How to negotiate salary: what recruiters wish you knew

Here is something most people never hear from the other side of the table: by the time a company makes you an offer, they have already decided they want you. A respectful counteroffer is a normal part of hiring. Yet most of us take the first number, thank everyone and wonder later what we left behind. If you are looking for ways to make more money, asking at the offer stage is a good place to start. This guide is written from the hiring side, so you know what is actually happening when you ask.

Recruiters often say the candidates who negotiate best are not the boldest ones, they are the most prepared. That is good news, because preparation is something you can learn, and the steps below show you how.

Most people do not ask, and most who ask get something

In a Pew Research Center survey, only 28% of women and 32% of men said they asked for higher pay than first offered the last time they were hired. Of the workers who did ask, 28% got the pay they asked for and another 38% got more than the original offer, though less than they asked for.¹ That is about two in three people who asked coming out ahead.

Asking is not always rewarded equally. A study of Australian workers, summarized in Harvard Business Review, found that women asked for raises as often as men but got them 15% of the time, compared with 20% for men.² And in 2024, women working full time in the US earned 83% of what men earned in median weekly pay, according to the Bureau of Labor Statistics.³ None of that means you should not ask. It means asking well matters.

What happens on the hiring side when you get an offer

• There is usually a range. Most roles have a pay band, and the first offer is often not at the top of it. That is where your room to move lives.
• The recruiter wants to close. By the offer stage, a recruiter has put weeks into this search. A polite, specific counteroffer rarely makes them walk away. It gives them something to take back to the hiring manager.
• They need a reason. “I’d like more” is hard to get approved. “Based on the scope of this role and market data, I’m asking for X” gives your recruiter what they need to make the case for you internally.

Here is what a strong ask often looks like from the hiring side: the candidate thanks the recruiter, names one specific number backed by market data and explains it in a single sentence. A request like that is easy to take to a hiring manager, which makes it far easier to say yes to.

Step 1: Know your number before the call

Research what the role pays where you live. Good places to start:

• Pay ranges in job postings. In some places they are required. New York State requires most employers to list compensation ranges for advertised jobs,⁴ and Colorado requires pay to be disclosed in job postings.⁵ Even if your state has no such rule, similar postings elsewhere show you the market.
• Government data. The Bureau of Labor Statistics publishes occupational wage data by job and location.
• People in your field. Ask peers you trust what roles like this pay.

Then set three numbers: your target, your walk-away (the lowest you would accept) and your ask, a little above your target so there is room to meet in the middle.

Step 2: Say thank you, then take a beat

You do not have to answer on the spot. “Thank you, I’m really excited about this. Could I have a day or two to look over the full offer?” is completely normal. Ask to see the offer in writing, including base pay, any bonus, benefits and start date.

Step 3: Ask with enthusiasm and a number

Lead with interest, then be specific. A script you can adapt:

“I’m really excited about this role and the team. Based on the scope of the position and what I’m seeing for similar roles in [city], I was hoping for a base salary closer to $X. Is there flexibility there?”

Use one number, not a range. If you say “$70,000 to $75,000,” you will almost always hear $70,000. Then stop talking and let them respond. The pause will feel long. That is normal.

Step 4: Negotiate more than the base salary

If base pay truly is fixed, other parts of an offer often are not:

• A sign-on bonus
• A pay review in writing at six months instead of twelve
• Extra paid time off
• Remote or hybrid days
• A later start date
• Your title, which shapes your next salary
• A budget for training or certifications

Pick the one or two that matter most to you rather than asking for everything at once.

Step 5: Get the final offer in writing

Once you agree, ask for an updated offer letter that reflects every change, including anything promised on a call, before you resign from your current job.

What to skip

• Leading with your current salary. Your past pay is not the measure of this role. Redirect to what the job is worth: “I’m focused on what’s fair for this position. Based on my research, I’m looking for around $X.”
• Apologizing for asking. “Sorry, I know this is awkward” weakens a strong ask. You are having a normal business conversation.
• Bluffing about other offers. If you have one, you can mention it honestly. If not, market data is enough.
• Ultimatums you do not mean. Keep the tone warm and make it clear you want the job.

If recruiters could give every candidate one tip, it would often be this: ask once, clearly and kindly, then pause and let the other side respond. A calm silence after your number does more work than any extra explanation.

Why this matters for your money

Your starting salary is the base that future raises and offers often build on, so a few thousand dollars now can keep paying you for years. And if you are paying down debt, earning more is one of the strongest levers you have. Try a higher monthly payment in the free Haluvra debt payoff calculator and see how much closer your debt-free date gets. Once the debt is gone, the same raise can keep working for you through savings goals, like an emergency fund.

Frequently asked questions

Sources

1. Pew Research Center, “When negotiating starting salaries, most U.S. women and men don’t ask for higher pay” (2023)
2. Artz, Goodall and Oswald, “Research: Women Ask for Raises as Often as Men, but Are Less Likely to Get Them,” Harvard Business Review (2018)
3. U.S. Bureau of Labor Statistics, “Highlights of women’s earnings in 2024”
4. New York State Department of Labor, “Pay Transparency”
5. Colorado Department of Labor and Employment, “Equal Pay for Equal Work Act”