How to Negotiate Salary in the U.S.: Scripts, Tactics and Tips
This article is general information, not legal or financial advice. See our disclaimer.
One conversation about pay can shape what you earn for years, which is why it's worth learning how to negotiate salary properly. In many U.S. professional roles, a polite negotiation is normal, and CareerOneStop notes that in many cases the first offer has room to move. It goes best when your request rests on market data and is tied to the role, not to your personal needs.
It's also worth your effort. CareerOneStop, the U.S. Department of Labor's career site, points out that future raises are based on your starting pay, so a higher starting salary can keep paying off for years. That payoff depends on preparation: research your number first, then pick your moment, choose your words, and have a plan for whatever the employer comes back with.
Research Before the Conversation
Start with Government Wage Data
The Bureau of Labor Statistics (BLS) publishes free, detailed pay data through its Occupational Employment and Wage Statistics (OEWS) program, which produces wage estimates for about 830 occupations. Two tools are especially handy:
- The Occupational Outlook Handbook (OOH). Each occupation profile shows the median pay (the point where half of workers earn more and half earn less), along with pay for the top and bottom 10%. For reference, BLS reports that the median annual wage for all workers was $50,980 in May 2025.
- OEWS occupation profiles. These break out the 10th, 25th, 50th, 75th, and 90th percentile wages by state, metro area, and industry.
BLS's own guidance on using this data in negotiations makes a point worth remembering. Someone new to a field might expect pay near the 10th or 25th percentile, while people with more experience and education could expect something closer to the 75th or 90th. Location matters too. BLS notes that wages tend to run higher in large metro areas, and industry can make a big difference within the same occupation. One caveat: OEWS wages exclude overtime, year-end bonuses, and stock bonuses, according to the OEWS FAQ, so compare them with base pay, not total compensation.
Add Market Sources
Government data runs a little behind and uses broad job categories, so pair it with:
- Salary ranges in job postings. A growing number of states require pay ranges in job postings, and the rules differ by state and employer size. For example, California and Washington require them from employers with 15 or more employees, New York from employers with four or more, and Colorado from any employer with at least one employee in the state. Some cities have their own rules too, so check your state labor department's site.
- Glassdoor and LinkedIn Salary for company-specific reports (self-reported, so treat them as rough)
- Levels.fyi for technology roles, where equity makes up a big part of pay
- Conversations with people in the field through informational interviews
Set Three Numbers
Before you talk to anyone, write these down:
- Your walk-away number: the lowest total offer you'd accept
- Your target: a midpoint you can back up with data
- Your stretch number: the top of what's reasonable for your experience
CareerOneStop's veterans' guide recommends knowing your bottom-line salary and benefits before you start negotiating. It also says to focus on your own requirements, not on what you heard someone else makes.
When to Negotiate
Wait for the Offer
Your strongest moment to negotiate comes after you get an offer but before you accept it. By then, the company has decided you're the candidate it wants. CareerOneStop advises waiting until you have an offer before you bring up salary.
When the offer comes in, CareerOneStop suggests thanking the employer, saying you're very interested, and asking for at least 24 hours to think it over, even if you already know you'll say yes.
If They Ask Early
If a recruiter asks about your expectations on a first call, you've got two good options:
- Give a researched range: "For roles like this in Denver, I'm seeing $85,000 to $95,000, depending on the full package."
- Or defer politely: "I'd like to learn more about the scope of the role first. Could you share the budgeted range?"
Salary history is different from expectations. Many states, including California and Washington, and some cities restrict employers from asking what you earned before. New York State, for example, prohibits employers from asking about salary history but lets them ask what you expect for the new role. Look up your state's rules before you interview. If you're asked in a place that allows the question, you can still answer with your expected range instead.
Frame Around Value
CareerOneStop advises basing your request on the value you'd bring, your skills, and your experience. Don't base it on how much you need the job or the extra income.
Salary negotiation script (phone):
"Thank you, I'm excited about this role and the team. Based on the responsibilities we discussed and current market data for similar roles in this area, I was expecting something in the range of $X to $Y. Is there flexibility to move closer to that?"
Keep it short. Then stop talking, and let them answer.
How to Make the Ask
By Phone or in Writing
CareerOneStop's veterans' guide prefers negotiating live, by phone or in person, because you can answer objections on the spot. It also lists advantages of writing: you can word things carefully, and the employer gets time to talk it over and make a counteroffer. Whichever you choose, it recommends confirming everything in your final offer letter.
Strengthen Your Case
Come with specifics:
- Skills or certifications that are hard to find in the market
- Experience that cuts down your ramp-up time
- Results from past roles that line up with this job's goals
- A competing offer, if you really have one. Never make one up.
Example Exchanges
Offer below market:
"I appreciate the offer of $72,000. BLS data for this occupation in our metro area and the ranges I've seen in recent postings put similar roles closer to $80,000, and I'd be bringing three years of direct experience with the platform you use. Could you get to $79,000?"
Firm salary band:
"I understand the base is fixed at this level. Would there be room for a sign-on bonus, or a compensation review at six months based on agreed goals?"
Put Your Counter in Writing
Some people negotiate more clearly by email than on the phone. Keep it short, specific, and warm. For example:
Thank you again for the offer for the [Job Title] role. I'm excited about the team. Based on BLS wage data for this occupation in [metro area] and the [specific skill] I'd bring, I'd like to ask you to consider a base salary of $[number]. If base pay has limited room, I'd also be glad to discuss [a sign-on bonus / extra PTO].
For full versions covering counteroffers, benefits, start dates, and accepting, see our 9 salary negotiation email templates.
Responding to "This Is Our Best Offer"
"I understand, and I appreciate you checking. Since base salary is fixed, would you be open to [a sign-on bonus / an extra week of PTO / a compensation review at six months]? That would make it much easier for me to say yes."
If nothing can move and the offer still works for you, accept graciously. If it doesn't, decline politely.
Negotiating Beyond Base Salary
When base pay is tight, other parts of the package may have more give. CareerOneStop notes that some benefits may be worth more to you than a higher salary. Common levers to ask about:
- Sign-on bonus
- Annual bonus target or structure
- Equity or restricted stock units (RSUs)
- Extra vacation days or a flexible schedule
- Remote or hybrid arrangements
- Professional development or tuition budget
- Start date or relocation support
- Job title or level
Ask for a full benefits summary early so you know which levers you actually have. To compare offers on health insurance, retirement match, and long-term value, see our guide to evaluating a job offer beyond the base salary.
Handling a Counteroffer or Rejection
- They meet you partway. Decide whether the remaining gap still matters to you. If it does, try trading for another lever instead of pushing on base pay again.
- They can't move at all. Ask what would need to happen for them to revisit pay in six or twelve months, and request a written review timeline. CareerOneStop's veterans' guide suggests accepting the offered salary with an earlier-than-usual review as a reasonable compromise.
- You decide to decline. CareerOneStop advises thanking the employer and asking them to keep you in mind for future openings.
Taking an offer below your target can be the right call when the role gives you strong learning, visibility, or long-term upside. Just make that tradeoff on purpose, not by accident.
Can an Offer Be Rescinded for Negotiating?
It can happen, since most U.S. employment is at will. There's no reliable public data on how often it happens, so treat any percentage you see with suspicion. The risk goes up with aggressive tactics: ultimatums, inflated or invented competing offers, or repeated rounds of demands. Keep your ask specific, tied to market data, and respectful. If an employer pulls an offer over a courteous question, that tells you something useful about how they treat employees.
Get It in Writing
Once you've reached an agreement, ask for the final terms in writing: salary, bonus, equity, start date, title, and any special arrangements. Don't resign from your current job or turn down other offers until you have that document in hand.
Common Salary Negotiation Mistakes
- Naming a number before you've done any research
- Citing personal expenses as the reason ("my rent went up")
- Accepting on the spot out of sheer relief
- Bluffing about competing offers
- Negotiating every single item instead of focusing on what matters most to you
Frequently Asked Questions
Can negotiating cost me the offer? There's no reliable data on how often offers are withdrawn, so be wary of anyone quoting a percentage. The risk is lowest when your request is polite, backed by research, and within the typical range. CareerOneStop warns that naming a number far above the range can make an employer think you wouldn't accept, and notes that some sectors have firm pay scales, but you can always ask whether there's flexibility.
What about government or union jobs? Pay is often set by published scales. You may still be able to talk about your starting step, title, or start date.
Should I give a range or a single number? For most people, a range anchored to your research works well. Just make sure the bottom of that range is a number you'd be happy with.
How do I negotiate a raise at my current job? Use the same research. BLS notes that OEWS data are useful when requesting a raise at your current job, not just when negotiating a starting salary. Pair the data with a record of your results over the past year.
How much should I counter? Base it on your research, not a fixed percentage. Aim for a number you can justify with BLS data, posted ranges, and your experience.
Should I negotiate an entry-level offer? You can ask politely, especially if you have relevant internships or skills. Some entry-level programs have fixed pay. In that case, ask about the start date, relocation help, or training instead.
What if they ask for my current salary? Check whether your state or city bans the question. Either way, you can redirect: "I'm focused on the market rate for this role, which I've seen at $X to $Y."
Is it okay to negotiate by email? Yes. Writing gives you time to get the wording right. Keep your tone positive and stick to the facts.
Related Guides
- Compare full packages with our guide to evaluating job offers.
- Prepare for the salary-expectations question with our common interview questions.
- Starting the new job? Read your first 90 days.
Sources
- CareerOneStop (U.S. Department of Labor), "Negotiate your salary": https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
- CareerOneStop, "Negotiate an offer | Veteran and Military Transition Center": https://www.careeronestop.org/Veterans/JobSearch/JobOffers/negotiate-an-offer.aspx
- U.S. Bureau of Labor Statistics, "How much could I be earning? Using OEWS data during salary negotiations": https://www.bls.gov/oes/earnings.htm
- U.S. Bureau of Labor Statistics, "Occupational Information Included in the OOH": https://www.bls.gov/ooh/about/occupational-information-included-in-the-ooh.htm
- U.S. Bureau of Labor Statistics, "Occupation Finder" (May 2025 median wage for all workers): https://www.bls.gov/ooh/occupation-finder.htm
- New York State, "Salary History Ban – What You Need To Know": https://www.ny.gov/salary-history-ban/salary-history-ban-what-you-need-know
- U.S. Bureau of Labor Statistics, "OEWS Frequently Asked Questions" (what OEWS wages include and exclude): https://www.bls.gov/oes/oes_ques.htm
- California Labor Commissioner (DIR), "California Equal Pay Act" FAQ (Labor Code § 432.3 pay scales in job postings): https://www.dir.ca.gov/dlse/california_equal_pay_act.htm
- Colorado Department of Labor and Employment, "INFO #9A: Transparency in Pay and Job Opportunities": https://cdle.colorado.gov/sites/cdle/files/info_%239a_transparency_in_pay_and_job_opportunities_the_colorado_epewa_part_2_05.29.24.pdf
- New York State Department of Labor, "Pay Transparency": https://dol.ny.gov/pay-transparency
- Washington State Department of Labor & Industries, "Equal Pay & Opportunities Act Q&A": https://lni.wa.gov/workers-rights/wages/equal-pay-opportunities-act/equal-pay-and-opportunities-act-qa
- California Labor Code § 432.3: https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=432.3
- Washington L&I, "Equal Pay and Opportunities Act: Employer's Guide": https://lni.wa.gov/forms-publications/F700-216-000.pdf
If you would rather put your counteroffer in writing, adapt one of our salary negotiation email templates. Negotiation often starts before the offer, so prepare with our guide to answering the salary expectations question. No offer on the table yet? Go back to the search itself with how to find a job in the U.S..