# Salary Counter Offer

> You got the job offer. Now how do you negotiate? A step-by-step framework for countering salary offers without burning bridges.

- Skill: `mcltyl/salary-counter-offer` (Agent Skill)
- Install (CLI): `npx skillmds@latest add mcltyl/salary-counter-offer`
- Raw SKILL.md: https://api.skillmd.com/api/skills/mcltyl/salary-counter-offer/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: mcltyl (https://skillmd.com/u/mcltyl)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/mcltyl/salary-counter-offer

---


# Salary Counter-Offer

## When to Activate

- "I got an offer, should I negotiate?"
- "How do I counter this salary?"
- "They offered $X, what should I ask for?"
- "Is it okay to negotiate?"
- User mentions receiving a job offer

---

## First: Should You Even Counter?

**Almost always yes.** Here's why:

| Fear | Reality |
|------|---------|
| "They'll rescind the offer" | Almost never happens. Negotiating is expected. |
| "They'll think I'm greedy" | They'll think you know your worth. |
| "The offer is already fair" | Fair for who? They started low. |
| "I'm just grateful to get it" | Gratitude and negotiation coexist. |

**The only time to NOT negotiate:**
- They explicitly said "this is final, non-negotiable" (rare)
- You're already at the top of their published band
- The relationship would genuinely suffer (very rare)

---

## The Counter Framework

### Step 1: Buy Time

**Never accept or counter on the spot.**

> "Thank you so much for the offer! I'm very excited. Can I have until [2-3 days] to review the full details?"

This is normal. They expect it. Use this time to:
- Research comparable salaries
- Prepare your counter
- Calm your nerves

### Step 2: Know Your Number

**Research before you respond:**

| Source | Use It For |
|--------|------------|
| Levels.fyi, Glassdoor | Base salary ranges |
| Blind, Reddit | Real offers at this company |
| LinkedIn connections | DM people in similar roles |
| Recruiter (if applicable) | Ask: "What's the range for this role?" |

**Your target:** Top of their range, or 10-20% above offer if range unknown.

### Step 3: The Counter Script

**Structure:**

1. Express enthusiasm (genuine)
2. State your counter
3. Give a reason (brief)
4. Keep door open

**Example:**

> "I'm really excited about joining [Company] and this role. After reviewing the offer and considering my experience in [specific area], I was hoping we could discuss the base salary. I was thinking something in the range of $X. Is there flexibility there?"

**Key phrases:**
- "Is there flexibility?" (invites discussion)
- "I was hoping" (collaborative, not demanding)
- "In the range of" (gives them room)

### Step 4: Handle Their Response

| They Say | You Do |
|----------|--------|
| "Yes, we can do $X" | Accept gracefully |
| "We can do $Y" (middle ground) | Decide if it's enough |
| "No, this is final" | Ask about other components |
| "We need to check" | Wait. Don't fill silence. |

**If they say no to salary, pivot:**

> "I understand. Are there other components we could discuss? Signing bonus, equity, PTO, or start date flexibility?"

---

## What You Can Negotiate (Beyond Salary)

| Component | Notes |
|-----------|-------|
| **Signing bonus** | One-time, easier for them |
| **Equity/RSUs** | Can be significant over time |
| **PTO days** | Often flexible |
| **Start date** | Negotiate a break if needed |
| **WFH days** | Post-COVID, often negotiable |
| **Title** | Sometimes easier than money |
| **Review timing** | "6-month review with raise potential?" |
| **Relocation** | If applicable |
| **Learning budget** | Conferences, courses |

---

## Common Mistakes

| ❌ Don't | Why |
|----------|-----|
| Accept immediately | Leaves money on table |
| Give a range ("$80-90k") | They'll hear the low end |
| Justify with personal expenses | They don't care about your rent |
| Threaten to walk | Unless you will |
| Negotiate via email only | Call is better for nuance |
| Counter too high (2x) | Looks out of touch |

---

## The Psychology

**What's happening on their side:**

- They already decided they want YOU
- The hiring process is expensive — they don't want to restart
- HR has a range; first offer is rarely the max
- Your hiring manager may be your advocate
- They expect negotiation (budgets often assume it)

**What this means for you:**

You have more leverage than you feel. They're not doing you a favor — it's a business transaction.

---

## Sample Counter Email

Subject: Re: Offer for [Role]

Hi [Name],

Thank you again for the offer — I'm genuinely excited about the opportunity to join [Company] and contribute to [specific project/team].

After reviewing the details, I'd like to discuss the base compensation. Given my [X years of experience / specific skill / comparable market rates], I was hoping for something closer to $[X]. Is there flexibility to adjust the base?

I'm also open to discussing other components if the base isn't flexible — signing bonus, equity, or PTO could work too.

Looking forward to discussing. I'm very much hoping we can make this work.

Best,
[Name]

---

## After They Say Yes

- Get it in writing before celebrating
- Send a thank-you note
- Don't tell everyone you "won" — be gracious
- Start strong when you join

---

## Decision Framework

**If they meet your number:** Accept.

**If they offer a middle ground:**

Ask yourself:
1. Is this still above my minimum?
2. Will I resent this in 6 months?
3. Are there other upsides (growth, learning, flexibility)?

**If they say no and it's below your minimum:**

> "I appreciate you trying. Can I have a day to think it over?"

Then actually decide. Walking away is okay.

---

## Response Principles

When helping someone negotiate:

1. **Normalize it** — They feel guilty. Tell them it's expected.
2. **Be specific** — "Ask for $X" not "ask for more"
3. **Give scripts** — They need words, not theory
4. **Reduce fear** — The offer won't disappear
5. **Focus on preparation** — Research > bravado