How to Negotiate Salary After a Job Offer: Scripts, Counteroffers, Equity and RSUs

The short answer: negotiate after you have a written offer, not before. Thank them, ask for a day or two to review, research what the role pays, then counter with one specific number (or a narrow range) and two or three reasons tied to the role, your experience and the market. Be warm and direct, and negotiate the whole package, not just base salary: signing bonus, equity, title, start date, remote work and time off can all move. If equity is part of the offer, understand what you’re getting, how it vests and how it’s taxed before you compare offers. Get the final terms in writing.

This is general information, not financial, tax or legal advice.

When to negotiate

• During interviews: you’ll be asked about expectations. Give a researched range or defer politely; see how to answer salary expectations questions.
• After the offer: this is when you have the most leverage, because they’ve chosen you.
• Before accepting: once you’ve said yes, there’s little room left. If you need time, see how to ask for more time to consider an offer.

Research your number

1. Check the posted range if the job ad had one; many postings now include pay ranges.
2. Look at pay data for the role, level and location (government wage data, salary surveys, reputable salary sites), and ask peers in the field.
3. Count your total compensation today: salary, bonus, equity, benefits, retirement match.
4. Set three numbers: your target, what you’d happily accept, and your walk-away point.

How to counter

1. Start with enthusiasm: they should know you want the job.
2. Name a specific number: “$118,000” sounds researched; “more” invites a small bump.
3. Give reasons: the scope of the role, your relevant experience and results, market data, or a competing offer.
4. Ask, then pause: let them respond.
5. Be ready to trade: if base is fixed, move to other parts of the package.

Phone script

“Thank you again, I’m really excited about this role and the team. Having reviewed the offer and looked at the market for senior product analysts in Austin, I was hoping for a base salary closer to $118,000. That reflects the experimentation work I’d be leading from day one and my four years running A/B testing programs. Is there flexibility there?”

Email script

Subject: Offer – Senior Product Analyst

Hi Jordan,

Thank you for the offer. I’m excited about the role and about working with the analytics team.

After reviewing the package and comparable roles in Austin, I’d like to ask whether we can bring the base salary to $118,000. Given the scope of leading experimentation and my experience building testing programs at Acme, I believe that reflects the value I’d bring.

If base salary is constrained, I’d be glad to discuss a signing bonus or an earlier compensation review instead.

Thank you for considering it. I’m looking forward to the next step.

Best, Alex

What else you can negotiate

Understanding equity

Types of equity

• RSUs (restricted stock units): a promise of company shares that you receive as they vest. Common at public companies; they have value as long as the stock does.
• Stock options: the right to buy shares at a fixed price (the strike or exercise price). They’re valuable only if the share price rises above the strike. The IRS distinguishes statutory options (incentive stock options and employee stock purchase plans) from nonstatutory options, and they’re taxed differently.
• ESPP: an employee stock purchase plan that lets you buy shares, often at a discount.

Vesting

Equity usually vests over several years, often with a cliff (for example, nothing until the first anniversary, then monthly or quarterly). If you leave before shares vest, you generally lose the unvested portion.

Questions to ask about equity

• “How many units or options, and what’s the vesting schedule and cliff?”
• “For options: what’s the strike price, and how long do I have to exercise if I leave?”
• “For a private company: what percentage of the company does this represent, and what was the latest valuation?”
• “Are there refresh grants, and how are they decided?”
• “What happens to unvested equity if the company is acquired?”

How it’s taxed (U.S. basics)

• Nonstatutory options: for most, the IRS says there’s no taxable event at grant, but when you exercise you include in income the fair market value of the stock received minus the amount you paid.
• Statutory options (ISOs, ESPP): the IRS says you generally don’t include any amount in gross income when you receive or exercise them, though you may be subject to the alternative minimum tax in the year you exercise an ISO; tax applies when you sell.
• RSUs: generally taxed as ordinary income based on the value of the shares when they vest and are delivered.

Rules are detailed, so check IRS guidance and a tax adviser before relying on equity in your decision. Outside the U.S., rules differ.

Handling pushback

• “This is our best offer.” “I understand. Is there flexibility on a signing bonus, the start date or an earlier review instead?”
• “The band is fixed.” “Would my experience fit the next level? If not, could we revisit compensation at six months against agreed goals?”
• “We need an answer today.” Ask politely for a short extension; a reasonable employer will usually allow a day or two.

Competing offers

Mention a competing offer only if it’s real, and be specific without bluffing: “I have another offer at $120,000 base, but this role is my first choice. If you could get closer to that, I’d be ready to accept.” Don’t use an offer you wouldn’t take.

Mistakes to avoid

• Accepting on the spot without reviewing the full package.
• Negotiating before the offer in detail.
• Using personal reasons (“my rent went up”) instead of value and market data.
• Ultimatums you aren’t prepared to follow through on.
• Comparing equity at face value without understanding vesting, price and taxes.
• Not getting it in writing: confirm final terms in an updated offer letter.

Frequently asked questions

Sources

• Internal Revenue Service, Topic no. 427, Stock options. Read on 2 October 2026.
• Internal Revenue Service, Publication 525, Taxable and Nontaxable Income. Read on 2 October 2026.