To negotiate a job offer, first get the full offer in writing, then evaluate the whole package — base, bonus, equity, sign-on, benefits, PTO, remote work, title and start date. Decide what matters most, and ask for your top items together as one package, with one specific number for base and a short reason based on market data or results.
Evaluate the whole offer first
Before you counter, put every part of the offer in one place. Use this checklist:
| Item | What to check | Usually negotiable? |
|---|---|---|
| Base salary | Compare with the BLS range for your job and state | Yes |
| Annual bonus | Target %, how often it's actually paid, what it depends on | Sometimes |
| Equity | Number of shares/units, vesting schedule, cliff, current value | Sometimes |
| Sign-on bonus | Amount, repayment rules if you leave early | Often |
| Health insurance | Your monthly premium, deductible, family coverage | Rarely |
| 401(k) | Employer match %, vesting of the match | Rarely |
| PTO | Days per year, accrual, carry-over | Often |
| Remote / hybrid | Days per week, in writing | Often |
| Title | Level and title in the offer letter | Sometimes |
| Start date | Notice period at your current job, a break in between | Usually |
| Relocation | Lump sum or reimbursement, repayment rules | Often |
| Review date | When your pay will be reviewed first | Often |
Two items deserve a closer look because they vary a lot between US employers: the health insurance premium you pay out of each paycheck, and the 401(k) match. A plan where you pay much more per month, or a smaller match, quietly lowers your real pay.
Know your base salary number
Base pay is still the biggest lever, because raises and future offers often build on it. Compare the offer with market data. For example, nationally (BLS OEWS May 2025):
| Job | 25th percentile | Median | 75th percentile | 90th percentile |
|---|---|---|---|---|
| Management Analysts | $77,950 | $101,860 | $133,370 | $171,640 |
| Market Research Analysts and Marketing Specialists | $58,350 | $78,760 | $108,310 | $155,480 |
| Physical Therapists | $86,160 | $102,760 | $121,160 | $135,140 |
| Mechanical Engineers | $84,130 | $104,110 | $132,590 | $164,340 |
Pick a target by experience — roughly the 25th to 50th percentile for 0–2 years, median to 75th for 3–5 years, 75th to 90th for 10+ years — and counter slightly above it. Check your own job and state for a suggested number.
A worked example
Say you have five years of experience as a management analyst and receive an offer of $101,860 — the national median for the job. The suggested target range for your experience is $102,000 to $133,000, so the offer sits at the bottom of it. A data-backed counter is about $140,000. If the employer can't reach that on base, a sign-on bonus to cover the difference in your first year, plus a written pay review after six months, gets you most of the way. This is an illustration based on national BLS OEWS May 2025 data, not a typical or promised result.
Prioritize your asks
You can't ask for everything. Decide:
- Your one must-have — usually base salary, sometimes remote work or a start date.
- Two nice-to-haves you'd trade for — sign-on bonus, PTO, an earlier review.
- Your walk-away point — the lowest total package you'd accept. Keep it private.
A useful rule: ask for what is hard for them to say yes to later (base, title, remote days in writing) now, and use one-time items (sign-on, relocation) as trades.
Ask for several items as one package
Asking for base, then a week later for PTO, then for a later start date feels like haggling and wears down goodwill. Put it in one request:
Thank you again — I'm really excited about this role. I've reviewed the full offer, and there are three things that would make it work for me: a base salary of [your number], based on the market data for this role in [state]; a sign-on bonus of [amount] to cover [what you're giving up, e.g. the bonus at my current job]; and a start date of [date]. If we can get there, I'm ready to sign.
If they can't do everything, they'll tell you which parts move. That's useful information — and you can then trade.
I understand base is tight. If we keep the base at [their number], could we add [sign-on amount] and put a pay review at six months in the offer letter?
Exploding offers: how to get more time
Some employers give you a deadline of a day or two. That's a pressure tactic, and it's usually negotiable.
I really appreciate the offer, and I want to give you a well-considered answer. Could I have until [specific day] to review it? I'll come back to you then with a clear yes or any questions.
Ask for a specific day, not "a few more days". If they truly can't wait, ask what exactly happens after the deadline — often the answer is softer than the deadline sounded.
Competing offers — use them honestly
A real competing offer is strong leverage. Use it without bluffing:
- Say it plainly: "I have another offer at [amount], but this role is my first choice."
- Don't inflate the number or invent details. Recruiters often ask for specifics.
- Don't invent an offer you don't have. If you don't have one, use market data and your results instead — most successful negotiations don't rely on competing offers.
If they ask "Do you have other offers?" and you don't, an honest answer works: "I'm talking to a few companies, but I'd prefer to focus on making this one work."
Objections you're likely to hear
| They say | You can say |
|---|---|
| "That's above our budget for this role." | "What flexibility do you have in the overall package — sign-on, start date, review date?" |
| "Our benefits make up for the lower base." | "The benefits are great. I'd still like to look at base separately." |
| "We could do more equity instead of base." | "Could you share the vesting schedule and current value so I can compare?" |
| "The offer expires Friday." | "Could I have until Monday to give you a considered answer?" |
| "With the bonus, the total package is very competitive." | "How often has the bonus paid out at target in recent years?" |
| "We pay everyone at this level the same." | "Could the role be leveled higher, given my experience with [area]?" |
Get it in writing
When you agree, ask for an updated offer letter that includes every item: base, bonus target, equity, sign-on and its repayment rules, PTO, remote days, title, start date and the first review date. Don't resign from your current job until you have it.
Thank you for working with me on this. To confirm what we agreed:
- Base salary: [amount]
- Sign-on bonus: [amount]
- Start date: [date]
- First pay review: [month]
Could you send the updated offer letter? I'm looking forward to starting.
Best,
[Your name]
Practice this conversation — first 3 minutes free
Reading a script is easy. Saying it while someone pushes back is the hard part.
Start free practice3 minutes free. No credit card.
Related: How to counter offer salary · How to negotiate salary · Salary negotiation email