The hardest part of salary negotiation is knowing what to say when you're put on the spot. You know you should negotiate, but when the hiring manager says "this is our best offer," your mind goes blank. We've compiled scripts for the most common scenarios you'll face, so you can walk into any negotiation with confidence.
"We Can't Go Higher on Base Salary"
This is probably the most common pushback you'll hear. Sometimes it's true, sometimes it's a negotiating tactic. Either way, this response opens up the conversation instead of shutting it down.
"I understand there may be constraints on base salary. I'm still very interested in this role, so I'd like to explore the full compensation package. Are there other areas we could look at? I'm thinking about things like signing bonus, equity, additional PTO, or a performance review at six months instead of twelve."
This response does a few things well. First, you acknowledge their constraint without conceding. Second, you signal continued interest, which keeps them engaged. Third, you shift the conversation to total compensation, where there's often more flexibility.
Why this works: Hiring managers often have different budgets for different types of compensation. They might have zero flexibility on base salary but can easily approve a signing bonus or extra vacation days.
Alternative approach: The delayed raise
If benefits and bonuses aren't on the table either, try negotiating for a raise after a set period.
"I understand the base salary is fixed for now. Would you be open to a written agreement for a salary review in six months? If I hit the ground running and meet the goals we discuss, I'd like the opportunity to revisit the compensation at that point."
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Join the Waitlist"This Is Our Final Offer"
When someone says "final offer," most people assume the negotiation is over. But in many cases, this is simply a pressure tactic to get you to stop negotiating. The key is to test whether it's actually final without being confrontational.
"I appreciate you being direct with me. Before I make my decision, I want to make sure I understand the complete picture. Is there any flexibility at all in the other parts of the package, like the start date, signing bonus, or review timeline?"
Notice how this response doesn't challenge their statement or call them out. You're simply asking clarifying questions, which is completely reasonable when you're about to make a major career decision.
When it really is final
Sometimes the offer genuinely is final. If you've asked about alternatives and they're holding firm across the board, you have a decision to make. Here's how to buy yourself time:
"Thank you for the clarity. This is an important decision for me, and I want to give it the consideration it deserves. Can I have until [specific date] to get back to you with my answer?"
Asking for 2-3 days is standard and expected. Use that time to evaluate the offer against your other options and your minimum acceptable salary.
"What Are Your Salary Expectations?"
This question often comes early in the process, sometimes even in the first interview. The problem is that answering too early can anchor you to a number before you know the full scope of the role or what the company can actually pay.
Option 1: Redirect the question
"I'm flexible on compensation and more focused on finding the right fit. I'd love to learn more about the role and responsibilities first. Can you share the range you've budgeted for this position?"
This puts the ball back in their court without being evasive. Most employers have a range in mind, and getting them to share it first gives you valuable information.
Option 2: Give a researched range
Sometimes they won't share their range, or they'll insist on hearing from you first. In that case, give a range based on your research.
"Based on my research for this role in [city], and given my [X] years of experience with [skills], I'm looking at a range of $X to $Y.
Tip: Set the bottom of your range at your target number. Employers will often anchor to the low end of whatever range you provide, so don't give a range where the bottom number would disappoint you.
"We Don't Have Budget for That"
Budget constraints are real at every company, but especially during certain times of the fiscal year. "No budget" doesn't always mean "no." It often means "not right now" or "not in that form."
"I understand budget constraints are a real consideration. I'm curious, is this a timing issue? For example, would there be more flexibility if we revisited this at the start of the next quarter or fiscal year?"
If timing is the issue, you might be able to negotiate a start date that aligns with new budget availability, or get a written commitment for a raise at a specific date.
The creative alternatives approach
"I hear you on the budget. Let me ask this differently: if you could structure something outside of base salary to close the gap, what might be possible? I'm open to creative solutions."
This invites them to problem-solve with you instead of just saying no. You might be surprised what they come up with when you give them room to think creatively.
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Get Started"Why Do You Deserve More?"
This question can feel confrontational, but it's actually an opportunity. They're giving you the floor to make your case. The key is to tie your request to the value you bring, not to your personal financial needs.
"Great question. Three things stand out to me. First, I bring [X years] of direct experience in [specific area], which means I can contribute immediately without a long ramp-up period. Second, in my last role, I [specific accomplishment with measurable result]. Third, based on market data from Glassdoor and Levels.fyi, professionals with my background in this area are typically compensated in the range I mentioned."
Notice the structure: experience, proven results, and market data. This hits the three things employers care about most when justifying a salary.
Tip: Never justify your salary request with personal expenses like rent, student loans, or cost of living. Your compensation should be based on the value you provide, not what you need to pay your bills.
"Do You Have Other Offers?"
This question is trying to gauge your leverage. If you have competing offers, you have leverage. If you don't, you need to be careful not to undermine your position.
If you have other offers
"Yes, I'm in the final stages with another company. I want to be transparent: your role is my first choice because of [reason]. But I need to make sure the compensation is competitive before I turn down other opportunities."
This confirms your leverage while also flattering them. You're saying you prefer their company, which makes them want to win you over.
If you don't have other offers
"I'm currently focused on finding the right opportunity rather than rushing to collect offers. This role checks a lot of boxes for me, which is why I want to make sure we can come to an agreement that works for both of us."
This sidesteps the question without lying. You haven't said you don't have offers, and you've redirected to your genuine interest in the role.
"What's Your Current Salary?"
In many states and cities, employers are legally prohibited from asking this question. Even where it's legal, you're under no obligation to answer. Your current salary has no bearing on what you should be paid for a new role with different responsibilities.
"I'd prefer to focus on the value I'll bring to this role and what's fair compensation for the responsibilities involved. Based on my research and experience, I'm targeting a range of $X to $Y. Does that align with what you've budgeted for this position?"
This politely declines to answer while moving the conversation forward. Most interviewers will accept this redirect without pushing further.
If they insist
"My current compensation reflects my current role and responsibilities, which are different from what we're discussing here. I'm happy to discuss my expectations for this position.
When They Go Silent
You've made your ask, and now there's silence. Maybe they said they'd get back to you and it's been days. Maybe they went quiet in the middle of a call. Silence is uncomfortable, but don't let it pressure you into backing down.
Silence during a conversation
If they go quiet after you state your number, resist the urge to fill the silence by lowering your ask or over-explaining. Just wait. Let them process. If it gets truly awkward, you can say:
"Do you have any questions about my expectations?"
Silence after a conversation
If a few days have passed since your negotiation call and you haven't heard back, a brief follow-up is appropriate.
"Hi [Name], I wanted to follow up on our conversation from [day]. I'm still very excited about the opportunity and wanted to see if you had any updates on our discussion. Let me know if there's any additional information I can provide."
Keep it short and positive. You're checking in, not pressuring. If another few days pass with no response, it's reasonable to follow up once more or ask for a timeline.
Practice Makes Confidence
Reading scripts can be helpful, but what you say should come from your heart and mind. Repeating the quotes listed here verbatim will make you sound like you're on a teleprompter.
Remember that negotiation is a normal part of the hiring process. Employers expect it, and they won't rescind an offer just because you asked for more. The worst they can say is no, and even then, you've signaled that you know your worth.
Every negotiation is different, and you'll need to adapt these scripts to your specific situation. But having a foundation to work from makes the whole process less intimidating. You've got this.