They Made You an Offer. Here Is How to Get More.
You did the interviews. You nailed the final round. The recruiter just called with a number. And now you are wondering – should I negotiate or just take it?
Negotiate. Every single time.
I am a career coach in Seattle and I have helped professionals negotiate job offers at Amazon, Microsoft, Google, Boeing, T-Mobile, and dozens of other companies. The ones who negotiate almost always walk away with more money. The ones who do not leave thousands on the table and spend the next two years trying to catch up.
Here is exactly how to do it.
Why You Should Always Negotiate a Job Offer
Most employers expect you to negotiate. The initial offer is rarely their best offer. Hiring managers build negotiation room into their budget because they know candidates will push back. If you accept the first number, you are literally leaving money on the table that was already allocated for you.
And here is the thing that keeps compounding: your starting salary affects every raise, every bonus, and every future offer for the rest of your career. A $5,000 difference at the starting line can turn into $100,000 or more over a decade when you factor in percentage-based raises and 401k matching.
Negotiating is not greedy. It is math.
Step 1 – Do Not Accept on the Spot
When the recruiter calls with the offer, say thank you. Tell them you are excited. And then say you need a day or two to review the full package. That is it.
Never negotiate in the moment you receive the offer. You need time to research, prepare your case, and get your emotions in check. Excitement makes people say yes too fast. Give yourself 24 to 48 hours.
Step 2 – Research Your Market Value
Before you counter, you need data. You need to know what this role actually pays in your market so your ask is grounded in reality, not guesswork.
Check multiple sources. Look at salary data for your specific role in the Seattle metro area or wherever the job is located. Talk to people in similar roles if you can. Factor in your years of experience, specialized skills, certifications, and the cost of living in your area.
You want to land on a specific number – not a range. A range gives the employer permission to aim low. A number forces a real conversation.
Step 3 – Calculate Your Full Compensation Target
Base salary is just one piece. Your negotiation should consider the full picture:
- Base salary – your starting number, the foundation everything else builds on
- Signing bonus – this is often the easiest thing to negotiate because it is a one-time cost
- Annual bonus – what is the target percentage and how realistic is it to hit?
- Equity or stock – RSUs, stock options, vesting schedule
- Remote work flexibility – this has real dollar value when you factor in commute time and costs
- PTO and benefits – extra vacation days, better health insurance, 401k match
- Start date – sometimes pushing your start date back gives you leverage or time to close out another opportunity
Know which of these matter most to you before you get on the phone.
Step 4 – Make Your Counter Offer
You can do this over the phone or over email. I generally recommend a phone call first with a follow-up email confirming the details. But if you are not comfortable on the phone, email works fine – especially because it gives you a paper trail.
Your counter should follow this structure:
- Express genuine enthusiasm for the role and the team
- Reference the offer they made and thank them for it
- State your counter number clearly and specifically
- Give one or two reasons that justify the ask – your experience, a competing offer, market data
- Ask if there is room to get closer to your number
Keep it short. Keep it warm. And keep it specific. “I was hoping for something in the range of…” is weak. “Based on my research and experience, I am targeting $135,000” is strong.
Step 5 – Handle the Pushback
They might say yes right away. That happens more often than people think. But if they push back, do not panic. Pushback is not rejection. It is negotiation.
If they say the salary is firm, ask about other components. Can they increase the signing bonus? Add RSUs? Bump the annual bonus target? Give you an extra week of PTO? There is almost always flexibility somewhere.
If they come back with a number between your ask and their original offer, evaluate it honestly. Is it enough to make you feel good about taking the job? If yes, take it and get it in writing. If no, you can push one more time – but know that a third round of negotiation is rare and can start to feel adversarial.
The Mistakes That Cost People Money
- Accepting too fast – you cannot un-accept an offer. Take the time.
- Negotiating without data – “I want more” is not a strategy. Numbers are a strategy.
- Apologizing for negotiating – do not start with “I hope this is not too much to ask.” You are a professional discussing business terms. Own it.
- Focusing only on salary – the total package matters more than any single number.
- Bluffing about competing offers – if you claim you have another offer and they ask to see it, you are done. Never lie.
- Waiting too long to respond – 48 hours is the sweet spot. A week is too long and signals disinterest.
What If They Rescind the Offer?
This is the fear that stops most people from negotiating. Let me put it to rest: if a company rescinds an offer because you professionally and respectfully asked for more money, that company was not a place you wanted to work anyway.
In my years of coaching, I have never had a client lose an offer because they negotiated professionally. Not once. Companies expect it. Recruiters budget for it. It is a normal part of the hiring process.
Real Talk About Salary Negotiation in Seattle
The Seattle job market is competitive, especially in tech. That works in your favor as a candidate. Companies here – from startups in South Lake Union to enterprise giants in Redmond and Bellevue – know they are competing for talent. They have room in the budget. Your job is to ask for it.
If you are negotiating a job offer right now and you want someone in your corner who knows the Seattle market inside and out, book a 30-minute coaching session. We will review your offer, build your counter, and practice the conversation so you walk in ready.
Or if you are not at the offer stage yet but you know a negotiation is coming, schedule a free 20-minute consultation and let us get you prepared.
Your salary is not just a number. It is the baseline for your entire financial future. Fight for it.
Samantha Cook is a career coach and salary negotiation specialist based in Seattle, WA. She works with professionals across the Puget Sound area – Bellevue, Redmond, Tacoma, Kent, Covington, and beyond – to negotiate higher salaries, navigate career transitions, and take control of their professional lives.