Most people lose money in the first ten minutes after getting an offer — not because they asked for too much, but because they didn't ask at all.

Negotiating isn't a confrontation. It's one more step in the hiring process, and companies expect it. Here's how to do it without guessing, and exactly what to say at each stage.

Why you should almost always negotiate

Recruiters build room into most offers. The first number is rarely the final number — it's a starting point calibrated to what they think you'll accept without pushing back. Declining to negotiate doesn't make you look easy to work with; it just means you leave the built-in room on the table.

The exception: if the offer is already at the top of a posted band, or you're told upfront it's non-negotiable (common in some public-sector and unionized roles), pushing hard can cost goodwill for little gain. Read the situation before you script your response.

Before you say anything: know three numbers

1. Market rate — what the role actually pays. Cross-reference at least two sources (Glassdoor, Levels.fyi for tech, industry salary surveys) rather than relying on one.
2. Your walk-away number — the minimum that makes the move worth it, accounting for what you're leaving behind.
3. Your target number — realistically 10-20% above the initial offer, unless your market research says otherwise.

Write these down before the call. Negotiating from memory under pressure is how people accept too fast.

The five moments that matter

1. When they ask your salary expectations (before an offer exists)

Don't anchor yourself low. Redirect to a range based on your research, or defer the number until you know more about the role.

"I'd rather make sure this is the right fit first, but based on my research, roles like this are typically in the [X–Y] range. Is that in line with what you've budgeted?"

2. When you receive the initial offer

Never accept on the spot, even if it's good. Buy time — it costs nothing and it's expected.

"Thank you, I'm excited about this. Can I take a couple of days to look over the details before I respond?"

3. Making the counter

Be specific, not vague. A number with reasoning behind it lands better than "can you do better?"

"I'm genuinely excited about this role. Based on my experience with [specific, relevant achievement] and current market rates for similar positions, I was hoping we could get closer to [target number]. Is there flexibility there?"

4. If they say the salary is fixed

Salary isn't the only lever. Sign-on bonus, extra vacation days, remote flexibility, a compressed review cycle (asking for a performance review at 6 months instead of 12), or professional development budget can all be negotiated even when base pay can't move.

"I understand if the salary band is fixed. Would there be flexibility on [sign-on bonus / additional PTO / a 6-month compensation review] instead?"

5. Closing it out

Once you agree verbally, get it in writing before you resign from your current role.

"This sounds great, thank you for working with me on this. Could you send over the updated offer in writing so I can formally accept?"

Three mistakes that quietly cost people money

• Giving a number first when asked "what are you currently earning?" — In many regions this question is no longer legal to require an answer to. You can redirect to market rate for the new role instead.
• Negotiating over email when a short call would go better. Tone is harder to read in writing, and a live conversation gives you room to react to what they actually say, not what you assumed they'd say.
• Treating the first offer as the ceiling. Recruiters negotiate for a living. You do it once every few years. The information imbalance is real — do the market research to close the gap.

What if they pull the offer for negotiating?

This is rare and, when it happens, it's usually a signal about how the company operates day to day. A reasonable, well-researched counter offered respectfully does not get offers pulled at companies worth working for. If it does, you likely dodged something bigger.

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Negotiation only matters once you're holding an offer worth negotiating. If you're still at the stage of finding roles worth applying to, Jobero searches 200,000+ active roles across job boards, company career pages, and sources most people never check — then delivers application-ready matches with a tailored CV and cover letter for each one.