Salary Negotiation Scripts: What to Say When They Lowball You

I've negotiated compensation packages worth over $500K as an executive recruiter. Here's what I know: companies expect you to negotiate. When they lowball you, they're testing whether you know your worth.

Never say a number first. And when they do lowball you, here's exactly what to say to put the ball back in their court without losing the opportunity.

The Lowball Reality

For comprehensive strategies on demonstrating your value throughout the interview process, our career pitch mastery guide covers the complete approach.

Let me be clear about something: most first offers are lowballs. Not because companies are evil, but because it's basic negotiation strategy. They start low, you counter high, and you meet somewhere in the middle.

In my 15 years placing executives, I've seen this pattern consistently:

The companies I work with build negotiation room into every offer. If you accept the first number, you're leaving money on the table that was already allocated for you.

How to Recognize a Lowball Offer

Before you negotiate, confirm it's actually a lowball. Here's how:

Research Market Rates

Use these resources to determine fair market value:

Calculate Your Target Range

Your target should be based on:

Market Rate + Your Premium

Your premium comes from:

• Years of relevant experience
• Specialized skills or certifications
• Track record of measurable results
• Competitive offers or current compensation
• High-demand skills (AI, cybersecurity, data science, etc.)

Example: If market rate for Senior Product Manager in Austin is $120K-$140K, and you have 8 years experience plus a proven track record of launching successful products, your target range should be $135K-$150K.

Red Flags That Scream "Lowball"

The Bridge Phrases: What to Say

Here are the exact scripts I've used to negotiate hundreds of offers. Memorize these.

Script 1: The Appreciation Bridge

When to use: Initial response to any offer, especially lowballs.

What to say:

"Thank you so much for the offer. I'm genuinely excited about the opportunity to join [Company] and contribute to [specific project/goal]. I'd like to take 24-48 hours to review the complete package and get back to you. Would Thursday work for a follow-up conversation?"

Why it works: You've expressed enthusiasm (they need to know you're still interested), bought yourself time to research and prepare, and set a specific follow-up timeline.

Critical: Never accept or reject on the spot. Always ask for time.

Script 2: The Research-Backed Counter

When to use: After you've researched and confirmed it's a lowball.

What to say:

"I've had a chance to review the offer, and I'm very excited about the role. Based on my research of market rates for [job title] with [X years] of experience in [location/industry], and considering my track record of [specific achievement], I was expecting a range closer to [X-Y]. Is there flexibility in the base salary?"

Why it works: You've anchored your counteroffer to objective data (not personal needs), highlighted your value, and asked an open question that invites negotiation.

Key elements:

• Express continued interest first
• Cite objective market data
• Reference your specific value-add
• Provide a range, not a single number
• Ask if there's "flexibility" (softer than demanding)

Script 3: The Competing Offer Leverage

When to use: Only if you actually have another offer. Never lie.

What to say:

"I want to be transparent with you. I have another offer at [X amount], but your company is my first choice because of [specific reason]. Is there any flexibility to get closer to that number? I'd love to make this work."

Why it works: You've created urgency, demonstrated your value (someone else wants you), and still expressed preference for their company.

Warning: Only use this if you genuinely have another offer. Recruiters verify, and lying destroys trust permanently.

Script 4: The Total Compensation Pivot

When to use: When they claim base salary is fixed but you need more.

What to say:

"I understand the base salary has limited flexibility. Can we explore other components of the compensation package? I'd be interested in discussing [signing bonus/equity/additional PTO/remote work flexibility/professional development budget]. What options might be available?"

Why it works: You've accepted their constraint while opening new negotiation avenues. Companies often have more flexibility in non-salary compensation.

Script 5: The Future Performance Anchor

When to use: When they won't budge on initial compensation but you're willing to prove yourself.

What to say:

"I understand the current constraints. Would you be open to a performance review at [3 or 6 months] with the opportunity to revisit compensation based on my contributions? I'm confident I can demonstrate significant value in that timeframe."

Why it works: You're showing confidence in your abilities and giving them a low-risk way to say yes. Get this in writing.

Step 1: Don't React Immediately

When they give you a lowball number, your first instinct is to say something. Don't.

Pause for 5 seconds.

Let the silence sit. It's uncomfortable, but it works.

Why this matters: Silence makes them uncomfortable. They'll often start backtracking or adding context that reveals flexibility.

What usually happens:

"We're offering $65K... of course, there's room for discussion based on your experience."

Step 2: Anchor High

I've seen candidates gain $10K-$20K simply by staying silent for 30 seconds after stating their number.

The Complete Negotiation Timeline

Here's how a successful negotiation unfolds:

Day 1: Receive the Offer

• Express appreciation
• Ask for 24-48 hours
• Request complete offer details in writing
• Don't commit to anything

Days 2-3: Research and Prepare

• Verify market rates using multiple sources
• Calculate your target range
• Identify your walk-away number
• Prepare your scripts
• List alternative compensation options

Day 3-4: Initial Counter

• Use Script 2 (Research-Backed Counter)
• Provide your range
• Ask about flexibility
• Stay positive and collaborative

Day 4-5: Negotiation Discussion

• Listen to their response
• Use Script 4 if they claim salary is fixed
• Discuss total compensation package
• Use silence strategically
• Take notes on everything discussed

Day 5-7: Final Agreement

• Confirm all agreed terms
• Request revised written offer
• Review carefully before accepting
• Get everything in writing

What Never to Say

These phrases kill negotiations:

Industry-Specific Negotiation Strategies

Tech and Startups

Focus on equity and total compensation. Ask about:

• Stock options or RSUs (Restricted Stock Units)
• Vesting schedule and cliff period
• Strike price and latest 409A valuation
• Acceleration clauses
• Refresh grants

Script addition: "Can you help me understand the equity component? What's the current valuation, and what percentage of the company does this represent?"

Finance and Consulting

Emphasize bonus structure and performance incentives:

• Guaranteed vs. performance-based bonus
• Historical bonus payout percentages
• Promotion timeline and criteria
• Client billing rate (for consulting)

Script addition: "What's the typical bonus range for this role, and what metrics determine payout?"

Healthcare

Negotiate benefits and schedule flexibility:

• CME (Continuing Medical Education) allowance
• Malpractice insurance coverage
• Call schedule and compensation
• Loan repayment assistance
• Partnership track timeline

Education and Nonprofit

Focus on non-monetary benefits:

• Professional development budget
• Conference attendance
• Sabbatical opportunities
• Tuition benefits for family
• Flexible schedule or remote work

Handling Common Objections

"This is our final offer"

Response: "I appreciate you sharing that. Before I make my decision, can you help me understand how you arrived at this number? I want to make sure I'm understanding the complete value of the package."

Then use Script 4 to explore non-salary compensation.

"We don't have budget flexibility"

Response: "I understand budget constraints. Are there other ways we could structure this? Perhaps a signing bonus, earlier performance review, or additional benefits that might work within current budget parameters?"

"Other candidates accepted this offer"

Response: "I'm sure you make competitive offers. Based on my specific experience with [achievement] and market research showing [data], I believe my situation warrants discussion of the range I mentioned. Can we explore what's possible?"

"You're already at the top of the range for this level"

Response: "I appreciate that context. Given my track record of [specific achievements], would it make sense to discuss coming in at the next level, or structuring a path to promotion within the first year?"

The Walk-Away Decision

Know your walk-away number before you start negotiating. This is the minimum you'll accept, considering:

• Your current compensation (if employed)
• Market rate for your experience
• Cost of living in the new location
• Total compensation value (not just base)
• Career growth opportunity
• Work-life balance factors

If they won't meet your walk-away number, you have two options:

Option 1: Walk Away Professionally

"I really appreciate the time you've invested in this process. After careful consideration, I don't think I can make this work financially at the current offer level. I hope we can stay in touch for future opportunities that might be a better fit."

Option 2: Accept with Performance Review Clause

"I'm willing to accept the current offer with the understanding that we'll have a performance review at [3 months] to discuss compensation adjustment based on my contributions. Can we include that in the offer letter?"

Negotiation Mistakes That Cost You Money

Mistake 1: Negotiating Too Early

Don't discuss numbers until you have a written offer. Before that, you have no leverage.

Instead: "I'm focused on finding the right fit first. Once we determine this is a mutual match, I'm confident we can agree on fair compensation."

Mistake 2: Accepting Immediately

Even if the offer is great, ask for 24 hours. Immediate acceptance signals you would have taken less.

Mistake 3: Negotiating Only Base Salary

Total compensation includes:

• Base salary
• Bonus/commission structure
• Equity/stock options
• 401(k) match
• Health insurance quality
• PTO and sick leave
• Remote work flexibility
• Professional development budget
• Signing bonus
• Relocation assistance

A $10K lower base with better equity and benefits might be worth $50K more over time.

Mistake 4: Getting Emotional

Negotiation is business, not personal. Stay calm, professional, and data-driven even if you're frustrated.

Mistake 5: Negotiating Via Email Only

Have at least one phone or video conversation. Tone and rapport matter. Email lacks nuance and can feel adversarial.

After You Negotiate: Get It in Writing

Once you reach agreement:

Never resign from your current job until you have a signed written offer.

My Final Advice

In 15 years of executive recruiting, I've never seen a candidate lose an offer because they negotiated professionally. Companies expect it. They respect it. They've budgeted for it.

Know your worth. Do your research using salary comparison sites, LinkedIn data, and industry reports. Use these scripts. And never, ever say a number first.

The worst they can say is no. And even then, you've demonstrated that you understand your value. That's the kind of confidence that leads to long-term career success.

Remember: this negotiation sets your baseline for all future raises and bonuses at this company. Every percentage point you negotiate now compounds over your tenure. A $5K negotiation today could mean $50K+ over five years.

Negotiate like you know your worth. Because you do.