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The Salary Negotiation Script That Got a 22% Raise

Most salary negotiation advice is vibes. This is the actual sequence — what to say, when to stop talking, and what the recruiter is doing on the other end.

By Margot Sterling 9 min read
Editorial illustration in dark navy with yellow accent and red rule

Here’s the part nobody puts in the LinkedIn post: most salary-negotiation conversations last under five minutes. The leverage was decided before the call. Either you have a competing offer (or look like you might), or you don’t — and your script is just the finish on top of that fact.

This is the script that gets the raise if you’ve done the work to be in position. If you haven’t, no script saves you.

The setup

Three things have to be true before you open your mouth:

  1. You know the band. Not “what other people make” — what the band is for your role at this company. Levels.fyi, Glassdoor, and ideally a current employee.
  2. You have walk-away leverage. A real other offer is the strongest. A near-final interview elsewhere is medium. Just being annoyed at your job is zero.
  3. The number you say first is the number you’d actually accept — not your aspiration, not your floor. The middle of the band, anchored a notch high.

Without those three, the script below is theater.

The script

Recruiter: “We’d like to offer you the role at $X.”

You: “Thank you. I’m excited about the role, the team, and the work. Based on the scope we discussed and what I’m seeing for [Senior Engineer / Senior PM / similar level] at comparable companies, I was looking for $Y to make this an easy yes. Can you make that work?”

That’s it. Stop talking.

Where Y is 12-18% above X if you have no competing offer. 18-25% if you do.

Why it works

Three mechanics:

The “easy yes” framing signals that you have a number in mind and you’re not negotiating against yourself. Anyone who’s been in sales recognizes the move and respects it.

Stopping is the discipline. Most candidates fill the silence by softening the ask (“but I’m flexible” / “of course we can talk about it”). The silence is the ask. Recruiters expect 5-10 seconds of quiet. Don’t be the one to break it.

The recruiter’s job at this point is to take your number to the hiring manager and come back with the next number. They’re not personally offended. The dance is the dance.

What happens next

One of three things:

Match: “Yes, we can do $Y.” → Done. Get it in writing.

Counter: “I can do $Y - 10%.” → “Thank you. If you can get to $Y, I’m in.” Rinse, once. Don’t go to round three from a single ask — at that point, get something else (sign-on bonus, equity refresh, vacation days).

Hard no: “Best we can do is $X + 5%.” → Your call. Walk, accept, or ask what would need to be true for them to revisit in 6 months.

Mistakes that kill the leverage

  • Naming a range. “I was thinking $Y to $Y+15K.” They will hand you the bottom of the range. Always.
  • Apologizing. “I know this is a lot to ask but…” You just told them it was a lot to ask. It wasn’t, until you said it.
  • Justifying. Listing your accomplishments mid-negotiation reframes the conversation as a debate over whether you’re worth it. You already passed that gate when they made the offer.

What if you can’t negotiate (federal, union, etc.)

Negotiate the things that aren’t on the salary line. Title, start date, vacation, sign-on, relocation, education stipend, level. In bands that are truly fixed, the negotiated edges are where the real money is.

FAQ

Should I disclose my current salary? No. In many US states it’s illegal for them to ask. Where it’s legal, “I’d rather focus on the value of this role” is the answer.

What if they ask for my expectation first? Throw it back: “I’d like to understand the band you have approved for this level — what does that look like?” If they push, give the number you’d actually accept, anchored a notch high. Not your wish-list number.

How long can I take to decide? A week is reasonable. “Can I have until Friday to think it over?” rarely gets a no. Two weeks needs justification. A month means they move on.

What about counter-offers from my current job? Take with caution. Half the studies say accepting a counter increases your odds of leaving within a year — your manager now knows you were looking, the implicit trust is fractured. Sometimes still the right call, just go in with eyes open.