Getting a job offer is exciting, but it can also create an awkward question: Should you accept the salary they offered or ask for more?
A lot of people choose not to negotiate. In a 2023 Pew Research Center survey, about 60% of U.S. workers said they had not asked for higher pay the last time they were hired. Among those who did negotiate, 28% received the pay they requested, while another 38% received more than the original offer, although less than they had asked for.
That does not mean every job offer is negotiable. But if you have received an offer and the salary does not quite match your experience, the responsibilities of the role, or the market, it is worth having the conversation.
Here are four practical ways to approach it.
1. Research Your Market Value Before You Name a Number
The first mistake is choosing a salary figure based on what simply sounds good.
Before negotiating, look at what similar positions pay. Consider the job title, your level of experience, location, industry, and the skills the employer is asking for.
For example, if you are applying for a digital marketing role that requires SEO, paid advertising, analytics, and content strategy, your market value may be different from someone applying for a more junior marketing position with fewer responsibilities.
Look at several sources rather than relying on a single salary estimate. Job listings, salary databases, professional associations, recruiters, and people working in similar roles can all give you useful information.
You should also compare the responsibilities of the actual job with the salary range you find. A job with a long list of responsibilities may justify a higher figure than the title alone suggests.
The goal is not to walk into the conversation saying:
"I want $70,000 because that's what I think I'm worth."
Instead, you want to be able to explain:
"Based on the responsibilities of the role, my experience, and the salary range I've found for similar positions, I was expecting something closer to $70,000."
That gives the employer a reason to consider your request.
2. Don't Feel You Have to Accept Immediately
Receiving an offer can make you feel like you need to give an answer straight away.
You don't.
Harvard Law School's Program on Negotiation recommends taking some time to consider an offer rather than immediately saying yes. Accepting before you have considered the terms can reduce your negotiating leverage because you have already indicated that you are happy with what is on the table.
You do not need to turn this into a dramatic negotiation.
A simple response can be:
"Thank you for the offer. I'm very excited about the opportunity. I'd like to take a little time to review the details and get back to you."
That gives you time to look at the salary, benefits, working arrangements, vacation, bonus structure, and other terms.
It also gives you time to decide what matters most to you before you start negotiating.
If the employer asks when you can respond, give them a realistic date rather than disappearing for a week.
3. Explain Why You Are Asking for More
Asking for a higher salary is much stronger when you can explain why.
Your personal expenses are important to you, but they are usually not the strongest argument from an employer's perspective. The employer is more likely to respond to information about the value you bring to the role.
Think about what makes you a strong candidate:
- Relevant professional experience
- Specialist skills
- Certifications
- Experience with specific tools
- Results you have achieved
- Knowledge of the industry
- Responsibilities you have already handled
You can also use reliable market data to support your request.
Harvard's Program on Negotiation recommends backing up a counteroffer with relevant benchmarks and explaining the reasoning behind your request rather than simply naming a higher number.
For example, instead of:
"Could you increase the salary to $65,000?"
try:
"I'm very interested in the position. Based on my three years of experience in content marketing, my SEO and analytics experience, and the responsibilities outlined in the role, I was hoping we could discuss a salary closer to $65,000."
That sounds confident without turning the conversation into a demand.
4. Negotiate the Whole Offer, Not Just the Salary
Sometimes the employer genuinely cannot increase the base salary.
That does not necessarily mean the conversation is over.
A job offer can include much more than your monthly or annual pay. Depending on the company, you may be able to discuss:
- Remote or hybrid work
- Additional vacation days
- Signing or performance bonuses
- Professional development
- Training or certification costs
- Flexible working hours
- A different job title
- Earlier salary review
- Relocation assistance
- Additional benefits
Harvard's Program on Negotiation recommends looking at the whole offer rather than focusing exclusively on salary because different terms can create room for useful trade-offs.
For example, if the employer cannot move from $60,000 to $65,000, you could ask whether they would consider $60,000 with an additional week of paid vacation or a six-month salary review.
The important thing is to know what you actually value.
There is little point negotiating for a benefit you will never use just because it sounds impressive.
What Should You Say When You Make a Counteroffer?
You do not need a complicated script.
A simple, professional response could look like this:
"Thank you for the offer. I'm really interested in the position and excited about the opportunity to join the team. After reviewing the responsibilities and considering my experience in [specific skill or area], I was hoping we could discuss a salary closer to $X. Is there any flexibility in the offer?"
If salary flexibility is limited, you can follow up with:
"I understand if the base salary is fixed. Would there be flexibility around additional vacation time, a signing bonus, or an earlier salary review?"
This keeps the conversation open instead of making it feel like an ultimatum.
What If You're Afraid They'll Withdraw the Offer?
This is one of the biggest reasons people avoid negotiating.
Research published in Harvard Business Review examined this concern across seven studies involving more than 3,300 participants. The researchers found that job candidates generally overestimated the likelihood that negotiating would cause an employer to withdraw the offer.
That does not mean there is no risk. A poorly handled negotiation, an unreasonable demand, or an ultimatum can obviously damage a candidate's position.
The difference is in how you negotiate.
Be reasonable, explain your request, show enthusiasm for the role, and remain open to alternatives.
You are not demanding that the employer give you everything you ask for. You are finding out whether there is room to improve the offer.
If They Say No, Decide What Matters Most
Not every negotiation will result in a higher salary.
The employer may have a strict salary band, limited budget, or a policy that applies equally to everyone in the role.
If they say no, you can still ask whether there is flexibility elsewhere.
You might also ask when your salary will next be reviewed or what would be required to move to the next salary level.
For example:
"I understand. Could you tell me when the next salary review would take place and what I would need to achieve to be considered for an increase?"
That turns a disappointing answer into useful information.
It also helps you understand whether the company has a clear path for future salary growth.
Before You Negotiate, Know These Three Numbers
It can help to decide on three figures before entering the conversation:
Your target: The salary you'd ideally like to receive.
Your acceptable number: The lowest offer you would genuinely be happy to accept.
Your market range: The range supported by your research and the responsibilities of the role.
Knowing these numbers makes it easier to stay calm during the conversation.
It also prevents you from agreeing to something in the moment and regretting it later.
Most importantly, don't invent a number simply because you think you are supposed to negotiate. A strong salary negotiation is based on the value of the role, your qualifications, and credible market information—not on choosing the biggest number you can say with confidence.
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