How to Negotiate Your Salary (Scripts for Every Stage)

A 2023 survey by LinkedIn found that 85% of professionals who negotiated their most recent salary offer received more than the initial offer. The majority who didn't negotiate said they were afraid to — worried it would make them appear greedy, or that the offer would be rescinded.

Offers are almost never rescinded because someone negotiated professionally. And the cost of not negotiating is significant: even a £2,000 difference in starting salary, compounded over a career through percentage-based raises and pension contributions, can amount to tens of thousands of pounds.

Negotiating is expected. Recruiters budget a negotiation range into almost every offer they make.

Stage 1: When They Ask for Your Salary Expectations Early

This question appears in initial applications, phone screens, and early-stage conversations. Whoever gives a number first loses anchoring advantage. Deflect when possible:

"I want to make sure we're a strong mutual fit first — I'm happy to discuss compensation once we've established that. Could you share what you've budgeted for the role?"

If you're pushed to give a number:

"Based on my research into current market rates and the scope of what I understand the role involves, I'd be looking in the range of [X–Y]. But I'd want to understand the full package before committing to a specific number."

Note: give a range, not a single number. The bottom of your range should be your true target, not your floor.

Stage 2: Receiving the Offer

When the offer comes, your first response should never be an immediate yes — even if it's exactly what you wanted. Accepting on the spot signals that you've left money on the table.

"Thank you so much — I'm genuinely excited about this role and working with the team. I'd like to take a day or two to review the complete package carefully. Is that okay?"

This is 100% professional. No employer will withdraw an offer because you asked for 48 hours.

Stage 3: Your Counter

After reviewing, come back with a specific, reasoned counter. Ask for 10–15% above the offer. Go higher on your anchor than you'd find acceptable — that's the purpose of an anchor.

"I've given this genuine thought and I'm really enthusiastic about joining. Based on the current market for this role and the specific experience I bring — particularly [one concrete, relevant thing] — I was hoping we could reach [specific number]. Is that achievable?"

Then stop. The most important negotiation technique is silence. Ask your question, state your number, and wait for the response. Don't fill the gap.

Stage 4: Handling Pushback

If they say the budget is fixed:

"I completely understand there are constraints. Is there any flexibility in other areas — a signing bonus, an accelerated review in 6 months, an extra week of leave, or a remote-work arrangement?"

Non-salary elements often have more budget flexibility than base salary, especially in large organisations where pay bands are rigid.

If they push back on your justification:

"That's fair — can you help me understand how the compensation for this role was determined? I want to make sure I understand the full picture before we finalise."

This keeps the conversation open without conceding.

Stage 5: Accepting

Once you've agreed:

"I'm really pleased with where we've landed. I'm excited to accept. Can I get the revised offer in writing? As soon as I receive it, I'll sign."

Get it in writing. Sign promptly.

The Preparation You Can't Skip

Before any negotiation, you need data. Know:

• The market range for this role and location (Glassdoor, LinkedIn Salary, Payscale, industry reports)
• Your target number (what you genuinely believe your skills are worth in this market)
• Your floor (the minimum you'd genuinely accept — never reveal this)
• Your anchor (your opening counter — 10–15% above your target)

Walk in with those four numbers clear in your head.