Salary negotiation basics for a job offer

Salary negotiation starts well before the offer. The numbers you mention in a first screening call, and the research behind them, set the range the rest of the conversation happens in. By the time an offer arrives, the employer has decided it wants to hire you, and in many fields a polite, well-supported counteroffer is a routine part of the process.

This Purzue guide covers the research to do first, how to answer questions about pay expectations, and how to respond to an offer. It's general information about common practice. Pay rules vary by country, state, and city, and nobody can promise a particular outcome from a negotiation.

Research the range before the first call

Start with the posting itself. A growing number of U.S. states require many employers to include a pay range in job postings, and as of October 2026 that list includes Colorado, California, Washington, New York, Illinois, and Massachusetts, among others, with rules that vary by employer size and location. When a posting includes a range, that's your best single piece of data about what this employer has budgeted.

For a broader picture, the U.S. Bureau of Labor Statistics publishes median pay for hundreds of occupations in its Occupational Outlook Handbook, and its wage data can be broken down by state and metro area. Salary survey sites, professional associations, and people who do the job you want can fill in the rest. Use what you find to write down three numbers before any conversation about pay, namely a target, the lowest figure you'd accept, and a reasonable opening figure near the top of the range.

When they ask about your expectations

Recruiters often ask about pay expectations early, sometimes in the first call. You can answer with a range based on your research, keeping your target near the bottom of it, as in "Based on what I've seen for similar roles in this area, I'm looking at something between X and Y." You can also ask for the budgeted range first, which is a reasonable question when the posting doesn't list one.

Questions about your current or past salary are a different matter. Many states and cities bar employers from asking about pay history, and even where it's allowed, you can decline politely and talk about your expectations for this role. Your past pay reflects a different job and a different employer, and it isn't a fair anchor for this one.

When the offer arrives

Thank the person who calls, say you're glad to have the offer, and ask for the full details in writing. Asking for a day or two to review it is a common and reasonable request. Make sure you have the whole package before you respond, because base pay is only one part of it.

• Base salary or hourly rate
• Bonus, commission, or equity, and how each is paid out
• Health coverage, retirement contributions, and other benefits
• Paid time off and holidays
• Start date, work location, and remote or hybrid arrangements
• Job title and who you'd report to

Making the counteroffer

If the offer is below your target, ask for a specific number, and give the reason in a sentence. The reason can be your research on the market for this role, a skill or certification the job needs that you bring, or the scope of the role as described in the interviews. A phone call is often easier for a back-and-forth conversation, and an email gives you time to choose your words, so use whichever you'll handle more calmly.

Keep it short and friendly, and don't invent a competing offer. Recruiters can sometimes check, and a bluff that gets called puts you in a worse position than an honest request. If you do have another offer, you can mention it plainly.

If base pay won't move

Employers sometimes have firm salary bands but more room on other terms. You can ask about a signing bonus, a later or earlier start date, extra paid time off, a title that better reflects the role, a pay review at six months, more remote days, or a budget for training or certifications. Pick the one or two that matter most to you and ask for those, since a long list of requests can read as a lack of interest in the job.

When you've reached an agreement, ask for the final terms in writing before you resign from a current job or turn down other options. If you decide to decline, do it promptly and politely. The person who made the offer may be someone you work with later. For the earlier stages of the process, the guides to the STAR method and questions to ask the interviewer cover what comes before the offer.