Salary Negotiation: The Range, the Script and the Counter

Most people lose money the moment they say a number out loud, not because they're bad at their job, but because nobody ever taught them how to talk about pay. You can fix that in one evening with a little homework and a script you don't have to improvise.

Build a Range You Can Defend

Start with a range, not a single number. A single number invites a flat yes or no; a range gives the employer room to work while still protecting your floor.

To build that range, look at three or four sources and triangulate. Use a general salary site, a job-board aggregator, and if you can, a person who already works in a similar role at a similar-sized company. Treat every number as an approximate national figure that shifts by region, industry, and years of experience, not a guarantee.

Write down three numbers: your floor (the lowest you'd accept without resentment), your target (what the research says is fair for someone with your experience), and your reach (a number you'd be thrilled to get). Your spoken range should start at your target and end slightly above your reach, so if an employer meets the low end, you're still fine.

Adjust for your own leverage. If you have a competing offer, specialized certification, or scarce skills in your area, push your range up. If you're changing industries or returning after a gap, keep your target realistic but don't collapse your floor out of fear.

Answering the Expectation and History Questions

The "what are your salary expectations" question usually comes early, before you've seen the full job scope. Answer with a range tied to the research, not a confession of what you currently make.

Here is a line you can use word for word: "Based on my research for this role and my experience, I'm looking at a range of [target] to [reach], and I'm open to discussing the full package once we're both sure it's a fit."

The "what's your current or previous salary" question is trickier, and in many places employers are no longer allowed to ask it, though that varies by state and city. If asked, you can redirect without lying or oversharing: "I'd rather focus on the value I'd bring to this role and what's fair for it, but I can tell you my expectations are in the [target] to [reach] range."

If pressed again, it's fine to say, "I'm not comfortable sharing my exact past pay, but I'm confident we can find a number that works for both of us." Repeating a calm version of the same sentence is not rude; it's a technique called the broken record, and it works because most interviewers will move on rather than push a third time.

Never apologize for not answering. A short pause before you speak signals confidence, not evasion.

The Script for the Offer Call

When the offer call comes, resist the urge to accept or reject on the spot. Thank them, then buy time.

Use this verbatim: "Thank you so much, I'm really excited about this. Can I take a day or two to review the full offer and get back to you?" Almost every employer will say yes, and asking signals that you take the decision seriously rather than that you're shopping it around.

When you call or email back to negotiate, keep it short and specific. Here's a script you can adapt:

"Thanks again for the offer, I'm genuinely excited about this role. I've looked at the overall package, and based on my experience and the market rate for this position, I was hoping we could get the base closer to [specific number]. Is there flexibility there?"

If you're doing this by email, here is a full draft you can copy and adjust:

Subject: Following up on the offer

Hi [Name], thank you again for the offer and for walking me through the details. I'm excited about the role and the team. After reviewing the package against my research and experience, I'd like to ask if there's room to bring the base salary to [specific number]. I'm also happy to discuss the rest of the package if that's easier to adjust. Looking forward to hearing your thoughts.

Notice the sentence does three things: thanks them, states one clear number, and invites a conversation instead of issuing an ultimatum.

Counter Once, Cleanly

Most negotiations only get one real counter before things either move or stall, so make it count. Pick the single number that reflects your target, not your reach, and anchor there rather than naming your whole range again.

If they come back with a number between your floor and your target, you can accept gracefully or make one more small push, but don't nickel-and-dime a reasonable offer. A good rule: if the final number clears your floor and the role itself is strong, take it and ask about a performance or pay review timeline instead of fighting for another few thousand dollars.

If they say no room on base at all, that's your cue to shift the ask toward the extras below rather than repeating the same number louder.

A simple reply if they hold firm: "I understand there's a cap on base right now. Could we look at a signing bonus or an earlier performance review instead?" This keeps the conversation moving without sounding like you're giving up or getting pushy.

Everything Besides Base Pay

Base salary is only one line of the offer, and it's often the hardest to move. These are usually easier to negotiate and can add real value.

Ask about a signing bonus, especially if the base is fixed by a pay band. Ask about an earlier salary review, for example at three or six months instead of the standard one year, with a stated target for what a raise would look like if you hit your goals. Ask about extra paid time off, remote or hybrid flexibility, a later start date if you need it, relocation help if you're moving, and professional development funds for courses or certifications relevant to the role.

If retirement matching, health coverage, or bonus structure are unclear, ask for the specifics in writing before you sign anything. A verbal promise about a bonus later is not the same as a number in your offer letter.

Here's a checklist you can work through this week before your next offer or performance conversation:

1. Pull three to four salary data points for your exact title, region, and experience level, and write down your floor, target, and reach numbers.
2. Draft your one-sentence answer to the salary-expectation question and practice saying it out loud three times.
3. Write your redirect sentence for the salary-history question and rehearse the broken-record version.
4. Copy the offer-call script above and fill in your own numbers so it's ready before any call comes.
5. List three non-salary items you'd ask for if base pay doesn't move, in order of priority.

Having these five things ready means you're never caught improvising when the call actually happens.

If You Only Do Three Things

1. Build a three-number range from real research before any conversation starts.
2. Use the written scripts above word for word instead of improvising under pressure.
3. Counter once with a specific number, then shift to non-salary asks if base pay is capped.

This is general careers guidance, not legal advice. Pay transparency and salary-history laws vary by state and city, so check your local rules before relying on any specific question being off-limits.