Most people don’t negotiate their job offers. They get a number, feel relieved they got the job, and say yes. According to a survey by Salary.com, only 37% of workers always negotiate their salary, and 18% never do.
This is a costly mistake. Employers expect negotiation. They build room into their offers for it. The first number they give you is almost never the best number they can give you. By not negotiating, you’re accepting a lower salary than the company was prepared to pay.
Over a career, the compound effect of not negotiating is staggering. A study by Linda Babcock at Carnegie Mellon found that failing to negotiate a starting salary can cost over $500,000 in lost earnings over a career, because every future raise, bonus, and retirement contribution is calculated from that base.
This guide gives you the specific tools, scripts, and strategies to negotiate effectively in the US and Canada.
When to Negotiate
The Right Time
Negotiate after you have a written offer. Not before. Not during the interview. After.
The moment you have an offer in hand is your maximum use point. The company has decided they want you. They’ve invested time and money in the hiring process. They’ve likely turned away other candidates. Walking away from you costs them weeks or months of restarting the search.
If an interviewer or recruiter asks about salary expectations before an offer, deflect. “I’d like to learn more about the full scope of the role before discussing compensation” is a professional way to push the conversation back. In states and provinces where salary history questions are banned (New York City, California, Colorado, Ontario, and others), you have additional protection.
If pressed for a number, give a range based on your research, with the bottom of your range at or above your target. “Based on my research and experience, I’m looking for something in the $130,000 to $145,000 range” sets a floor without locking you in.
The Wrong Time
Don’t bring up compensation during first-round interviews. Don’t negotiate before the company has decided they want you. And don’t negotiate after you’ve already accepted an offer, as that destroys trust and can result in a rescinded offer.
The one exception: if a recruiter calls to schedule a first interview and asks about your salary expectations, it’s reasonable to share a range to avoid wasting everyone’s time. If their range is dramatically below yours, better to know now.
Research: The Foundation of Every Negotiation
You can’t negotiate effectively without data. Before any negotiation, research:
Salary Data Sources
Glassdoor: Crowdsourced salary data filtered by company, title and location. Useful for getting a general range, though data can be outdated or skewed.
Levels.fyi: The gold standard for tech compensation. Provides detailed breakdowns of base salary, stock and bonus by company and level. Highly accurate for FAANG and large tech companies.
Payscale: Provides salary reports based on detailed questionnaires about your experience, skills and location. Good for non-tech industries.
LinkedIn Salary (now part of LinkedIn Premium): Salary data based on LinkedIn member submissions. Useful for seeing ranges by title and metro area.
Robert Half Salary Guide: Published annually, covering finance, technology, legal and administrative roles. Particularly useful for non-tech professional roles.
Government data: The Bureau of Labor Statistics (BLS) in the US and Statistics Canada publish detailed occupational wage data. Less granular than private sources but more methodologically rigorous.
H-1B salary data: US employers must disclose the prevailing wage for H-1B visa positions. The H-1B salary database (available through the Department of Labor) shows exactly what companies pay for specific roles and locations.
What to Research
- The salary range for your specific title in your specific metro area
- The company’s publicly available salary data (Glassdoor, Levels.fyi, H-1B data)
- The company’s recent financial performance (growing companies have more flexibility)
- What you’d need to leave your current position (if applicable)
- The total compensation package structure the company typically offers
The Negotiation Framework
Step 1: Receive the Offer
When you get the verbal offer, express gratitude and enthusiasm. Don’t negotiate on the spot.
“Thank you, I’m excited about this opportunity. I’d like to take some time to review the full details. Can you send me the offer in writing?”
This is not weakness. It’s standard practice. Every recruiter and hiring manager expects candidates to take time to review.
Step 2: Evaluate the Full Package
Don’t focus on base salary alone. Evaluate:
- Base salary
- Annual bonus (percentage and whether it’s guaranteed for year one)
- Equity/stock (grant value, vesting schedule, refresh policy)
- Sign-on bonus
- Health insurance (employer premium contribution, plan quality)
- Retirement matching (match percentage and vesting schedule)
- PTO days
- Relocation assistance (if applicable)
- Professional development budget
- Remote work flexibility
- Start date flexibility
Assign dollar values to each component where possible. A $5,000 difference in base salary becomes less significant if one offer includes $15,000 more in annual equity grants.
Step 3: Identify Your Priorities
Before you counter, know what matters most to you. Rank your priorities:
- What’s your must-have? (Usually base salary or total cash compensation)
- What’s your nice-to-have? (More equity, extra PTO, signing bonus)
- What would you accept as-is? (Benefits structure, start date)
Having clear priorities prevents you from negotiating everything at once, which can come across as difficult.
Step 4: Make Your Counter
Call or email the recruiter with your counter. Here’s a framework:
Opening: Restate your enthusiasm for the role and company.
Context: Briefly explain your reasoning (market data, competing offers, current compensation, unique skills).
Ask: State your specific counter clearly.
Close: Reaffirm your interest and ask about next steps.
Counter-Offer Scripts
Script 1: Market Data Based
“Hi [Recruiter Name], thank you again for the offer. I’m genuinely excited about this role and the team.
After reviewing the full package and doing some research on market rates for this role in [city], I’d like to discuss the base salary. Based on data from [source], the range for a [title] with my experience level in this market is $[X] to $[Y]. Given my [specific experience/skill that adds value], I believe a base of $[your target] would better reflect the market rate and the value I’d bring.
I’m flexible on other parts of the package and am confident we can find something that works for both sides. What are your thoughts?”
Script 2: Competing Offer
“Hi [Recruiter Name], I want to be transparent about where things stand. I have another offer at $[competing amount] that’s also compelling. However, [Company] is my strong preference because of [specific reason, genuine].
I’d like to see if we can close the gap on base salary. If you could get to $[target], I’d be ready to accept and cancel my other process. Is there flexibility on the base?”
Only use this script if you actually have a competing offer. Fabricating offers is risky and unethical. If discovered, it can result in a rescinded offer and damage to your professional reputation.
Script 3: Current Compensation Based
“Hi [Recruiter Name], I appreciate the offer. I’m currently at $[current salary] with [describe current package briefly, bonus, equity, etc.]. Moving to [Company] is appealing, but the current offer represents a lateral move or a step back in total compensation.
For me to make this move, I’d need a base of at least $[target] to account for the risk of changing roles and to ensure progression in my career trajectory. Is there room to adjust?”
Script 4: Non-Salary Negotiation
“Hi [Recruiter Name], the base salary works for me. I’d like to discuss a few other elements:
Could we increase the signing bonus to $[amount] to help offset [reason, such as forfeited bonus at current employer]?
I’d also like to discuss the PTO policy. Given my experience level, I’d like to start with [X] days rather than the standard [Y] days.
Lastly, is there flexibility on the equity grant? An increase to [amount] would make this package fully competitive with other opportunities I’m evaluating.”
This script works well because it signals acceptance on the biggest item (salary) while negotiating on secondary items, which gives the company an easy path to agreement.
What’s Negotiable (and What Usually Isn’t)
Highly Negotiable
- Base salary: Almost always has room, especially for senior roles. Companies typically have a range for each position and make initial offers below the midpoint.
- Signing bonus: One of the easiest things to add, because it’s a one-time cost for the company.
- Equity grants: Especially at tech companies, equity is highly flexible. Companies often have separate equity budgets.
- Start date: Very flexible. Most companies will accommodate a 3-4 week start delay if asked.
- PTO days: Often negotiable for experienced hires, even when there’s a “standard” policy.
- Relocation assistance: If you’re moving for the job, this is expected and negotiable.
- Remote work arrangements: Increasingly negotiable post-2020.
Sometimes Negotiable
- Annual bonus percentage: Sometimes flexible for senior roles, usually fixed for junior/mid-level.
- Title: Some companies have flexibility, others have rigid leveling systems.
- Professional development budget: Often adjustable with manager approval.
- Review cycle timing: You can sometimes negotiate an accelerated first review (6 months instead of 12) with the potential for an early raise.
Rarely Negotiable
- Health insurance plans: These are company-wide plans. You pick from available options but can’t customize.
- 401(k)/RRSP matching formula: Set by company policy for all employees.
- Holiday schedule: Fixed company-wide.
- Vesting schedules: Usually standardized. Some companies will grant exceptions for senior executives.
US vs. Canada: Negotiation Differences
US Negotiation Norms
American negotiation culture is more aggressive and accepted. Employers expect it. Recruiters are trained for it. Not negotiating can actually signal that you undervalue yourself.
In the US:
- Counter-offers of 10-20% above the initial offer are common and expected
- Multiple rounds of negotiation (2-3) are normal for senior roles
- Total compensation framing (salary + equity + bonus) is standard in tech
- Direct, confident communication is valued
- “No” doesn’t always mean no. It sometimes means “not on this item, but let’s talk about other items”
Canadian Negotiation Norms
Canadian salary negotiation exists but tends to be less aggressive than in the US. The cultural preference for modesty and consensus affects how negotiation is conducted.
In Canada:
- Counter-offers of 5-15% are more typical
- One round of negotiation is often sufficient
- The tone is more collaborative (“I’d like to discuss…”) than assertive (“I need…”)
- Benefits negotiation is less common since many benefits are standard or government-provided
- Salary transparency is more common, with many Canadian job postings including ranges
Adjusting Your Approach
If you’re an American negotiating in Canada, tone it down slightly. The aggressive “I have three other offers and I need X by Friday” approach that works in Silicon Valley will read as pushy in Toronto.
If you’re a Canadian negotiating in the US, push harder than feels comfortable. What feels aggressive to you is likely just normal to the American hiring manager. Practice your counter before delivering it and don’t back down at the first sign of pushback.
Negotiation Mistakes That Cost You Money
Accepting immediately. Even if the offer is perfect, take 24-48 hours to review it. Accepting on the spot leaves potential money on the table and signals to the employer that they could have offered less.
Negotiating only salary. Total compensation includes many levers. If the company can’t move on salary (sometimes the range is truly capped), they can often add a signing bonus, extra equity, more PTO, or other perks.
Being adversarial. Negotiation is a collaboration, not a fight. The goal is to find a package that works for both sides. Approaching it as a win-lose battle poisons the relationship before it starts.
Failing to get it in writing. Verbal promises are worth nothing. Every component you negotiate should appear in your written offer letter before you accept.
Making empty threats. “I’ll walk away if you don’t meet my number” only works if you mean it and the employer believes you. If you bluff and they call it, you’ve lost all leverage.
Apologizing for negotiating. “I’m sorry to bring this up, but…” undermines your position. You’re not doing anything wrong. You’re engaging in a normal business conversation. Be polite but confident.
Sharing too much information. You don’t need to explain that you need more money because your mortgage is expensive or your spouse isn’t working. Keep the conversation focused on market value, your qualifications and what’s fair for the role.
After the Negotiation
If They Meet Your Ask
Accept promptly. Thank them. Confirm everything in writing.
If They Meet You Halfway
Evaluate whether the adjusted offer meets your priorities. If it does, accept. If it doesn’t, you can make one more ask, but keep it small and specific. “If you could add a $5,000 signing bonus, I’m ready to sign today” gives them a clear path to closing the deal.
If They Don’t Budge
You have three options:
- Accept the offer as-is (if the role is worth it at this compensation)
- Walk away (if the compensation doesn’t meet your minimum)
- Ask about alternative forms of compensation (signing bonus, accelerated review, extra PTO)
Most of the time, companies will move at least somewhat. A flat “no” with zero flexibility is uncommon for roles where the company genuinely wants you.
The Long-Term Impact
Your starting salary at each job sets the baseline for future raises, bonuses and even retirement savings. A $10,000 increase in base salary at age 30, compounded through raises and investment returns over a 35-year career, can result in hundreds of thousands of dollars in additional lifetime earnings.
For more on understanding the full benefits package beyond salary, see our guide on North American employee benefits.
1Template helps you build a resume that positions you for the strongest possible offer, giving you the use you need to negotiate from a position of strength.
Negotiation is uncomfortable for most people. Do it anyway. The thirty minutes of discomfort are worth years of better compensation. The company won’t rescind your offer because you asked for more. They made the offer because they want you. Use that.
