How to Negotiate a Job Offer: Scripts, Tips & Examples

You’ve landed a job offer, congrats! Now comes the often-dreaded part: negotiating a compensation package that makes sense for you and your prospective employer.  

These conversations can be complex because they encompass a range of factors, from your level of experience and the role you're about to accept to the employer’s salary budget and total rewards offering.

The key is to approach salary conversations with professionalism, setting the stage for a strong, transparent working relationship.

Below, our recruiters share their best advice, answering common candidate questions and providing practical scripts and templates, so you can steer the conversation with confidence.

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How to Determine Your Value and Salary Range

Before you negotiate, you need a clear sense of what’s fair for your role, skills and market. Going in with research not only boosts your confidence, but it also shows employers you’ve done your homework.  

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Pay Transparency

Based on your location — or the location of the employer if you’re applying for a remote position — your research could get a boost from pay transparency legislation. In many jurisdictions across Canada, pay transparency legislation requires that employers post the salary (or a salary range) for open roles right in the job ad. This type of legislation will come into effect in Ontario as of January 1, 2026, when employers with 25 employees or more in the province will be required to post the exact salary for an open role or a pay range no wider than $50,000 (except for roles that pay more than $200,000 annually).

Even if a posted salary range is quite broad, you will still get a better sense of whether to apply to the role and what a reasonable salary ask is.  

Aside from the job ad itself, here's how to start your research:

1. Research market ranges. Look up salary data for your role, industry and location. Tools like Glassdoor Salary, Indeed Salary Search and Payscale offer up-to-date benchmarks you can use as a reference point.

• ‍Example: A marketing coordinator role in Toronto may list at $52,000-$65,000 depending on experience. If you bring five years of experience and advanced skills in analytics, you’d be aiming toward the higher end.

2. Factor in your experience, certifications and skills. Consider what sets you apart — leadership experience, certifications, tech skills or niche expertise. These often justify positioning yourself above the midpoint of the range.

• ‍Example: If you’re applying for a project manager role and already have a PMP certification, that credential can bump you into a higher salary bracket.

3. Look at the whole package. While salary is important, total compensation includes vacation and other types of paid time off, benefits, flexible work, growth opportunities and more. Sometimes an extra week of paid time off or a funded course can add as much value as a few thousand dollars in salary.

• ‍Example: An HR advisor role may cap at $70,000, but if the employer offers a $2,000 annual professional development budget, that directly supports your career growth.
  
• ‍Recruiter Tip: Be flexible and open-minded. Go into your negotiation with a realistic range, not just a single number. Aim a little above your minimum, so there’s room to land at a number you’re happy with.

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Q&A: Negotiating Compensation

Q1. Is it normal to negotiate a job offer?

Expert Answer: Yes. Employers usually expect some conversation around pay and benefits. Most hiring managers will not be offended if you ask respectfully. In fact, 65% of Canadian managers say they anticipate at least one round of negotiations (HR Reporter). When you ask with professionalism, you show confidence in your skills and set a tone of open communication from day one.

Phone Script:

“Thank you so much for the offer. I am very excited about the opportunity to contribute here. Before finalizing, I was hoping we could revisit the compensation. Given my experience in [past role], and considering the scope of [new role/project/responsibilities], I was hoping we could get closer to $X–$Y. Is there any room for flexibility?”

Email Template:

Subject: Quick follow up on offer

Hi [Name],

Thank you again for the offer. I am genuinely excited about the role and the chance to work with your team. Before I finalize, I was hoping we could touch base about compensation. Given my background in [skill], I was targeting something closer to $X–$Y. Would you be open to a conversation about this?

Best,

[Your Name]

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Q2. At what point in the interview process should I negotiate?

Expert Answer: The right time to start negotiating is after you’ve received a verbal or written offer, but before you sign. During the interview stage, your focus should be on showcasing your skills, experience and fit for the role. Once you’re selected as the top candidate, that’s your opportunity to ask questions, discuss details and clarify the terms of the offer.

Email template (to set up a call):

Subject: Quick call to discuss offer

Hi [Name],

Thank you again for the offer. I am very excited about this opportunity and contributing as a member of your team. Before finalizing, would you be open to having a quick call to go over a few details of the package? A 10-15-minute conversation should be plenty.

Best,

[Your Name]

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Q3. What do I do if the salary is fixed?

Expert Answer: Some employers work within strict salary bands, especially in government or unionized roles, but this doesn’t mean you can’t negotiate at all. Try shifting the conversation to other aspects of the offer that make a big difference in your day-to-day life.

For example, you could ask for:

• Extra vacation days

• Flexible hours or a hybrid schedule

• Professional development budget

• Early salary or title review

• Signing bonus

• Relocation or commuting support

What to say:

“I understand entirely if the base salary is fixed. In that case, the things that would make the role even more sustainable for me would be an extra week of vacation and a professional development allowance. Is there room to explore those?”

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Q4. How do I negotiate without sounding pushy?

Expert Answer: To set the right tone, begin by expressing genuine excitement about the role and the opportunity to join the team. Then, calmly share your request with a clear, thoughtful explanation. Keep the tone collaborative — a signal of who you are as a colleague and how you will work with your future employer once you sign the offer. Instead of ultimatums, frame the conversation as finding common ground that works for both sides.  

Phone Script:

“I am genuinely excited about joining the team and contributing right away. Given my background in [past role or skill] and the role’s scope, I was hoping for a salary of $X. If the salary is set, perhaps we could talk about a signing bonus or a shorter timeline for the first salary review. What do you think?”

Email Template:

Subject: Offer details

Hi [Name],

Thank you so much for the offer. I’m really excited about the role and the chance to contribute. Based on my experience in [past role or skill], I was hoping we could adjust the base salary to $Y. If that’s not possible, would you be open to discussing a signing bonus or arranging a salary review after six months?

Best,

[Your Name]

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Q5. What if I feel uncomfortable asking?

Expert Answer: Most people feel this way. Negotiation is a skill, and like any skill, it gets easier with practise. The more you prepare your wording, the more natural it will feel. Try saying your ask out loud before the call, or rehearse with a mentor, friend or recruiter. A little discomfort is normal, but asking before you sign an offer helps set clear expectations and prevents awkwardness later.  

Sample Script (acknowledging nerves):

“I admit I feel a bit nervous bringing this up, but I know it is important. Based on the responsibilities of the role and my background in [X], I was hoping we could look at [specific ask].”

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Q6. I have another offer on the table. What should I say?

Expert Answer: Be honest and keep it respectful. Employers value transparency and sharing that you have another offer can help explain why you’re asking for a more competitive package. Avoid bluffing (only bring it up if the offer is real) and emphasize that their role is still your top choice. This shows both integrity and genuine interest.  

Sample Script 1:

“I want to be upfront that I’ve received another offer at $Z. That said, this role is my first choice because of [reason]. If we could adjust the offer closer to $Y, or explore alternatives like a signing bonus, I’d be ready to commit.”

Sample Script 2:

“I’d like to share that I’ve received another offer at $Z. I’m most interested in this role because of [reason], and I’d love to find a way to make this opportunity work. Would there be room to adjust the offer, or to explore options like a signing bonus?”

Recruiter Tip: Never bluff about another offer. Hiring managers often know the market well, and if they sense you’re not being truthful, it can hurt your credibility.

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Q7. How often should I counter?

Expert Answer: Typically, once is best. Gather your main priorities and present them together. This shows you’re thoughtful, decisive and respectful of the employer’s time. We recommend avoiding multiple back-and-forth counters as they can drag out the process and risk souring the relationship. Aim to put your best case forward clearly and confidently the first time.

Sample Script:

“My top priorities are base salary, an earlier performance review and flexibility around hybrid work. If we can align on those, I’d be very happy to accept.”

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Q8. How often is negotiating actually successful?

Expert Answer: More often than you might think. In fact, one American study found that 85% of candidates who countered on salary, other compensation or benefits received at least some of what they asked for (Fidelity Investments). Sometimes it’s a salary bump, other times it might be an extra week of vacation, a professional development stipend, or a quicker review cycle. Even small wins can make a big difference in your overall satisfaction and long-term retention.

Recruiter Tip: Don’t assume the answer will always be “no.” Employers expect negotiation and often have some flexibility built in.

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Q9. How should I close once we have agreed?

Expert Answer: Always confirm the details in writing. This protects both you and the employer from misunderstandings and sets the relationship off on the right foot.

Email Template:

Subject: Offer acceptance

Hi [Name],

I’m delighted to accept the [Role] at [Company] with a base salary of $X, [bonus/benefits], and [any negotiated items]. Please confirm the start date of [DATE] and that the offer letter reflects these details.  

Thank you for the opportunity, I look forward to joining the team.

Best,

[Your Name]

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Q10. Is there a wrong time to bring up salary and negotiate?

Expert Answer: Timing matters. Bringing up compensation too early or at the wrong stage can send the message that you’re more focused on pay than the opportunity itself. Here are moments to avoid:

• During the first interview. Focus on showing your fit and learning about the role. Talking about salary this early can feel premature.

• Before you understand the role’s scope. You’ll need context to back up your ask.

• When the employer has clearly stated the pay band is non-negotiable. In unionized or government roles, salaries are fixed. Instead, explore areas like vacation, the start date, flexibility or professional development.

• After signing the offer letter. Reopening negotiations at this stage can cause confusion and frustration.

Better approach: Wait until you have an offer in hand, then bring up your ask in a thoughtful, collaborative way.

Recruiter Tip: The strongest negotiations happen when both sides have clarity — you understand the role, and the employer is ready to finalize the offer.

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Case Scenarios

Scenario 1: The Low Offer

You receive an offer well below the market average.

How to handle it:

1. Thank the employer for the offer and express enthusiasm for the role.

2. Share market data and your value in a calm, factual way.

3. Ask directly if there is flexibility, and if not, shift to alternatives.

Sample Script:

“Thank you so much for the offer. I’m really excited about the potential of working on this team. I have researched similar roles in [city/industry], and found the typical range is closer to $X–$Y. With my background in [experience], I was hoping we could adjust the offer closer to that level. I am excited about the role and want to make this work. Is there room to move on salary?”

If they can’t increase salary:

“I understand if the base salary is set. Could we consider a professional development allowance or confirm a 6-month salary review tied to specific goals?”

Key tip: Always have one or two alternatives ready so you don’t hit a dead end.

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Scenario 2: Strong Offer but Fixed Salary

The offer is fair, but the employer says the base salary can’t be adjusted due to internal structures.

How to handle it:

1. Show appreciation for the offer and clarity on the bands.

2. Ask for meaningful perks that improve your work life.

3. Be specific about what would close the gap for you.

Sample Script:

“I completely understand that the salary bands are firm, and I truly appreciate the transparency. The role is still very exciting to me. If the salary can’t move, would there be flexibility to discuss other benefits, such as vacation time or a confirmed 6-month review? That would give me confidence that growth and flexibility are built into the plan.”

Key tip: Employers may not realize what matters most to you unless you ask. Package your requests in a way that feels reasonable and tied to your performance.

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Scenario 3: Competing Offers

You have two offers and prefer one of them, but the other is financially stronger.

How to handle it:

1. Be transparent that you have another offer but emphasize why their role is your top choice.

2. Share the gap between offers in a transparent, respectful way.

3. Give them a clear path to close the deal.

Sample Script:

“I want to be upfront that I have another offer at $Z. This role is my top choice because of the growth opportunities, the team and the work itself. If we could bring the package a bit closer, whether through a higher base, a signing bonus or added vacation, I would love to commit today.”

If they can’t fully match:

“I understand if matching exactly is not possible. Even a partial adjustment or an added benefit like professional development support would make this an easy yes for me.”

Key tip: Make it clear that you’re not playing offers against each other. You’re showing your genuine interest and giving them the opportunity to secure your commitment.

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How to Build Your Confidence Negotiating

Many candidates hesitate to negotiate, often out of fear of losing the offer, appearing ungrateful, or saying the wrong thing. But here’s the reality: when done with respect, negotiation rarely puts an offer at risk. More often, it shows employers that you understand your value and can communicate it with professionalism.

Think of negotiation not as being demanding, but as aligning expectations. Starting a role with clarity sets the stage for a stronger working relationship — one where you feel valued, focused and ready to succeed.

And like any skill, negotiation feels easier when you practise. Here are a few confidence-building strategies to try:

• Role-play with a friend or mentor. Have them act as the hiring manager so you can practise until your ask feels calm and natural.

• Rehearse with ChatGPT. Draft your script, then practise saying it out loud as if you were on the phone. For extra realism, ask ChatGPT to play the role of the employer and give different responses so you can practise handling them.  

Example prompt: “Pretend you’re a hiring manager who has just offered me $70,000. I want to ask for $75,000. Can you role-play the conversation with me?”  

• Record yourself: Listening back helps you refine your tone. Aim for calm, clear and collaborative.

• Positive self-talk: Remind yourself that negotiation is expected. You’re advocating for fairness, not asking for a favour.

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Negotiation is a key step in setting yourself up for success. If you’re weighing an offer or preparing to start conversations, our recruiters can provide guidance tailored to your goals. Reach out to our team at candidatecommunity@altis.com to get started.