The offer lands. Relief, then the second thought: *could I have gotten more?* You almost certainly could — and the moment to find out is now, before you sign.
The fear that a counter will cost you the job is mostly myth. By offer stage they’ve already decided they want you; reopening the search is expensive and slow. A reasonable counter is expected. What loses goodwill isn’t asking — it’s asking badly.
You have more leverage now than you ever will again
Before you accept, you’re the chosen candidate and the alternative is starting over. After you accept, you’re an employee asking for a raise. The window between offer and signature is the strongest negotiating position of the whole relationship. Use it.
How to counter, step by step
- Say thank you and show you’re keen. Enthusiasm and a counter are not opposites. Lead warm.
- Anchor to the market, with a number. “Based on what comparable roles pay in [city], I was hoping for [target].” Specific, researched, calm.
- Counter the base first. It compounds and anchors everything later. Sort base, then talk super, bonus, leave and start date.
- Give one clear ask, not a shopping list. A single confident number beats five hedged ones.
- Then stop talking. Make the ask and let the silence do the work.
Know your number before you send a word
A counter only works if your figure is credible. Pluck one from the air and you either undershoot or lose trust. Check the offer against the market free — you’ll see where it sits and a defensible target. For the full counter-offer range and scripts, run a SalariQ report.
What if they say no?
A no on base isn’t the end — pivot to the package. A sign-on bonus, extra leave, a six-month review, flexibility or a title bump can all close the gap. You rarely get everything; you almost always get something.
A reasonable counter doesn’t cost you the job. Not asking costs you the difference — every year you’re there.
