CareerKit

Free Salary Negotiation Script Generator

Counter offers, raises, and lowballs — with scripts that actually work.

Scenario

0/400

Numbers and structure if you have them — base, equity, bonus, etc.

0/300

What you actually want — specific numbers.

0/600

A competing offer, market data, recent wins, scope expansion — anchor the ask.

Tone

Why negotiate? Because the recruiter expects you to.

Salary negotiation is the highest-ROI 30 minutes in any job hunt. Even a $5,000 base bump compounds: it raises your next offer, your raises, your bonus targets, and in many companies your equity refresh. Yet 4 in 10 candidates don't negotiate at all — often because they don't know how to start the conversation without sounding ungrateful.

Our free salary negotiation script generator removes that friction. Pick the scenario (counter an offer, respond to a lowball, leverage a competing offer, ask for a raise, negotiate benefits), enter your target ask + leverage, and get a ready-to-send email — plus key talking points if it becomes a phone call, plus a short list of things to never say. No signup needed.

How to write a salary negotiation script

  1. 1

    Pick the right scenario

    A counter to an initial offer reads differently than a lowball response. The generator tunes the tone for each case.

  2. 2

    Enter the numbers honestly

    Put the actual offer in (base + equity + signing). The script will reference these directly — vague scripts get vague responses.

  3. 3

    Be specific about leverage

    A competing offer, market data from Levels.fyi/Glassdoor, recent measurable wins, expanded scope. Without leverage, the ask reads as a wish.

  4. 4

    Pick a tone that matches the culture

    Collaborative for warmer companies, firm for senior roles, data-driven for analytical hiring managers.

  5. 5

    Edit, then send within 24 hours

    Read it aloud once before sending. Adjust phrasing that doesn't sound like you. Speed matters — silence reads as acceptance.

Negotiation best practices

  • Never accept on the spot — "Thank you. Let me look this over and come back to you tomorrow" is always the right first response.
  • Anchor high but in range. A 10-20% counter on base is reasonable when you have leverage; 50% gets the offer pulled.
  • Negotiate base FIRST, then signing bonus, then equity. Base compounds via raises; signing is one-time; equity is uncertain.
  • If they can't move on base, ask for: extra PTO, equity refresh, signing bonus, sign-on grant, learning budget, start date flexibility.
  • Never give a number first when asked "what are you looking for?" — flip the question with "What does the budget for this role look like?"
  • Get every revised offer in writing before accepting verbally. "Just to confirm in writing what we discussed…"

Salary negotiation FAQs

Will negotiating make them rescind the offer?▾

For a reasonable counter (under ~15% on base, with stated leverage), it's almost unheard of for an offer to be pulled. Recruiters expect candidates to negotiate — it signals you know your worth. Offers get rescinded for rudeness, dishonesty, or absurd asks, not for the act of countering.

What if I don't have a competing offer?▾

Use market data (Levels.fyi, Glassdoor, Levels.fyi salary surveys), expanded scope of the role vs. the JD, transferable wins from your background, or simply your honest range. The generator handles all of these — pick "leverage" that's genuinely true for you.

Is it better to negotiate by email or call?▾

Email for the initial counter (lets you choose words carefully, creates a paper trail). Call for the back-and-forth if it goes multiple rounds. Use our "talking points" section to prep for the call version.

How much can I really negotiate?▾

On initial offers: 8-15% on base is a typical successful range. On raises at current employers: 5-10% is normal, 15%+ usually requires a competing offer. Equity: 20-30% increases are achievable, especially at earlier-stage companies.

How many scripts can I generate for free?▾

3 per day, no signup. Sign up free to remove the daily limit and save scripts against specific job applications in our tracker.

Should I mention my current salary?▾

No, unless required by law in your jurisdiction. In most US states, employers can no longer ask. If they do ask informally, redirect to: "I'm focused on what makes sense for this role. Based on the scope, I'm targeting [your range]."