How to negotiate a job offer without risking it

Most employers expect some negotiation, and a polite, well-reasoned request almost never costs an offer. The aim is a package you are happy with and a good start with your new manager.

Step 1: get the full offer in writing

Base salary, bonus, pension, holiday, start date, hours and location, notice period and any equity. Thank them and ask for a day or two to review.

Step 2: decide what matters

Rank the elements. If base salary is fixed by a pay band, there may be room on a sign-on payment, start date, holiday, training budget, flexible working or a review after six months.

Step 3: build the case

Use market data for the role, level and city, the scope of the job as discussed in interviews, and any competing offer. Do not use personal costs as the argument.

Step 4: make one clear request

By phone or video if you can, then confirm by email.

"I am very pleased with the offer and want to join. Based on the scope of the role and what comparable positions pay, I was hoping for a base of 72,000. Is that possible?"

Then wait. Do not fill the silence.

Step 5: respond to the answer

• Yes: thank them and ask for the updated offer in writing.
• Partly: consider trading. "If the base stays at 68,000, could we add a review after six months and three extra days of holiday?"
• No: ask what would need to be true for an increase, and when it could be reviewed.

Limits

• Negotiate once, on a short list. Reopening repeatedly damages trust.
• Never invent a competing offer.
• Keep the tone warm; you will work with these people.

Graduate schemes

Salaries are often fixed for the whole intake. Ask instead about start dates, location, relocation support and sign-on bonuses.

Accepting

Accept in writing, confirm the start date, and withdraw from other processes politely.