How to negotiate salary after a job offer

Most people accept the first offer. They should not. Research consistently shows that candidates who negotiate receive higher starting salaries — and the risk of losing an offer by negotiating professionally is very low. Employers expect negotiation. They frequently leave room for it deliberately.

This guide covers exactly what to say, when to push, and how to negotiate without damaging the relationship or the offer.

Before the conversation: know your number

Negotiating without knowing your market rate is guessing. Before any offer conversation, research: what this specific role pays in your geography and industry, what your current total compensation is (base, bonus, benefits), and what your walk-away number is — the minimum you would accept. Having these three numbers clear in your head before the call changes everything.

Sources: LinkedIn Salary, Glassdoor, ACAMS and ACCA salary surveys for compliance roles, conversations with recruiters (always useful even if you are not using a recruiter for this specific role), and your professional network. Benchmark to your specific role, location, and experience level — not generic "finance" averages.

When they make the offer

Do not accept on the call. Thank them sincerely, express genuine enthusiasm for the role, and ask for a day or two to review. This is completely standard and universally expected. Use that time to decide whether you want to negotiate and at what level.

Word-for-word scripts

Script 1: Counter with a specific number

"Thank you for the offer — I am genuinely excited about this role and the team. Having reviewed it carefully, I was hoping we could discuss the base salary. Based on my research and my experience with [specific skill or credential], I was expecting something closer to [your number]. Is there flexibility there?"

Script 2: When they say the number is fixed

"I understand — could we look at some of the other elements of the package? Even a one-time signing bonus or an earlier performance review would make a real difference to my decision."

Script 3: When you have a competing offer

"I want to be transparent — I have another offer at [number]. Your role is my preference because of [specific reason], and I would not want salary to be the reason I make the wrong decision. Is there any way to close that gap?"

What else is negotiable beyond base salary

• Signing bonus — particularly useful when you are leaving unvested equity or a bonus cycle at your current firm
• Earlier performance review — ask for a six-month review instead of twelve to create an earlier promotion or salary increase opportunity
• Remote working arrangements — flexibility that saves commute time has real monetary value
• Additional annual leave — often easier for employers to grant than salary increases
• Learning and development budget — relevant for certifications like CAMS or CFA
• Notice period buy-out contribution — if your current notice is long, asking for a contribution is reasonable

When not to negotiate

If the role is a significant step up in seniority and the offer is already at or above market, pushing hard on salary can send the wrong signal. The same applies if you are changing industries where your prior experience has limited direct transferability — the employer is already taking more risk on you. In these situations, negotiate non-monetary terms instead and build your track record in the new environment.