Written by The Recruiter Path Team · International recruitment experience (15+ yrs) · Updated 2026
Quick answer: Never name your salary figure first. When asked your expectations, redirect to their budgeted range. When an offer arrives, thank them, ask for time, then counter with a researched figure and a one-line justification. Most employers expect a negotiation and have room built into the offer.
Recruiters negotiate salaries every single day — usually on behalf of the candidate, sometimes on behalf of the employer. That means we know exactly what works and what makes hiring managers wince.
Here is what actually moves an offer, with the words to use.
TL;DR
- Never name your number first
- Most offers have 5–15% of room in them
- Anchor with market data, not personal need
- Silence after a counter is normal, not a rejection
- Always get the final offer in writing
Rule 1: Whoever Names a Number First, Loses
If you say $60,000 and they had $70,000 budgeted, that gap is gone forever. Redirect instead.
“I would rather understand the role fully first. Could you share the range you have budgeted for this position? I am confident we can find something that works for both of us.”
If they insist, give a researched range with your target at the bottom of it — never a single figure.
Rule 2: Anchor on Market Data, Not Your Bills
“I need $65,000 because of my mortgage” invites sympathy, not money. “Roles at this level in this market pay $65,000–$72,000” invites agreement. Your circumstances are not their budget consideration; market rate is.
Rule 3: Never Accept on the Call
“Thank you, I am really pleased. Could I take until tomorrow to review the full package properly? I want to give it the consideration it deserves.”
Nobody has ever lost an offer by asking for 24 hours. It also signals you are considered rather than desperate.
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Rule 4: The Counter Script
Three parts: appreciation, the number, the justification. Short, warm, specific.
Then stop talking. The pause after a counter feels enormous to you and completely normal to them.
Rule 5: Negotiate the Whole Package
If the base salary genuinely cannot move, other things often can:
- Signing or joining bonus
- An earlier salary review — six months rather than twelve
- Additional annual leave
- Remote or hybrid days
- Training budget or a funded qualification
- Commission structure or bonus threshold
“I understand. In that case, would you consider a salary review at six months, or an additional few days of annual leave? Either would make a real difference to me.”
Rule 6: Get It in Writing
Verbal agreements get forgotten when the person who made them leaves. Ask for the final package by email before you resign from anything.
What Not to Do
- Do not apologise for negotiating — it is expected
- Do not bluff a competing offer you do not have
- Do not negotiate before you have the offer — you have no leverage yet
- Do not counter more than twice — it starts to read as difficult
- Do not mention personal expenses as your reason
The Honest Truth From the Hiring Side
Most employers build room into an initial offer precisely because they expect a counter. Candidates who negotiate politely and with evidence are not penalised — in commercial roles they are often respected for it, because negotiation is part of the job. The people who lose out are almost always the ones who accepted immediately.
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- Recruitment consultant salary UK guide
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Frequently Asked Questions
Should I negotiate my salary?
Yes. Most offers include 5–15% of built-in room, and employers expect a counter. Declining to negotiate usually means leaving money on the table.
What do I say when asked my salary expectations?
Redirect: ask what range they have budgeted for the role. If pressed, give a researched range with your target figure at the lower end.
How much should I ask for?
Base it on market data for the role and location, typically 10–20% above the initial offer, and justify it with the specific value you bring.
Can negotiating lose me the job offer?
Very rarely. A polite, evidence-based counter does not cost you an offer. Aggressive demands or bluffing about competing offers can.
What if they will not move on salary?
Negotiate the rest of the package — a six-month review, signing bonus, extra leave, remote days or a training budget.
Want to work in the industry that negotiates for a living? Download the free guide to starting a recruitment career → Get the Free Starter Kit.
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