Script 4A: Counter with competing offers
Phone script:
"Hi [Recruiter], thanks for the offer details. I've had a chance to review everything and I'm really excited about the role. I want to be straightforward — I have another offer at $[competing total comp], and I'd prefer to join [Company]. To make that work, I'd need the total comp to be closer to $[target]. Specifically, I'm looking at $[base target] base and $[equity target] in equity. Is there room to get there?"
Follow-up email:
"Hi [Recruiter], following up on our conversation. To summarize: I'm very enthusiastic about [Company] and the [team/product]. To move forward, I'd like to discuss adjusting the offer to: Base: $[target], Equity: $[target], Sign-on bonus: $[target]. This aligns with competing offers I'm evaluating and reflects the market rate for [title]-level talent. Happy to discuss further."
Script 4B: Counter without competing offers
"After reviewing the offer and researching compensation for [title] roles at companies at [Company]'s stage, the market midpoint is $[X] in total comp. Given my experience — specifically [1-2 key proof points] — I believe $[target] in total comp better reflects the value I'd contribute. I'd love to make this work. Can we discuss adjustments?"
Script 4C: Counter on specific components
"I'm close to accepting. Here's what would get me there:
1. Base salary increase from $[current] to $[target] — this aligns with the L[X] band at peer companies.
2. A $[amount] sign-on bonus to offset the equity vesting cliff in year one.
3. [Optional: additional equity grant or front-loaded vesting]
I'm flexible on how we get to the number. Which of these has the most room?"
This gives the recruiter options. Some companies have rigid base salary bands but flexible sign-on budgets. Others can adjust equity easily but not cash. Letting them choose the path makes "yes" easier.
Stage 5: After the counter
The company responds to your counter in one of three ways. Here is how to handle each:
Script 5A: They meet your number
"That's great — I appreciate you working with me on this. I'm ready to move forward. Can you send the updated offer letter?"
Done. Accept and move on. Do not try to squeeze more after they meet your ask.
Script 5B: They split the difference
"Thank you for the adjustment. I appreciate the movement. I was hoping to get closer to $[target] given [reason]. Would a $[small additional amount] sign-on bonus be possible to bridge the gap? That would get me to a full yes."
If they say no: "I understand. I want to take one more day to review the final numbers and I'll have my answer for you by [date]."
Script 5C: They cannot move
"I appreciate the transparency. A few questions: Is this a hard cap for this level, or would a different level open a different band? Is there flexibility on non-cash components — sign-on, equity, or a guaranteed review in 6 months? And if I were to accept, what does the comp review cycle look like?"
If nothing works: "I understand the constraints. Let me think about whether this works for my situation and I'll get back to you by [date]."
Advanced tactics
The walkaway
If the offer does not meet your minimum and they cannot move:
"I've really enjoyed this process and I have a lot of respect for the team. Unfortunately, the compensation gap is too large for me to accept in good faith — I'd be starting with one foot out the door, and that's not fair to either of us. If circumstances change, I'd love to revisit this conversation."
Companies come back with improved offers 30-40% of the time after a polite walkaway.
The level-up
"The comp band for [current level] seems firm. Would the team consider bringing me in at [next level]? Here's my case: [2-3 bullet points showing you meet the higher level's expectations]. If the scope and expectations align, the compensation range at that level would naturally address the gap."
This works because level changes have budget implications that salary bumps within a level do not.
The delayed equity ask
"I understand base and equity are set for now. Can we agree on a 6-month performance review with a supplemental equity grant of $[amount] contingent on meeting mutually agreed targets? This reduces risk for both sides."
Companies love performance-contingent compensation because it aligns incentives. And once you are delivering value, the equity grant becomes a retention tool they want to give you.
The bottom line
Negotiation is not about being aggressive. It is about being prepared, knowing your market value, and communicating clearly. Every script in this guide follows the same pattern: express enthusiasm, present data, make a specific ask, and give the other side room to say yes.
The engineers who negotiate are not special. They are just prepared.