How to Negotiate Salary for Your First Job (With Scripts)
Yes, you should negotiate your first job offer. Most employers expect it, and failing to negotiate can cost you tens of thousands of dollars over your career. Here's exactly how to do it without sounding greedy or losing the offer.
The Data: Why You Must Negotiate
Let's start with the facts:
- 73% of employers are willing to negotiate salary on an initial offer (CareerBuilder)
- 55% of workers don't ask, leaving money on the table (CareerBuilder)
- People who negotiate earn an average of 18.83% more than their original offer (The Interview Guys, 2024)
- Increases ranged from 5% to 100% depending on role, industry, and negotiation skill
- One-third of workers negotiated their salary in 2024 (Procurement Tactics)
The compound effect: If you start $5,000 lower than you could have, and get 3% annual raises, that $5,000 gap compounds to over $200,000 in lost earnings over 40 years. Negotiating your first salary isn't greedy—it's financially responsible.
When You Can Negotiate (and When You Can't)
You CAN Negotiate If:
- You have a written job offer: Never negotiate before the offer is in writing
- The offer is below market rate: If research shows you're underpaid, you have leverage
- You have competing offers: Even if the other offer is lower, it proves your market value
- The role has flexibility: Most corporate jobs have salary ranges with wiggle room
- You bring unique skills or experience: If you exceed their "typical" hire, you can justify higher pay
You Probably Can't Negotiate If:
- It's a union or government job: Salary is often fixed by pay grade/level
- It's an internship or hourly retail/service job: Less flexibility, though you can still try
- They explicitly said "this is non-negotiable": Rare, but some companies (big tech, government) have fixed bands
- The offer is already at the top of market range: If they're offering $80K for a $60-75K role, don't push
Step-by-Step: How to Negotiate Your First Salary
Step 1: Research the Market (Before You Apply)
Know your worth before you interview. Use these resources:
- Glassdoor: Search your job title + city for salary ranges
- Levels.fyi: Best for tech salaries (specific to company, level, location)
- Payscale: Detailed salary reports by experience, education, and location
- LinkedIn Salary: Crowd-sourced data filtered by job title, company, and geography
- BLS.gov: U.S. Bureau of Labor Statistics for industry-wide averages
Target the 75th percentile: Aim high (75th percentile) in your initial ask, knowing you'll likely negotiate down to the 60th-70th percentile (Careery.pro, 2026).
Step 2: Wait for the Offer
Never bring up salary first. Let the employer make the initial offer. If they ask for your salary expectations during the interview, deflect:
Interviewer: "What are your salary expectations?"
You: "I'm flexible and want to make sure this is the right fit first. I'm confident we can find a number that works for both of us once we're aligned on the role. What's the budgeted range for this position?"
This flips the question back to them without anchoring yourself to a low number.
Step 3: Get the Offer in Writing
Don't negotiate over the phone. Ask for the offer in writing (email is fine):
Recruiter: "We'd like to offer you the role at $X."
You: "That's exciting! Thank you. Can you send me the full offer details in writing so I can review everything? I want to make sure I understand the full compensation package."
Step 4: Review the Full Package (Not Just Base Salary)
Total compensation includes more than base salary:
- Base salary: Your annual pay
- Bonus/commission: Performance bonuses, signing bonuses, stock options, equity
- Benefits: Health insurance, 401(k) match, PTO, remote work, professional development budget
- Perks: Gym memberships, commuter benefits, student loan assistance, relocation costs
A lower base salary with great benefits might be better than a higher salary with weak benefits. Do the math.
Step 5: Craft Your Counteroffer
Use this formula:
- Express enthusiasm for the role
- State your counteroffer with justification (market research, skills, competing offers)
- Be open to discussion
Email Script #1: Standard Negotiation (No Competing Offer)
Subject: Re: Job Offer – [Your Name]
Hi [Hiring Manager/Recruiter Name],
Thank you so much for the offer to join [Company] as [Job Title]. I'm very excited about the opportunity and the team.
After reviewing the offer and researching market rates for this role in [City], I was hoping we could discuss the base salary. Based on my research (Glassdoor, Payscale, and LinkedIn Salary), the market rate for this position with my experience level is $[X] to $[Y]. Given my [specific skills/certifications/relevant experience], I was hoping for a base salary closer to $[Your Target].
I'm confident I can bring immediate value to the team, especially in [mention 1-2 specific areas relevant to the role]. I'm very interested in this position and hope we can find a number that works for both of us.
Looking forward to discussing this further.
Best regards,
[Your Name]
Why This Works:
- Shows enthusiasm: Reassures them you're not just playing games
- Data-backed: You're not pulling numbers out of thin air—you did research
- Specific skills: Justifies why you're worth more than the "typical" hire
- Collaborative tone: "Hope we can find a number that works" shows flexibility
Email Script #2: Negotiation with Competing Offer
Subject: Re: Job Offer – [Your Name]
Hi [Hiring Manager/Recruiter Name],
Thank you for the offer to join [Company] as [Job Title]. I'm genuinely excited about the opportunity and the work your team is doing.
I wanted to be transparent: I've received another offer for $[Competing Offer Amount], but [Company] remains my top choice because of [specific reason: team, mission, growth opportunity, etc.]. However, the salary gap is significant.
Would it be possible to increase the base salary to $[Your Target] to help bridge that gap? I'm confident I can deliver strong results and would love to make this work.
I'd be happy to discuss this further at your convenience.
Best regards,
[Your Name]
Why This Works:
- Creates urgency: Competing offer shows you're in demand
- Positions them as your top choice: Flattering and shows you're not just chasing money
- Transparent: Honest about the gap without being manipulative
Phone Script (If They Call You)
If the recruiter calls to discuss salary, stay calm and follow this structure:
Recruiter: "So, what are your thoughts on the offer?"
You: "I'm really excited about the role and the team. The offer is competitive, but I was hoping we could discuss the base salary. Based on my research, the market rate for this role is $X to $Y, and given my [specific skills/experience], I was hoping for something closer to $[Your Target]. Is there flexibility there?"
Recruiter: "Let me see what I can do."
You: "Thank you! I really appreciate it. I'm very interested and confident we can find a number that works."
How Much Should You Ask For?
General rule: Ask for 10-20% more than the initial offer.
- If they offer $50,000, ask for $55,000-$60,000
- If they offer $70,000, ask for $77,000-$84,000
Why this range works: Most companies build in 5-15% wiggle room in their initial offers. Asking for 10-20% more is realistic and shows you're serious but not unreasonable.
Exception: If their initial offer is way below market (e.g., offering $45K for a role that pays $60-70K), you can ask for more—but be prepared for them to say no and consider walking away.
Common Negotiation Mistakes (and How to Avoid Them)
1. Apologizing or Being Too Soft
Don't say: "I'm sorry to bring this up, but I was hoping maybe we could talk about salary if that's okay?"
Do say: "I'm excited about the role. I'd like to discuss the base salary to ensure we're aligned."
You're not asking for a favor—you're negotiating a business transaction. Be polite but confident.
2. Giving a Specific Number Without Justification
Don't say: "I want $X."
Do say: "Based on market research and my experience, I was hoping for $X."
Always tie your ask to data (market rates), skills (certifications, relevant experience), orcompeting offers.
3. Negotiating Too Many Things at Once
Pick your battles. If you negotiate base salary, bonus, PTO, remote work, and relocation all at once, you look difficult. Prioritize 1-2 things (usually base salary + one other item).
4. Lying About Competing Offers
Never make up a competing offer. If they call your bluff and ask for proof (offer letter), you're done. Only mention competing offers if they're real.
5. Accepting Immediately Out of Excitement
Even if the offer is great, never accept on the spot. Always say:
"This is exciting! Can I have 24-48 hours to review the details and get back to you?"
This gives you time to research, think, and negotiate without pressure.
What If They Say No?
If they won't budge on salary, negotiate other things:
- Signing bonus: "If salary is fixed, would a $X signing bonus be possible?"
- Performance review timeline: "Can we schedule a 6-month review with potential for salary adjustment based on performance?"
- Additional PTO: "Would an extra week of PTO be possible?"
- Remote work: "Can I work remotely 2-3 days per week?"
- Professional development: "Is there a budget for conferences, courses, or certifications?"
- Relocation assistance: If you're moving, this can save thousands
What If You're Really Entry-Level?
Even with zero experience, you can negotiate if:
- The offer is below market rate for entry-level roles in your city
- You have relevant internships, projects, or certifications
- You have competing offers (even internships or part-time roles)
Example script for entry-level:
"Thank you for the offer. I'm very excited about this opportunity. I did some research, and entry-level roles in [City] for [Job Title] typically range from $X to $Y. Given my internship experience at [Company] and my certification in [Skill], I was hoping we could discuss a base salary closer to $[Target]. I'm confident I can deliver strong results from day one."
Final Checklist Before You Negotiate
- ✓ I have the offer in writing
- ✓ I've researched market rates (Glassdoor, Payscale, Levels.fyi, LinkedIn)
- ✓ I know my target salary (75th percentile) and my walk-away number (minimum acceptable)
- ✓ I've identified 1-2 key justifications (skills, certifications, market data, competing offers)
- ✓ I've drafted my counteroffer email (enthusiastic, data-backed, collaborative)
- ✓ I'm prepared to negotiate non-salary items if they won't budge on base pay
- ✓ I'm ready to walk away if the offer doesn't meet my minimum (rare, but important)
Pro Tip
The worst they can say is "no." Companies don't rescind offers because you negotiated (unless you're wildly unreasonable or rude). 73% of employers expect negotiation. Not asking costs you money—immediately and compounded over your career. Always negotiate.
Real Example: Negotiation That Worked
Situation: Software engineer, first job out of bootcamp, offer of $75,000 in Seattle.
Research: Glassdoor showed entry-level SWE roles in Seattle pay $80-95K.
Negotiation: Asked for $85K, citing bootcamp projects (portfolio) and a competing offer from a smaller startup at $78K.
Result: Company came back at $82K + $3K signing bonus. Total comp: $85K. A $10K increase from the initial offer.
Resources
- Salary research: Glassdoor, Payscale, Levels.fyi, LinkedIn Salary
- Negotiation guides: "Never Split the Difference" by Chris Voss (book)
- State salary transparency laws: Some states (CA, CO, NY, WA) require salary ranges in job postings—use this data