How to Negotiate a Job Offer After Receiving It (Step-by-Step With Scripts)

Most candidates accept the first offer they receive. Not because it is fair — because they are terrified that negotiating will lose them the job. This fear is almost never justified, and it costs people lakhs of rupees over the course of their careers.

Companies expect negotiation. The first offer is not their best offer. Here is the exact step-by-step process to counter professionally and get more.

The 24-Hour Rule

Never accept or reject an offer on the phone in the moment. When HR calls to extend a verbal offer and asks "So what do you think?", say: "This sounds really exciting — thank you. Could I have 24–48 hours to review the details before I formally respond?"

No legitimate company will rescind an offer because you asked for a day to think. If they pressure you to accept on the spot, that is a red flag about the company, not a negotiation tactic you should give in to.

Step 1: Evaluate the Full Offer Before Countering

CTC is not the only number that matters. Before you decide what to counter, evaluate the total package:

• Fixed vs variable split: A ₹20 LPA offer with 30% variable is ₹14L guaranteed. That changes your calculation entirely.
• Equity/ESOPs: At a pre-IPO startup, ESOPs could be worth far more than the base salary — or nothing.
• Benefits: Health insurance for family, PF contribution, gratuity, leave policy, work-from-home flexibility — these have real rupee value.
• Growth trajectory: A ₹15 LPA offer at a company with fast promotion cycles beats a ₹17 LPA offer at a company that gives 5% raises annually.

Step 2: Research Your Counter Number

Do not pull a number out of nowhere. Use actual data:

• Levels.fyi: For tech roles in India — SDE-1, SDE-2, Data Scientist, etc. at specific companies.
• AmbitionBox: Indian salary data by company and role, including reviews from current and former employees.
• LinkedIn Salary: Salary ranges for specific titles filtered by location and experience.
• Glassdoor India: Company-specific compensation data with base + bonus + equity breakdown.

Aim 10–15% above the midpoint of the market range. This leaves room for them to come back with a middle-ground number that is still higher than the original offer.

Step 3: Email, Not a Phone Call

Counter by email. Not because it is less confrontational — because it gives you more control. You can choose your exact words, cite your research, and give them time to respond without pressure. A phone call forces you to react in real time, and nervous candidates on phone calls agree to things they should not.

The Counter Offer Email Template

Subject: Re: Offer for [Role Title] at [Company]

Hi [Name],

Thank you so much for the offer — I am genuinely excited about the role and the team at [Company]. After reviewing the complete package and researching market compensation for this level in [City], I was hoping we could discuss the base salary.

Based on my research using AmbitionBox and LinkedIn Salary data for [Role] roles with [X years] of experience in [City], the market range sits between ₹[X]L and ₹[Y]L. I would feel very comfortable committing to this role at a base of ₹[Your Target]L.

I want to be transparent — I am very enthusiastic about joining [Company] and this is not a dealbreaker. I just want to make sure we start from a place that reflects the value I bring to the team.

Looking forward to your thoughts.

[Your Name]

Negotiating Beyond Base Salary

If they cannot move on base, these are all negotiable — and often easier to approve because they do not affect permanent salary bands:

• Joining bonus: A one-time payment of ₹50,000–₹1,50,000 is much easier to approve than a ₹1L raise in annual base.
• Extra paid leave: Asking for 5 additional days of PL costs the company very little and matters a lot to you.
• Remote work flexibility: 2 WFH days per week is a real financial benefit — commuting in Mumbai or Bangalore costs ₹4,000–₹8,000 per month.
• Earlier performance review: Ask for a 6-month review with increment potential instead of waiting 12 months.
• Title adjustment: If they cannot move salary, see if they can bump "Software Engineer" to "Senior Software Engineer" — it matters for your next job search.

Handling "This Is Our Best and Final Offer"

This is often not true. Two scripts to test it:

Script 1 (test on salary): "I completely understand. I appreciate your transparency. Is there any flexibility on a joining bonus instead? Even a one-time ₹75,000 would make the transition easier for me."

Script 2 (test on non-monetary): "That's completely fair. I do want to join — I'm just trying to make this work financially. Would it be possible to build in a guaranteed salary review at the 6-month mark?"

If they say no to both, you now know the ceiling. Decide from there.

India-Specific: Different Rules for Different Employers

IT Services (TCS, Infosys, Wipro, HCL): Salary bands for freshers are almost always fixed. You cannot negotiate a standard campus package. For lateral hires, there is some room but it is limited — typically 5–10%.

Product Startups: The most negotiable. Founders often have flexibility on both base and equity. Push harder here.

MNCs (Google, Microsoft, Amazon, Deloitte): Structured bands exist but they are wider. The signing bonus is often the easiest lever to push on. Levels.fyi is essential research for these companies.

Before you negotiate, make sure your LinkedIn reflects the level you're asking to be paid at — jobtether.com