Most candidates accept the first salary offer without negotiating. Most employers expect negotiation and have room above the initial number. Here's how to do it properly.
Most candidates accept the first salary number they're offered without negotiating. Most employers expect negotiation and have built room into their initial offer specifically because they expect it. The result is a persistent gap between what people earn and what they could have earned — a gap that compounds significantly over a career because future raises and offers are often pegged to current salary. Negotiating your salary is one of the highest-return conversations you'll have in your professional life. Here's how to have it.
TLDR
Most first offers have room above them. Most employers expect negotiation. Not asking is leaving money on the table.
Research your market rate before the offer conversation. Go in with a specific number, not "more."
The negotiation happens after the verbal offer, before you sign. This is your window.
The script is simpler than you think. "I'm very excited about the role. Based on my research and experience, I was hoping for [X]. Is there flexibility there?"
Before the conversation: research your number
Negotiating effectively requires knowing what you should be earning. Vague requests for "more" are easy to deflect. A specific, researched number is harder to dismiss.
Sources for salary data:
Glassdoor: company-specific salary data submitted by employees
LinkedIn Salary: industry and role benchmarks by location
Levels.fyi: tech-specific compensation data including equity
Google: "[Role title] salary [city] 2026" surfaces multiple data points
Talking to people in similar roles — genuinely the best source if you have the network for it
Look at the range for your role, level, and location. Aim for the upper-middle of that range as your opening ask. Going to the top of the range is reasonable if you have distinctive experience. Going above it requires exceptional justification.
When to negotiate
The negotiation happens after a verbal offer has been made and before you sign anything. This is your window.
Before an offer is made, deflect salary questions. "I'm focused on finding the right fit — I'd like to understand the full compensation package when you're ready to make an offer." This preserves your flexibility and avoids anchoring the number too early.
Once an offer is made, thank them, express genuine enthusiasm, and ask for time to consider it — "I'm really excited about this. Could I have until [date] to review the details?" This buys you time to evaluate and prepare your response without pressure.
The script
Call or video call is better than email for negotiation. It's harder to say no to a person than to a written request, and you can read the response in real time.
Script:
"Thank you so much for the offer — I'm genuinely excited about the role and the team. I've done some research on market rates for this role and given my experience in [specific relevant area], I was hoping the base could be closer to [specific number]. Is there flexibility there?"
Then stop talking. Wait for their response.
What this does: It's specific (you have a number), grounded (market research), confident (not apologetic), and gives them an easy yes or no.
Getting to the offer conversation is the prerequisite — Ace keeps your application pipeline full automatically, so you're more likely to be negotiating from a position of choice rather than desperation.
If they push back
The most common response to a salary negotiation is not "no" — it's "we don't have flexibility on base, but we can look at [bonus/equity/start date/remote days/title]." This is a real offer and worth evaluating. Total compensation includes more than base salary.
If the base is genuinely fixed and the total package is still below what you need, you can ask: "Given that the base isn't flexible, could we revisit it after six months based on performance?" Many employers will agree to this if they want you enough.
If they simply say no and the offer is fair for the role, you have a clear decision to make. Your negotiation hasn't hurt your candidacy — most employers respect the ask even when they can't accommodate it.
What not to do
Don't apologize for asking. "Sorry to be difficult, but..." signals that you think you're asking for something unreasonable. You're not.
Don't give a range. If you say "I'm looking for £55,000-£65,000," they will offer £55,000. Give a specific number.
Don't bring up personal financial needs. The market rate for your skills is the relevant justification, not your rent or loans.
Don't make it adversarial. You're working together to find a number that works. The tone should be collaborative, not combative.
The bottom line
Salary negotiation is one of the highest-return conversations you'll have in your career, and most candidates skip it. The evidence is consistent: employers expect negotiation, they've built room into first offers, and asking professionally almost never results in an offer being withdrawn. Prepare your number before the conversation, state it with confidence, and let silence work in your favour. Ace gets you to more offer conversations by keeping applications moving automatically — more offers means more chances to practise this.
For evaluating what the full offer is actually worth: How to Evaluate a Job Offer. For negotiating a signing bonus on top: How to Negotiate a Sign-On Bonus.
Get to offers faster with Ace — free to try on iOS and Android
FAQ
Will negotiating a job offer make them rescind it?
Almost never, for professional roles. Employers may be surprised if they're not used to it, but a reasonable negotiation request rarely changes a hiring decision. They've already decided they want you — the negotiation is about finding a number that works.
What if they ask for your current salary?
In many UK jurisdictions employers are moving away from this question and some US states prohibit it. If asked, you can deflect: "I'd prefer to focus on the market rate for this role and what you have budgeted." If you must answer, give a truthful current total compensation figure.
How much should I ask for above the offer?
Typically 10-20% above the initial offer is a reasonable starting point for professional roles with room to negotiate. More than 20% above the offer is likely to be declined and may create friction. Research the range for your role and use that as your guide.
Should you negotiate every job offer?
Yes, unless the offer is already at the top of the range for your role and location. The cost of asking is low. The cost of not asking is real.
How do you negotiate when the employer says the salary is fixed?
Shift to other components: signing bonus, extra holiday days, professional development budget, remote work flexibility, earlier performance review. Most employers have more flexibility on non-salary elements than on base pay. If everything is truly fixed, you have the information you need to make a decision.
