How to Negotiate Salary in 2026: Scripts, Examples and What to Say

You received a job offer. The role looks good, the company wants you — but the salary is lower than you hoped.

What should you do next?

Salary negotiation can be uncomfortable, especially if you are worried that asking for more money could hurt your chances of getting the job.

But negotiating does not have to mean making demands or turning the hiring process into a confrontation.

A strong salary negotiation is usually much simpler: research what the job is worth, explain why your experience supports your request, make a clear ask and give the employer room to respond.

This guide explains how to negotiate salary in 2026, including what to say, how to respond to common employer questions and how to decide whether an offer is actually worth accepting.

Should you negotiate a job offer?

In many situations, yes.

An initial job offer does not necessarily represent the maximum amount an employer is willing to pay.

However, that does not mean every offer should automatically receive a counteroffer.

Before negotiating, consider:

• How the offer compares with the advertised salary range
• Typical pay for the occupation in your city
• Your experience and qualifications
• How difficult your skills may be to replace
• The total compensation package
• Whether you have competing offers
• How strongly you want the position

Your goal is not simply to ask for more.

Your goal is to determine whether there is a reasonable case for a better package and then communicate that case professionally.

Step 1: Research the salary before negotiating

The strongest salary negotiations begin before you make your first counteroffer.

You should have evidence supporting the number you request.

One particularly useful source is the U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics salary negotiation tool .

The BLS publishes wage estimates for hundreds of occupations and lets job seekers compare compensation by:

• Occupation
• State
• Metropolitan area
• Industry
• Wage percentile

This matters because the same job can pay very differently depending on where you work and which industry employs you.

Don't look only at the average salary

One of the most useful pieces of BLS data is the wage distribution.

The BLS publishes 10th, 25th, 50th, 75th and 90th percentile wage estimates .

The 50th percentile is the median: half of workers earn below that amount and half earn above it.

Someone new to an occupation might reasonably fall closer to the lower part of the distribution, while someone with significant experience, specialized skills or strong performance may have a stronger argument for compensation above the median.

Don't treat a percentile as a salary you are automatically entitled to. Instead, use it as market context.

Step 2: Use the salary range in the job posting

Increasingly, job seekers can see compensation before the interview even begins.

If a posting says:

that range contains useful information.

Suppose you receive an offer of $74,000.

If you have several years of directly relevant experience and meet nearly all of the employer's preferred qualifications, you could reasonably ask why your offer falls near the bottom of the advertised range.

Your conversation might sound like this:

Thank you for the offer. I'm very excited about the opportunity. Based on the responsibilities of the role, the advertised range and my experience with [specific skill or achievement], I was hoping we could discuss a base salary closer to $85,000. Is there flexibility in the offer?

Step 3: Decide three numbers before the conversation

Before negotiating, identify three numbers:

Your ideal number

This is the outcome you would be very happy to receive.

Your target number

This is a realistic salary supported by your research, experience and the role's compensation range.

Your minimum acceptable number

This is the lowest compensation at which the opportunity still makes financial and career sense for you.

Your minimum should usually remain private.

It is a decision-making number for you, not necessarily a number to give the employer.

How much more should you ask for?

There is no universal percentage that every candidate should request.

Advice such as "always ask for 10% more" sounds simple, but it ignores the actual market value of the position.

A better method is to base your counteroffer on:

• The employer's posted range
• Local market wages
• Your level of experience
• Specialized qualifications
• Relevant accomplishments
• Other offers you genuinely have
• The complete compensation package

Example

Imagine you receive an offer of $80,000.

Your research shows that workers with similar responsibilities in your market commonly earn around $85,000 to $92,000, and you have several years of directly relevant experience.

Instead of automatically adding 10%, you might ask for:

Would there be flexibility to bring the base salary to $90,000? Based on the scope of the position and my experience with [skill/result], I believe that would be more aligned with the value I can bring to the role.

Now your number has a reason behind it.

What to say when negotiating salary after a job offer

You do not need a complicated speech.

A useful structure is:

1. Thank them for the offer.
2. Show genuine interest in the position.
3. Briefly explain the basis for your request.
4. State the number clearly.
5. Ask whether there is flexibility.

Simple salary negotiation script

Thank you very much for the offer. I'm genuinely excited about the opportunity to join the team. After reviewing the responsibilities of the position and researching compensation for similar roles, I was hoping we could discuss a base salary of $X. Given my experience with [relevant experience], is there flexibility to move the offer closer to that number?

Salary negotiation script for an entry-level candidate

You do not need ten years of experience to negotiate.

Entry-level candidates simply need to build their argument differently.

You may emphasize:

• Internships
• Certifications
• Technical skills
• Relevant coursework
• Portfolio projects
• Language skills
• Schedule flexibility
• Strong knowledge of the employer's industry

I'm very excited about the role and appreciate the offer. Based on the salary range for the position and the skills I would bring from my internship and certification in [skill], would you be open to a starting salary of $X?

If you are looking for positions that are more accessible to candidates early in their careers, see our guide to jobs that usually don't require previous work experience .

What if they ask, “What are your salary expectations?”

This question often comes before an offer.

If the employer has already published a salary range, you can use it.

Option 1: Give a range

Based on the responsibilities we've discussed and the market for similar roles, I'd be targeting something in the $85,000 to $95,000 range. I'm also interested in understanding the full compensation package.

Option 2: Ask for their range first

I'm flexible depending on the responsibilities and total compensation. Could you share the budgeted range for the position?

Option 3: Use the published range

I saw that the position is listed at $70,000 to $90,000. Based on my experience, I'd expect to be toward the upper half of that range, although I'd like to consider the complete package.

What if they ask about your current salary?

Where you live matters here because salary-history laws vary by jurisdiction.

In New York State, employers generally cannot ask job applicants for their current or previous compensation history or use that history to determine whether to hire them or how much to offer.

You can learn more from the official New York State salary history guidance .

New York employers may still ask about your salary expectations.

A useful response is:

I'd prefer to focus on the responsibilities and market value of this position. Based on what we've discussed, I'm targeting a salary around $X to $Y.

Even outside New York, this approach can help keep the conversation focused on the value of the new position rather than allowing an old salary to determine your next one.

Salary negotiation in New York: use pay transparency to your advantage

Job seekers in New York have another useful source of information.

Under the state's Pay Transparency Law , covered employers with four or more employees generally must disclose the minimum and maximum annual salary or hourly compensation they believe in good faith applies to covered job opportunities.

For a candidate, that gives you valuable information before negotiating.

If the advertised range is:

$60,000–$80,000

and the offer is $61,000, you can ask how the employer determines where candidates fall within that range.

For example:

I noticed the posted range for the position is $60,000 to $80,000. Could you help me understand how the company determines placement within that range? Given my experience with [skill], I was hoping to discuss an offer closer to $72,000.

How to negotiate salary by email

You do not always need to negotiate by phone.

Email can be useful because it gives you time to choose your words carefully and creates a clear record of the proposed terms.

Salary negotiation email example

Short salary negotiation email

What if the employer says the salary is non-negotiable?

Sometimes the answer really is no.

A company may have a fixed pay band, union agreement, internal equity rules or simply no additional salary budget.

That does not necessarily mean the negotiation is over.

You can ask:

I understand. If the base salary is fixed, is there flexibility elsewhere in the compensation package?

What else can you negotiate besides salary?

Base salary is only one part of compensation.

Depending on the employer and role, other negotiable areas might include:

• Signing bonus
• Annual or performance bonus
• Commission structure
• Paid time off
• Remote or hybrid work arrangements
• Work schedule
• Equity or stock compensation
• Professional development budget
• Education reimbursement
• Relocation assistance
• Start date
• Job title
• Earlier compensation review

Harvard Business Review has also emphasized evaluating the broader package rather than treating salary as the only negotiable part of an offer. You can read its guidance on evaluating and negotiating a job offer .

Script: Ask for a signing bonus when salary is fixed

I understand that the base salary can't be adjusted. Would the company be open to a signing bonus to help bridge the difference?

Script: Ask for an earlier salary review

If the starting salary is fixed, would you be open to a compensation review after six months based on agreed performance goals?

If the employer agrees, ask for the timing and expectations to be documented.

Script: Ask for more PTO

If there isn't flexibility on base salary, would there be any flexibility in the paid-time-off package?

What if the employer says, “That's above our budget”?

Do not immediately negotiate against yourself.

Instead of instantly lowering your number, ask for more information.

I understand. Could you share the highest base salary available for this position?

or:

I understand there may be budget constraints. Is there any room between the current offer and my requested salary?

Let the employer make the next move.

What if they increase the offer, but not enough?

Suppose the original offer is $80,000.

You ask for $90,000.

The employer comes back with $84,000.

You have several options.

Accept

If $84,000 meets your goals and the rest of the package is strong, there is nothing wrong with accepting.

Make one final counteroffer

Thank you for working with me on this. We're getting much closer. If you could bring the base salary to $86,000, I'd feel comfortable moving forward. Is that something you can do?

Negotiate another benefit

You could accept $84,000 while asking for additional PTO, a signing bonus or another benefit that matters to you.

Can negotiating salary cause an employer to withdraw the offer?

There is always some risk in any negotiation.

But there is an important difference between negotiating professionally and making unreasonable demands.

A professional counteroffer sounds like:

I'm very interested in the role. Based on my research and experience, would there be flexibility to bring the offer closer to $X?

An ultimatum sounds like:

I won't accept anything under $X.

Unless you truly intend to walk away, avoid unnecessary ultimatums.

Don't bluff about another job offer

A competing offer can strengthen your position.

A fake competing offer can damage it.

If you genuinely have another offer, you can say:

I want to be transparent that I'm considering another offer at $X. This opportunity is very attractive to me, so if there is flexibility in the compensation, I'd be interested in discussing it.

You do not need to invent leverage.

How to explain why you deserve a higher salary

Avoid making your argument about personal expenses.

Statements such as:

• “My rent went up.”
• “I have student loans.”
• “I need more money.”

may be completely true, but they do not explain why the employer should increase the value of the offer.

Focus instead on business value.

Stronger reasons include:

• Years of directly relevant experience
• Revenue you have generated
• Costs you have reduced
• Projects you have successfully delivered
• Specialized technical skills
• Professional licenses or certifications
• Industry knowledge
• Management experience
• A strong portfolio
• Language or market expertise relevant to the employer

Example

Given my five years of experience managing similar accounts and my track record of increasing client retention, I believe $95,000 would more accurately reflect the value I can bring to the position.

Should you negotiate salary before receiving an offer?

Usually, your strongest negotiating position comes after the employer has decided they want to hire you.

Before that point, salary conversations are often about expectations rather than formal negotiation.

If possible, first understand:

• The actual responsibilities
• The seniority level
• The employer's expectations
• The compensation range
• The benefits

Then evaluate the formal offer.

Should you accept a job offer immediately?

You do not necessarily need to say yes during the call in which the offer is made.

A reasonable response is:

Thank you. I'm very excited about the offer. I'd like to review the complete package carefully. When would you need my final decision?

Use that time to evaluate salary, benefits, commute, schedule, career growth and other factors that matter to you.

Get the final offer in writing

If you agree on a new salary or benefit verbally, ask for an updated written offer before making major decisions such as resigning from your current position.

Review:

• Base salary
• Bonus
• Commission
• Equity
• PTO
• Remote-work arrangements
• Start date
• Job title
• Any agreed salary-review date

7 salary negotiation mistakes to avoid

1. Negotiating without researching the market

A random number is much harder to defend than a salary supported by market data.

2. Making the request personal

Your expenses do not determine the market value of the position.

3. Giving a huge range

If you say $70,000 to $100,000, the employer has little reason to focus on $100,000.

4. Negotiating against yourself

After making your request, allow the employer to respond instead of immediately lowering your own number.

5. Bluffing

Do not invent competing offers, salary data or accomplishments.

6. Looking only at base salary

A slightly lower salary may sometimes come with substantially better benefits, bonuses or flexibility.

7. Failing to get the agreement in writing

Make sure negotiated changes appear in the final offer.

A practical salary negotiation checklist

Salary negotiation example from start to finish

Imagine this situation:

• Job: Account Manager
• Advertised range: $75,000–$95,000
• Initial offer: $80,000
• Your researched target: $88,000

You respond:

Thank you for the offer. I'm very excited about joining the team. After reviewing the responsibilities and compensation for comparable positions, I'd like to discuss the base salary. Given my four years of account-management experience and my background working with enterprise clients, I was hoping we could bring the salary to $88,000. Is there flexibility there?

The recruiter responds:

We can't reach $88,000, but we may be able to increase the offer to $84,000.

You could answer:

Thank you for checking. I appreciate the movement. If $84,000 is the maximum base salary, would there be flexibility on a signing bonus or an earlier compensation review?

Notice that the conversation remains respectful throughout.

You are not fighting the employer. You are working together to determine whether there is a package both sides can accept.

Prepare for the offer before you start applying

Salary negotiation gets easier when you understand the market before entering the interview process.

If you are actively looking for a new opportunity, you can browse current job openings on Empregara and compare job titles, employers and advertised compensation where available.

Candidates early in their careers can also read our guide to building a resume with no previous work experience .

And for a broader look at current hiring conditions, see our latest U.S. jobs market analysis .

Frequently asked questions about salary negotiation

Is it okay to negotiate salary after receiving a job offer?

Yes. A formal job offer is a common point at which candidates discuss compensation. Research the market first and make a professional, specific request rather than assuming every offer should automatically be increased.

What should I say when negotiating salary?

Thank the employer, express interest in the position, briefly explain why your experience or market research supports a higher amount and ask whether there is flexibility to reach a specific salary.

How much more salary should I ask for?

There is no universal percentage. Base your request on the employer's salary range, local market wages, your experience, qualifications and the complete compensation package.

Should I give a salary range or one number?

During early conversations, a researched range can be useful. During an actual counteroffer, a specific target can make your request clearer.

What if the employer says the salary cannot be negotiated?

Ask whether other parts of the package are flexible, such as a signing bonus, paid time off, remote work, professional development or an earlier compensation review.

Can employers ask what I made at my previous job?

The answer depends on where you work. In New York State, employers generally cannot request an applicant's salary history. Other states and cities may have their own rules.

Should I negotiate an entry-level salary?

You can, particularly when market data, skills, certifications, internships or other qualifications support your request. Keep expectations realistic and focus on evidence.

Should I negotiate by email or phone?

Both can work. A conversation may allow faster discussion, while email gives you time to organize your reasoning clearly. Follow important verbal agreements with written confirmation.

Sources and further reading

• U.S. Bureau of Labor Statistics — Using OEWS Data During Salary Negotiations
• U.S. Bureau of Labor Statistics — Percentile Wages
• New York State Department of Labor — Pay Transparency
• New York State — Salary History Ban
• NYC Commission on Human Rights — Salary History Questions During Hiring
• Harvard Business Review — How to Evaluate, Accept, Reject or Negotiate a Job Offer

Editorial note: Salary ranges and employment laws vary by employer, occupation and location. This article provides general career information and does not constitute legal advice. Candidates should verify applicable laws and individual job requirements before making employment decisions.