Most people do not negotiate their salary. They receive an offer, feel a mix of relief and excitement, and accept it on the spot or within hours. Then a few months into the job, they learn what a colleague earns, or they see the same role advertised at a higher band, and they wish they had said something.
The research on this is consistent: a significant majority of employers expect negotiation and leave room for it in their initial offer. The number they open with is rarely the number they are willing to pay. Negotiating does not jeopardise the offer in almost all cases — candidates who negotiate professionally and with preparation are not penalised for it.
This guide covers the full process: how to research your market rate, what to say and when, how to handle the responses you are likely to get, and a template for negotiating by email when you need to.
Why Most People Do Not Negotiate
Fear of seeming ungrateful, fear of the offer being withdrawn, not knowing what number to ask for, not knowing how to start the conversation. These are the most common reasons candidates accept the first offer without question.
The offer being withdrawn over a professional negotiation is vanishingly rare. Employers expect it. If you have gone through multiple rounds of interviews and they have decided you are the right person, they are not going to pull the offer because you asked thoughtfully for more. What they might do is say no — which leaves you exactly where you started.
The candidates who do negotiate consistently end up earning more. The compounding effect over a career is significant: a higher starting salary sets the baseline for every raise, every promotion, and every future offer negotiation.
When to Negotiate
The right moment is after you have received a written offer and before you have accepted it. Not during the interview process, not before an offer exists, and not after you have already said yes.
If a recruiter asks about your salary expectations early in the process, you can deflect: "I'm open at this stage — I'd like to understand the full role and responsibility before landing on a number. Do you have a budgeted range for the position?" This keeps you from anchoring too low before you know what they are willing to pay.
Once you have the written offer in hand, you have the strongest possible position. They want you. The cost of re-running the process is real. That is leverage.
How to Research Your Market Rate
Negotiating without a number is negotiating blind. Before you respond to any offer, spend time researching what the role actually pays in your market.
Sources to use:
- Job boards with salary data. LinkedIn Salary, Glassdoor, and Indeed all collect salary data by role, location, and experience level. These are imperfect but give a useful directional range.
- Role-specific communities. Industry forums, professional communities, and subreddits for your field often have salary threads where people share real numbers. These are frequently more accurate than aggregated data because the context is specific.
- Job postings. An increasing number of employers now list salary ranges in job adverts. Search for similar roles currently being advertised and note the ranges.
- Your own offer history. If you have been promoted or received offers in recent years, those are data points too.
The goal is to arrive at a credible range backed by evidence — not a number you have pulled from thin air. When you state a number or range in a negotiation, being able to say "based on what comparable roles are paying in this market" is materially stronger than "I was hoping for."
How to Start the Negotiation
The most important thing is to express genuine enthusiasm for the role before you negotiate. You want them to hear: I want this job AND I want to discuss the compensation. Not: I will only take this job if you pay me more.
In a call:
"Thank you so much for the offer — I'm genuinely excited about the role and the team. I've done some research on comparable positions and I was hoping we could discuss the base salary. Based on what I've seen in the market, and given my [specific experience/skills], I was expecting something closer to [your number]. Is there flexibility there?"
Then stop talking. Silence after you state your number is normal and expected — let the other person respond.
What Number to Ask For
Ask for more than you are willing to accept, but not so much more that it reads as uninformed or opportunistic.
A common approach: identify the number you actually want, then ask for 10 to 15 percent above it. This gives room for a counter without ending up below your target.
If the offer is already at the top of your researched range, say so and negotiate on other elements instead (see the section on total compensation below).
Do not give a range if you can avoid it. Ranges anchor the negotiation at the lower end — employers hear the bottom number. If you must give a range, make sure the bottom of your range is a number you would genuinely accept.
Scripts for Common Scenarios
Scenario 1: First negotiation, straightforward ask
Scenario 2: The offer is lower than expected
Scenario 3: They ask what you are currently earning
In many jurisdictions employers are restricted from asking this. If they ask, you can redirect:
Scenario 4: They say the offer is fixed
If the answer is genuinely no across the board, you now have the information you need to decide whether to accept.
How to Handle Pushback
"That's above our budget for this role."
"We've already stretched to make you this offer."
"We need to know by end of day."
Artificial urgency is a common tactic. In most cases you can ask for a reasonable amount of time:
Negotiating Beyond Base Salary
If the base salary genuinely cannot move, there are other elements of a compensation package worth negotiating:
- Signing bonus. A one-time payment that does not affect the ongoing salary budget. Easier for employers to agree to.
- Earlier performance review. A six-month review with a salary increase tied to clear targets gives you a defined path to the number you wanted.
- Additional leave. Extra annual leave days or flexible working arrangements have real financial value.
- Remote working. If you are expected to commute five days a week and you negotiate two remote days, the saving in commute costs and time is meaningful.
- Professional development. Budget for training, certifications, or conferences.
Total compensation is more than the monthly number. Before you decide a negotiation has failed, check whether any of these are on the table.
Salary Negotiation Email Template
When you prefer to negotiate in writing — or when a recruiter has sent the offer by email — this template gives you a starting structure. Adapt it to fit your tone and situation.
Subject: Re: Offer — [Your Name], [Role Title]
Hi [Name],
Thank you for the offer — I'm genuinely excited about the role and have really enjoyed the process of meeting the team.
I'd like to discuss the base salary before formally accepting. Based on my research into comparable roles in [location/market] and my [X years of experience / specific expertise], I was expecting something closer to [your number]. I believe that reflects fair market value for what I'd be bringing to the team.
Is there flexibility to move the base to [number]? I'm keen to make this work and I'm confident we can find something that works for both sides.
Looking forward to hearing from you.
[Your name]
Keep the email short, warm, and specific. One number, one ask. Do not list your reasons in exhaustive detail — it reads as defensive. A clear, confident request is more effective.
How Your CV Affects Your Negotiating Position
The strength of your negotiating position starts earlier than the offer conversation. Candidates who arrive at the offer stage with a CV that clearly demonstrates the value they have delivered — with specific outcomes, metrics, and directly relevant experience — are in a stronger position than those who do not.
When your CV has been tailored to the job description and you have moved through the process having consistently demonstrated fit and value, the employer's cost of walking away from you is higher. That is leverage — and leverage is what makes a negotiation work.
resum8 tailors your CV to each job description and runs it through an ATS optimisation loop before you apply, so the version of you that arrives at the offer stage has been presenting as strongly as possible throughout the process.
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Start Free →Frequently Asked Questions
Is it normal to negotiate a job offer?
Yes. The majority of employers expect candidates to negotiate and leave room for it in their initial offer. Negotiating professionally does not put offers at risk — candidates who negotiate with preparation and a reasonable ask are not penalised for it in the vast majority of cases.
How much should you ask for when negotiating salary?
A common approach is to identify the number you actually want and ask for 10 to 15 percent above it. This gives room for a counter without ending up below your target. Base your ask on market research — job boards, industry forums, and comparable job postings — so you can back up your number with evidence.
What do you say when negotiating salary?
Express genuine enthusiasm for the role first, then make a specific ask: "I'm really excited about this opportunity. Based on my research into comparable roles in this market, I was hoping we could discuss moving the base salary to [number]. Is there flexibility there?" State your number and then stop talking — let the employer respond.
What if the employer says the salary is fixed?
Ask whether there is flexibility on other elements: a signing bonus, an earlier performance review tied to clear targets, additional leave, remote working arrangements, or a professional development budget. Total compensation is more than base salary — there are often other levers even when the base cannot move.
When should you negotiate salary?
After you have received a written offer and before you have accepted. Not during the interview process, and not after you have already said yes. The written offer stage is when you have the most leverage — the employer has decided they want you, and the cost of restarting their search is real.
Can you negotiate salary by email?
Yes. Email negotiation gives you more time to phrase your ask carefully and creates a clear record of the conversation. Keep it short: express enthusiasm, state your ask with a specific number, reference your market research briefly, and invite a conversation. One ask, one number, warm tone.