How to Negotiate Salary on a New Job Offer (2026 Guide)

You got the offer. Congratulations. Now here's the part nobody teaches you in school: you're supposed to negotiate. And no, they won't take the offer away if you do.

Studies consistently show that 73% of employers expect candidates to negotiate. Yet most people accept the first number they're given. The result? They leave anywhere from $5,000 to $15,000 on the table — money that compounds over the course of their career into hundreds of thousands of dollars.

This guide walks you through the entire process, step by step — from the moment you receive the offer to the moment you sign.

Step 1: Don't Accept (or Reject) Right Away

The single biggest mistake people make is responding to an offer emotionally. You're excited, you're relieved, and every fiber of your body wants to say "yes!" on the spot.

Don't. Instead, express gratitude and buy yourself time. Here's exactly what to say:

"Thank you so much — I'm really excited about this opportunity and the team. I'd love to take a couple of days to review the full offer details. Would it be okay if I got back to you by [day]?"

This is completely normal and expected. No reasonable employer will push back on this. You now have time to research, strategize, and prepare your counter.

Step 2: Research the Market Rate

Before you can negotiate, you need to know what the role is actually worth. This is your leverage — numbers, not feelings.

Check these free resources for salary data: Levels.fyi (especially for tech), Glassdoor, Payscale, LinkedIn Salary Insights, and the Bureau of Labor Statistics. Look for the 50th and 75th percentile for your role, location, and experience level.

Pay attention to total compensation, not just base salary. Factor in equity, bonuses, signing bonuses, benefits, and PTO. An offer with a lower base but strong equity could be worth significantly more.

Step 3: Decide What to Ask For

Based on your research, set three numbers:

Your target: The number you'd be happy with. This should be at or above the 50th percentile for your market.

Your stretch: The best-case scenario. Usually the 75th percentile or higher. This is the number you actually ask for, because negotiation involves give and take.

Your floor: The minimum you'd accept. Below this, you walk away (or accept while knowing you'll be looking again soon).

Step 4: Make the Counter (Phone or Email)

You have two options: negotiate over the phone or over email. Phone is faster and allows for real-time conversation. Email gives you control over your words and creates a paper trail. Both work — choose whichever makes you more comfortable.

Whichever you choose, your counter should include three things: enthusiasm for the role, your specific ask (a number, not a range), and a brief justification based on market data or your qualifications.

Here's a framework for the phone call:

"I've had time to review the offer and I'm very excited about joining [Company]. Based on my research into market rates for this role in [location], and given my [X years of experience / specific qualification], I was hoping we could explore a base salary of [$X]. I believe this reflects the value I'll bring to the team, and I'm confident it's within range for this market."

Then stop talking. Silence is your friend. Let them respond.

Step 5: Handle Pushback Like a Pro

Most of the time, the response won't be "no." It'll be something softer — a redirect, a deferral, or a partial yes. Here's how to handle the most common responses:

"This is our best offer" — Respond with: "I understand. Would there be flexibility on other components like the signing bonus, equity, or start date?" Companies often have more flexibility on non-base items.

"The budget is set" — Ask: "If the base is firm, is there room to discuss a performance review at 6 months with a potential adjustment? That way I can demonstrate my value and we can revisit."

"We can revisit after 6 months" — Get it in writing: "I appreciate that. Would it be possible to include that in the offer letter — a guaranteed review at 6 months with a target adjustment of [X]?"

"Other candidates accepted at this level" — Stay calm: "I appreciate the context. I'm evaluating this based on my specific experience and market data, and I want to make sure we start in a place that reflects my expected contribution."

Step 6: Look Beyond Base Salary

If the base salary truly can't move, you still have leverage on other components. Many companies have separate budgets for different parts of the package. Consider negotiating on: signing bonus, equity or RSUs, annual bonus target or guarantee, extra PTO days, remote work flexibility, professional development budget, relocation assistance, or a title upgrade.

A $10K signing bonus, one extra week of PTO, and a remote work agreement can be worth more than a $5K bump in base — and can often be approved by the hiring manager without going through a lengthy approval chain.

Step 7: Get It in Writing and Accept

Once you reach an agreement, ask for an updated offer letter that reflects all the changes. Review it carefully. Then accept with enthusiasm and professionalism.

And congratulations — you just advocated for yourself and likely added thousands of dollars to your starting compensation. That's a skill that compounds for the rest of your career.

The Bottom Line

Negotiation isn't confrontational — it's collaborative. You're not demanding. You're having a professional conversation about fair market value. Companies expect it. Recruiters respect it. And you deserve it.

The biggest risk isn't negotiating and having the offer rescinded (this almost never happens). The biggest risk is not negotiating and leaving real money on the table for the rest of your career.