Negotiation Checklist & Scripts

Yes. New grads with competing offers, strong publications, or specialized AI skills (LLMs, RLHF, computer vision) successfully negotiate $10K–$50K increases in total compensation. The worst that happens is the company says no and you accept the original offer. Companies do not rescind offers because you negotiated professionally.

You can still negotiate effectively using market data. Reference levels.fyi data, your specialized skills, and the value you will bring. Say: "Based on my research, the median total compensation for this role and level is $X. Given my experience in [specific area], I believe $Y is appropriate." You do not need to lie about having competing offers — market data is a legitimate and respected lever.

This is extremely rare at reputable companies. In 15+ years of tech hiring data, offer rescissions due to professional negotiation are virtually unheard of at FAANG, top startups, and established tech companies. The only scenario where this might happen is if you are rude, dishonest, or make demands so extreme they signal bad judgment. Professional, data-backed negotiation is expected and respected.

Both, but prioritize based on the situation. If the company has narrow base salary bands (Google, Meta), focus on equity and signing bonus. If the company is more flexible on base (startups, some mid-size companies), negotiate base first because it compounds — future raises, bonuses, and even some equity grants are calculated as a percentage of base. For maximum impact, negotiate all components simultaneously in a single counter.

A good rule of thumb: ask for 15–25% above the initial total compensation offer. If the initial offer is $400K TC, counter with $460K–$500K. This gives room for the company to meet you somewhere in the middle while still resulting in a meaningful increase. If you have strong competing offers, you can anchor higher.

Start with email, follow up by phone. Email gives you control over framing, provides a written record, and gives the recruiter a document to share with the compensation team. Phone calls are better for building rapport, reading signals, and finding creative solutions. The ideal flow: email your counter, then schedule a call to discuss it 1–2 days later.

Very few offers are truly non-negotiable. When a recruiter says this, it usually means: (1) they do not have authority to negotiate and need to escalate, or (2) they are testing whether you will accept without pushing back. Respond with: "I understand there may be constraints. I would appreciate if you could share my request with the hiring manager or compensation team. I want to make sure we explore all options before I make my decision." If the offer genuinely cannot move, negotiate non-monetary items: team placement, scope, remote flexibility, start date, or conference travel budget.

Contact each company and ask for aligned deadlines. Say: "I am in the final stages with multiple companies and want to make a fully informed decision. Could we align the deadline to [date]?" Most companies will accommodate a reasonable request. If one company gives an exploding offer (48 hours), consider whether their urgency reflects a culture you want to be part of. Use the earliest deadline as your target decision date and compress your negotiations accordingly.

No, unless your current salary is higher than the offer and helps your case. In many US states (California, New York, Washington, Colorado, etc.), it is illegal for employers to ask your salary history. If asked, respond: "I prefer to focus on the value I will bring to this role and what the market data shows for this position. I am confident we can find a number that works for both of us." If your current TC is higher, sharing it can be a powerful lever: "My current total compensation is $X, and I would need to see a meaningful increase to make a move."

Be specific. Do not say "I would like more." Say "I would like the total compensation to be $X, and I believe we can get there through a combination of increasing the equity grant by $Y and adding a $Z signing bonus." Specific asks give the recruiter something concrete to take to the compensation team. Vague asks get vague responses.