How to Counter a Job Offer (Without Risking the Job)
Salary negotiations can be nerve-wracking, especially when you’re excited about a role but the compensation isn’t quite where you want it to be. The good news? Most employers expect a counter-offer. The key is how you do it.
Here’s a step-by-step guide to countering a job offer effectively—without jeopardizing the opportunity.
Pro tip: I usually advise clients to counter by email (vs. live on a phone call) because it allows them to say exactly what they want to say (vs. what “comes out” under pressure on a call). Plus, an email is much easier to forward—the recipient can pass your request to other decision makers (vs. having to paraphrase what you said on a call).
Step 1: Start with Enthusiasm
Your opening sets the tone. Employers want to hire people who are genuinely excited about the job. Before you discuss numbers, reaffirm your interest in the role and company.
Example:
"I’m really excited about this opportunity and the chance to contribute to [Company]. The team has been great, and I can see myself making an impact here."
Pro tip: Keep in mind, “making an impact” is probably something you wouldn’t say if you’re very early on in your career. Tweak these examples to fit your situation.
Step 2: Present Your Counter
Once you’ve set a positive tone, transition into the counter.
Reminder: ideally this is all happening in one email from you to them.
Example:
"After reviewing the offer, doing some research and talking to peers in similar roles, I was hoping to discuss an adjustment to the base salary. Given my experience, I’d like to see if there’s room to bring the compensation closer to [$X]–[$Y]."
Pro tip: If you’re switching industries (and expecting a pay cut), try to still spin your prior experience into an asset for this role.
In this case, your phrasing could be more like this:
"After reviewing the offer, doing some research and talking to peers in similar roles, I was hoping to discuss an adjustment to the base salary. I’d like to see if there’s room to bring the compensation closer to the [$X - $Y] range. In my prior role, my total compensation was [$$$] and I was expecting a promotion in [MONTH/YEAR].
Although my experience in [PRIOR ROLE] isn’t directly aligned with [ROLE APPLIED FOR], I anticipate to hit the ground running very quickly thanks to my experience in [DESCRIBE].”
Step 3: Make It Collaborative (If You’re Not Ready to Walk Away)
Instead of pushing for an exact number, leave room for flexibility.
Example:
"I understand that [COMPANY] may not be able to meet my exact ask and I anticipate some tradeoffs for joining a team that is aligned with my values. However, I wanted to kindly ask the team to take a look at the compensation one more time and see if there’s flexibility to bridge this gap."
This gives the employer space to negotiate internally and shows you want to make it work.
Step 4: Consider the Full Compensation Package
If they can’t budge on salary, there are other valuable perks you can negotiate:
Signing bonus – Helps offset a lower base salary.
Performance bonus – Tied to your success in the role or company performance.
Stock options, RSUs, PPUs – Especially valuable in tech.
Additional vacation days – More paid time off. One of my friends (currently at Microsoft) negotiated a full additional week of vacation.
Professional development budget – Conferences, courses, or certifications.
Remote work or flexible hours – A huge quality-of-life perk.
Here’s another article you’ll find helpful: Everything You Could—and Should—Negotiate in a Salary Negotiation
Example:
"If adjusting the base salary isn’t possible, I’d love to explore other areas where we can close the gap—whether through stock, additional PTO, or professional development opportunities."
Final Thoughts: You Won’t Lose the Offer for Negotiating
It’s extremely rare for an employer to revoke an offer just because a candidate counters.
As long as you’re professional and collaborative, the worst they’ll say is “no.” The two scenarios in which I have seen an offer being revoked were when the candidate was being very rude (i.e., not a fit) or when the company shouldn’t have been hiring in the first place (e.g., they don’t actually have the budget and this was a bad business decision).
Now go get that raise. 🚀
Need More Help? I coach professionals through salary negotiations to help them land better compensation packages. If you need personalized strategies, feel free to reach out!
Disclaimer: This post is for informational purposes only and does not constitute financial or legal advice. Always consult with a professional before making decisions related to salary negotiations or employment contracts.