85% of hiring managers have room to improve an initial offer — and 70% expect candidates to negotiate. Most people don't. The ones who do earn an average of $5,000–$20,000 more in their first year. Here's exactly what to say.

The first thing to do when you get an offer

Never accept or reject on the spot. When the offer comes — by phone or email — your first response is always the same:

"Thank you so much — I'm really excited about this opportunity and the team. I'd love a few days to review the full offer details before I respond. Can you send everything in writing?"

This buys you time, gets the offer in writing, and signals seriousness without tipping your hand. Never negotiate verbally off a number you haven't seen in writing.

How to counter on base salary — the exact script

Counter by phone when possible — it's harder to say no to a person than an email. Have your number ready before you call. Counter 10–20% above the offer if you have market data to support it.

✓ Script: countering salary by phone

"I've had a chance to review the offer and I'm really excited about the role. Based on my research into market compensation for this level in [city/remote], and the experience I'm bringing — specifically [one relevant achievement] — I was hoping we could get to [your number]. Is there flexibility there?"

Then stop talking. The silence after your counter is not your problem to fill. Wait for their response.

Negotiating equity — what to ask and how to ask it

Equity is often more negotiable than base salary, especially at startups. Before you negotiate equity, you need to understand what you're being offered:

Number of shares vs. percentage of the company — always ask for the percentage. Shares are meaningless without knowing the total share count.
Strike price (ISOs/NSOs) — what you'll pay per share if you exercise. Should be the 409A valuation at grant time.
Vesting schedule — typically 4-year with 1-year cliff. Negotiate for a shorter cliff or better acceleration provisions.
Last 409A valuation — tells you the current "paper value" per share.

✓ Script: asking for more equity

"I love the role and I'm aligned on base. I'd like to think longer-term with this company though — is there room to increase the equity portion? I'm targeting [X%] or [Y shares]. I'm committed to this being a multi-year relationship and want the comp to reflect that."

Handling the 4 most common pushbacks

They say: "That's the best we can do."

You say: ""I appreciate you being direct. Is the base salary truly fixed, or is there any flexibility on other elements — signing bonus, equity, or review timeline?""

Always separate base from total comp. "Best we can do" usually means the band, not the entire package.

They say: "Our bands are set by HR and we can't go above them."

You say: ""I understand — are there other levers available? A one-time signing bonus, additional equity, or an accelerated review in 6 months would help bridge the gap.""

HR bands apply to base. Signing bonuses and equity often come from a different budget.

They say: "Other candidates are at the same level for less."

You say: ""I'm sure that's true — compensation varies a lot by background. Based on [specific achievement or skill], I believe I'd be at the higher end of productivity from day one, which is what I'm trying to reflect in the number.""

Don't apologize for your ask. Redirect to your specific value, not the market average.

They say: "We need an answer by [tomorrow/end of week]."

You say: ""I'm very interested in this role and want to move quickly. I need [X days] to review responsibly — I'd rather give you a confident yes than rush a decision I'm uncertain about. Can we extend to [date]?""

Deadlines are almost always soft. Companies don't rescind offers because a candidate asked for 48 more hours.

What NOT to say when negotiating

✗ "I need more because my rent just went up."

Personal need is not a market argument. Employers pay for value, not need. Never justify your counter with personal expenses.

✗ "My current salary is X so I need at least that."

Your current salary is a floor, not leverage. If their offer is below your current comp, say that — but don't lead with it as your primary argument.

✗ "I have another offer for X."

Only use a competing offer if you actually have one and are prepared to share the company name. Invented competing offers destroy trust if they're doubted.

✗ "Is there any flexibility?"

Vague questions get vague answers. Always name a specific number or a specific element (signing bonus, equity, review date). "Any flexibility" signals you don't know what you want.

Practice your negotiation before the call

Negotiating under pressure feels different from reading scripts. Zari's salary negotiation coach runs live negotiation simulations — you say your counter, Zari plays the recruiter and throws the objections you're likely to face, and you get feedback on your response in real time. So the real call isn't the first time you've practiced.