Salary Negotiation Scripts for $300K+ Offers

Most engineers leave $50K to $150K on the table because they accept the first offer. Companies expect you to negotiate. Recruiters have a range, and the initial offer is almost never the top of that range. This guide gives you the exact scripts, email templates, and timing strategies used by engineers who consistently land $300K or more in total compensation at top tech companies. The first rule: never share your current compensation. In many states it is illegal for them to ask. If pressed, redirect with this script: "I am focused on finding the right role and compensation that reflects the value I will bring. I would love to understand the range you have budgeted for this position." This puts the ball back in their court. The second rule: always get multiple offers. This is the single highest-leverage negotiation tactic. When you have a competing offer from Company B, Company A suddenly finds budget they "did not have." Time your interview processes to receive offers within the same two-week window. Script for receiving the initial offer. When the recruiter calls with numbers, say: "Thank you so much. I am genuinely excited about this opportunity and the team. I want to give this the consideration it deserves. Could you send me the full details in writing so I can review everything carefully? I will get back to you within [3 to 5 business days]." Never react emotionally. Never accept on the spot. Even if the number is incredible, sleep on it. Script for the counter-offer call. After reviewing the written offer: "I have had time to review the offer and I want to reiterate how excited I am about this role. Based on my research into market rates for this level and location, and considering the competing opportunities I am evaluating, I was hoping we could explore a base salary of [X] and a signing bonus of [Y]. The equity component is also important to me. Can we discuss adjusting the RSU grant to [Z]?" Be specific. Vague asks get vague responses. Email template for counter-offer (when they prefer written communication). Subject: "Excited about the [Role] offer, a few thoughts." Body: "Hi [Recruiter Name], thank you again for the offer to join [Company] as a [Role]. I have spent the past few days reflecting on the opportunity, and I am confident this is a team where I can make a significant impact. After careful consideration and research into current market compensation for similar roles, I would like to discuss adjusting the offer. Specifically, I am hoping we can explore: Base salary of $[X] (up from $[current offer]). RSU grant of $[Y] over four years. Signing bonus of $[Z]. I am basing this on [competing offer / market data / scope of role]. I am committed to making this work and am flexible on the structure. Would you be open to discussing this? Best, [Your Name]." Negotiation levers beyond base salary. If they say base salary is capped, pivot to these: signing bonus (often comes from a different budget), RSU grant increase, accelerated vesting schedule, level bump (from L5 to L6 changes the entire range), relocation package, annual bonus target percentage, start date flexibility for a current vesting cliff, remote work arrangement, professional development budget, and extra PTO days. Stack multiple small wins if they cannot move on the big number. Timing strategy. Apply to your top-choice companies last, so you have the most interview practice and the most competing offers when you reach their final round. Stagger your processes so that offers arrive within a one to two week window. When you receive an early offer, ask for a deadline extension: "I am in late stages with a couple of other companies and want to make a fully informed decision. Could we extend the deadline by one week? I want to give [Company] the full consideration it deserves." Handling the "exploding offer" pressure tactic. Some companies give you 48 hours. Push back politely: "I understand the urgency, and I want you to know that [Company] is my top choice. However, making a decision this important in 48 hours would not allow me to do my due diligence, which is the same thoroughness I would bring to my work at [Company]. A few extra days would help me feel confident in saying yes." Most companies will extend. If they do not, that tells you something about how they treat employees. Final tips. Research compensation data on levels.fyi, Glassdoor, Blind, and Teamblind. Know the exact bands for your target level and location. Practice your scripts out loud until they feel natural. Remember that recruiters are not your adversaries. They want to close you, and they often advocate internally for candidates they like. Be warm, professional, and firm. The difference between a good negotiation and a great one is preparation.