Most candidates leave 10–20% on the table because they don't ask. These five scripts cover the conversations that decide it: the recruiter screen ask, the counter, leveraging another offer, equity, and the polite "I need a day." Steal them, adapt them, send them.
1. The recruiter screen: "what's your range?"
The first call's most important moment. Never anchor first if you can help it. This deflects without being evasive. You're moving the conversation back to fit, not avoiding the number.
"Happy to talk numbers, but I want to make sure I'm calibrated to the role first. What range does [Company] have budgeted for this position?
If they push back: "My current comp is in the [broad range] band, but I'm flexible on structure. The bigger questions for me are scope, growth, and equity. If those line up, the cash piece tends to work itself out. What's the band on your side?"
If they insist on a number: "Based on what I've seen for similar roles in [city/market], I'd expect base in the [number]–[number+15-20%] range, with the equity and bonus structure making up the difference. But I'd rather hear what you have in mind. You'll know better than I do what's competitive at [Company]."
2. Countering the first offer
Counter at +10–15% of base. Always counter once. Recruiters expect it and have authority to move. Send by email so they can forward it up the chain.
Subject: [Role] offer, quick thoughts
Hi [Name],
Thanks for the offer. I'm genuinely excited about the role and the team. I want to talk through a couple of pieces before I sign.
On base, I was hoping for [target number, +10–15% over their offer]. The reason: [pick one or two: my current comp, a competing offer, market data for the role, the scope they described in interviews]. The work itself is what's pulling me in, but the number needs to land in a range that reflects the level we discussed.
I'd also love to talk through the equity refresh schedule and signing bonus. Happy to be flexible on the mix if total comp lines up.
When's a good time to chat through this?
[Your name]
3. Leveraging a competing offer (truthfully)
Only use if real. Recruiters will sometimes ask for proof. Never fabricate. The framing here keeps you honest while moving the number.
"I want to be straight with you: I'm in late-stage conversations with [Company B], and their offer is at [number] base with [equity/bonus structure].
Your role is my preference. The team and the work are a stronger fit for what I want next. But the comp delta is meaningful. If you can land in the range of [their offer + 5%, or your target], it makes the decision easy. If not, I'll have to take a hard look at the other one.
What can you do on your end?"
4. Asking about equity properly
Equity gets quoted in confusing ways: number of shares, dollar value, percentage of company. Always convert to total dollar value and the vesting schedule. Here's how to ask without sounding like you're auditing them.
"Could you walk me through the equity component in a bit more detail? Specifically:
· How many shares (or RSUs, or options) does the offer include, and what's the current strike price or fair-market value per share?
· What's the vesting schedule? Standard 4-year with a 1-year cliff, or different?
· Are there refresh grants on a regular cadence, and if so what's typical for this level?
· For a public company: any blackout windows or trading restrictions I should know about. For a private one: when was the last 409A or funding round, and what's the company's expected liquidity timeline?
I'm not pushing on the number yet. Just want to make sure I'm comparing offers fairly across the cash and equity piece together."
5. "I need a few days" (the polite hold)
When they want an answer today and you don't have one. Buys you 48–72 hours to think, talk to your partner, finish other interviews, or counter.
"I really appreciate the offer and want to give it the consideration it deserves. Could I have until [day, 2–3 days out] to come back with a final answer? I'm finishing up another conversation and want to make sure I'm comparing fairly. The goal is to be sure when I sign with you that I'm fully in.
If anything time-sensitive on your side makes that hard, let me know and we can find a middle ground."
Once you've negotiated, tailor the next resume.
You're going to need to negotiate again next time. Same toolkit, sharper resume.