Most people lose five figures on a single phone call because they improvise the three most important sentences of their year. You don't need to be a better negotiator than the recruiter across the table. You need pre-written language you can say calmly when your heart rate is 110.
Here are the scripts — for every situation you'll actually face in 2026 — plus the frameworks that make them work.
The two rules under every script
BATNA (Best Alternative To a Negotiated Agreement): you only have leverage if you know what you'll do if this deal falls through. Write down your BATNA before any call. "I'll stay at my current job" is a real BATNA. "I'll panic" is not.
Anchor first when you have data, last when you don't. If you know the market range for the role (check the software engineer salary guide or the product manager salary guide), put your number on the table early. If you don't, let them go first.
Script 1: The initial offer
Never accept on the call. Ever. Even if it's the number you wanted.
"Thanks so much — I'm really excited about this. I'd like to take 24–48 hours to review the full package in writing before giving you a final answer. Can you send over the written offer today?"
This buys you time and forces them to formalize. Then, on the follow-up:
"I've reviewed the offer and I'm very interested. Based on my research on the market for [role] with [X years] experience, and the scope of this role, I was expecting base in the [range] range. Is there flexibility on the base number, or should we look at the sign-on and equity components?"
The "flexibility on base OR sign-on OR equity" framing gives them three doors. Recruiters hate one-door asks.
Script 2: The competing-offer play
Only use this if you actually have another offer. Lying gets discovered and kills trust.
"I want to be transparent — I have another offer on the table from [Company] at [total comp]. You're my first choice because of [specific real reason: team, product, tech stack]. If you can get to [target number], I'll sign today and withdraw from the other process."
The "sign today" is the key. Recruiters can push harder internally when they can tell the hiring manager "candidate will close this week."
Script 3: The counter-offer to a lowball
If the number comes in 15%+ below market:
"I appreciate the offer. To be direct — this is meaningfully below what I'm seeing for comparable roles, and below what I'd need to make this move. I was expecting a base of [number], plus [equity/sign-on]. Is there room to revisit the package?"
Silence after this is your friend. Do not fill it. Let them respond.
Script 4: Asking for a raise
More on this in our full raise playbook, but the opener:
"I'd like to have a conversation about my compensation. Over the last [period], I've [specific achievement 1], [achievement 2], and [achievement 3]. Market data for this role and scope shows a range of [X–Y]. I'd like to discuss bringing my comp in line with that range. What's the process for making that happen?"
Never lead with "I deserve" or "I need." Lead with what you've delivered and what the market pays for it.
Script 5: The contractor rate
Contractor rates should be roughly 1.5–2x an equivalent full-time hourly rate (to cover benefits, taxes, and time off). Don't quote hourly if you can avoid it — quote a weekly or project rate.
"For a project of this scope, my rate is [$X/week] or [$Y total] for the engagement. That includes [deliverables]. Revisions beyond [scope] are billed at [rate]."
If they push back:
"I understand. My rate reflects [specific skill or specialty]. I'm happy to scope the project down to fit the budget — what does your range look like?"
Never lower the rate without reducing the scope. That's the single biggest mistake new contractors make.
Script 6: When they ask "what are you looking for?"
The recruiter-screen trap. They want a number so they can anchor low.
"I'm flexible and more focused on the overall fit and opportunity. What's the budgeted range for this role?"
If they push:
"Based on my research and my current comp, I'd expect a total package in the [wide range] range, depending on the mix of base, bonus, and equity. What does your range look like?"
Give a range, put their range on the table in the same sentence, and move on.
Script 7: The promotion ask
"I'd like to discuss a promotion to [level]. Over the last [period], I've been operating at that level on [specific work]. Here's the scope I've owned: [3–5 concrete examples]. What's the path to making this official, and what's the timeline?"
Promotions are rarely granted on the spot. You're starting a 2–3 month process. Ask for the criteria in writing.
What to do after the call
- Follow up in writing within an hour. "Just to summarize what we discussed..." protects you if they forget.
- Never accept the first number on a counter either. Recruiters almost always have one more move.
- Get it in writing before resigning your current job. Ever.
The links you'll want open during negotiation
- The data scientist salary guide and other role-specific ranges for real market numbers
- The software engineer interview questions if you're still in process
- The product manager resume example for how to frame impact in the achievement list you'll reference on the call
The bottom line
The people who negotiate well are not smoother talkers. They're people who wrote down their BATNA, rehearsed their script twice out loud, and didn't fill silence. Print the scripts above. Practice them with a friend. The next 20 minutes on a call will pay for the preparation 100 times over.
