Career growth · 4 min read

Salary negotiation: how to prepare, what to say and sample scripts

Updated October 2026 · By the ClaudeCV Editorial Team

Many people accept the first offer they receive because negotiating feels uncomfortable. But employers usually expect some discussion, and a polite, prepared conversation rarely costs you the offer. Whether you are starting a new job or asking for a raise, this guide gives you a clear process and scripts you can adapt.

Why negotiation matters

Your starting pay affects raises, bonuses and future offers for years, because many increases are calculated as a percentage of your current salary. A small difference at the beginning can grow into a large gap over a career. Even if the company cannot increase the base salary, other parts of the package may be flexible.

Step 1: Research your market value

Before any conversation, find out what your role typically pays in your location, industry and experience level. Use several sources rather than one, such as salary surveys, job posts that list pay ranges, professional associations and trusted colleagues. Look for a range, not a single number. Consider the company's size, your specific skills and the cost of living in your area.

Step 2: Know your numbers

Decide three figures in advance:

Your target: what you would be happy to receive.
Your walk-away point: the lowest offer you would accept.
Your ideal opening ask: slightly above your target, to leave room to move.

Also list what else matters to you: bonus, equity, paid leave, remote days, training budget, start date and title.

Step 3: Get the timing right

The best time to negotiate is after you receive an offer, and before you accept it. At that point the company has decided it wants you, which is when your position is strongest. If a recruiter asks for your salary expectations early on, you can redirect politely: "I'd like to learn more about the role and responsibilities first. What range have you set for this position?"

Note that in some places employers are not allowed to ask about your pay history. Where they can, you may decline to share it and focus on your expectations for the new role.

Step 4: Say thank you, then ask

Begin with real appreciation. Then make your request clearly and calmly, and link it to your value rather than your personal needs.

Script for asking for more base pay:
"Thank you so much for the offer. I'm very excited about the role. Based on my research and my experience with [specific skill or result], I was hoping for a base salary closer to [number]. Is there flexibility to adjust it?"

Script when the number is fixed:
"I understand the salary range is fixed. Could we look at other parts of the package, such as an additional week of leave, a learning budget or a review after six months?"

Script for asking for time:
"Thank you, I'm delighted with the offer. Could I have until [day] to review the full package and give you an answer?"

After you ask, stop talking. Silence is uncomfortable, but it gives the other person space to respond.

Step 5: Consider the full package

Base salary is only one piece. Compare offers by looking at:

Bonus or commission structure
Equity or profit sharing
Retirement or pension contributions
Health and insurance coverage
Paid leave and holidays
Remote or flexible working arrangements
Training, certifications and conference budgets
Job title, since it affects your next role
Commute or relocation support

Sometimes an extra week of leave or a flexible schedule is worth more to you than a small raise.

Negotiating a raise in your current job

Prepare a short case that shows your impact: what you delivered, how it helped the team or company, and how your responsibilities have grown. Ask for a meeting with your manager and say what it is about. A script: "I'd like to discuss my compensation. Over the past year I have [two or three concrete results] and taken on [new responsibilities]. Based on market data for this role, I'd like to discuss moving my salary to [number]." If the answer is not now, ask what would be needed for a raise and when it will be reviewed, and follow up in writing.

Mistakes to avoid

Accepting immediately without asking any questions
Giving a range where the bottom is your ideal number
Sharing personal financial pressure as your reason
Threatening to leave when you do not mean it
Comparing yourself to a colleague's pay instead of the market
Negotiating in a rush by text message rather than a proper conversation

If they say no

Stay professional. Ask if the decision can be revisited after six months and what goals would justify it. Then decide whether the offer still works for you. A respectful tone keeps the relationship intact either way.

A worked example with numbers

The following case is illustrative. Suppose a job offers a base salary of 60,000 in a currency of your choice, and market research suggests similar roles pay between 62,000 and 72,000. Your target is 68,000.

You might reply: "Thank you again for the offer, I'm really excited about the team. From my research and my experience leading two product launches, I was expecting a base closer to 68,000. Is there flexibility?"

Possible outcomes:

The employer agrees to 68,000. You accept.
The employer offers 64,000. You can say, "I appreciate the movement. Could we also include a review after six months so we can revisit the base as I take on the responsibilities we discussed?"
The employer says the base is fixed. You can ask for an extra week of leave, remote days or a learning budget.

In each case you keep the tone warm and the conversation open. Even a 4,000 increase at the start compounds over future raises.

Preparing your evidence

Write down three to five concrete results you delivered: projects finished, money saved, customers won, processes improved. Attach a number wherever possible. During negotiation, one or two of these examples usually carry more weight than a general statement of what you deserve.

Negotiating when you have little leverage

If you have no other offers and limited experience, you can still ask politely, especially about non-salary items such as start date, training or a review date. If the employer truly cannot move, accept gracefully and ask what performance would justify a raise in six to twelve months. Then follow up on that date.

Email version

Sometimes negotiation happens by email. Keep it short: thank them, state your request with one sentence of justification, and propose a next step, such as a quick call. Avoid long explanations, and never write angrily. Read it once more before sending.

Final thoughts

Negotiation is a normal, professional skill. Do your research, ask politely with evidence, consider the whole package and be ready to accept a reasonable outcome. The conversation may feel awkward for two minutes, but the result can benefit you for years.