How to Counter a Job Offer (With Examples)

You got the offer. Now comes the part most people skip. Learning how to counter a job offer is usually low-risk, and it can change your pay in a real way. Yet most candidates accept the first number out of fear. This guide shows you exactly what to say, with copy-pasteable counter offer examples and a ready-to-send counter offer email for every common situation.

What a counter offer actually is

A counter offer is your response to a written or verbal job offer from a company you want to join. In plain terms: "I'm excited about this, and here's an adjustment that would let me say yes with confidence." It's a normal, expected step in hiring. Many employers leave room in the first number precisely because they expect a counter.

One quick clarification, since the term gets used two ways. The counter offer covered here is a candidate responding to a prospective employer's offer. A retention counter offer is different. That's when you resign and your current employer comes back with more to keep you. It's a separate situation with its own risks, and not what this post is about.

For the bigger picture on timing, leverage, and what's negotiable beyond base pay, see the pillar guide on how to negotiate a job offer.

How to decide your counter number

Don't pull a number from thin air. And don't just ask for "more." A defensible counter rests on two things: research and leverage.

Do the research

Build a realistic market range for the role, level, and location using more than one source. Public salary databases. Levels-based comparison sites. Recent postings for similar roles. Best of all, people in your network doing the same job. You're after a range, not a single magic figure.

Then anchor your counter near the top of that defensible range, not above it. Say the market for this role runs roughly $95K to $115K and they offered $100K. Countering at $112K to $115K is grounded. Countering at $150K is not, and it can cost you credibility.

Inventory your leverage

Leverage is anything that makes you more valuable or harder to replace. Common sources:

A competing offer. The strongest form of leverage.
Specialized or in-demand skills. The kind this role specifically needs.
Being a referral or a known quantity. The team already trusts you.
Where you sit in the band. If their offer is at the bottom, there's usually room.
Your current total comp. The offer may not beat it by enough to justify the switch.

No leverage? You can still counter. The ask is simply more modest, and you lean harder on market data and enthusiasm than on alternatives.

A common rule of thumb is to counter somewhere in the range of 5 to 15% above the base offer when you have reasonable justification. Treat that as a starting frame, not a law. The right number depends on how far the offer sits below market and how much leverage you hold. Outcomes vary, and not every offer has room to move.

Anatomy of a strong counter

Whether you counter by email or on a call, the best ones share four ingredients:

Genuine enthusiasm. Open and close by reaffirming you want the job. This keeps it collaborative, not adversarial.
A specific number. Vague asks get vague answers. Name a figure, or a tight range, so they have something concrete to bring to their approver.
A short justification. One or two reasons grounded in market data, scope, or your background. You don't need a dissertation.
Flexibility and openness. Signal that you're solving this together and that total compensation, not just base, is on the table.

Keep it concise. A counter that runs three paragraphs is plenty.

Worked counter offer examples

Each one works as a counter offer email or as a script for a live call. Copy it as a starting point and swap in your specifics. For more situations and a deeper template library, see salary negotiation email templates.

Example 1: Counter base salary +10% (with market data)

> Hi [Name], > > Thank you so much for the offer. I'm genuinely excited about the role and the team, and I'm confident I can make a real impact on [specific project/goal]. > > I'd like to discuss the base salary. Based on my research into comparable [job title] roles at this level in [location], along with the [X years / specific skill] I'd bring, I was hoping we could land closer to $[number]. That figure reflects the market range I've seen for this scope of work. > > I'm flexible on how we get there and happy to talk through the full package. I'm eager to sign and get started. Thank you for considering it. > > Best, > [Your name]

Example 2: Counter using a competing offer

Only reference a competing offer if it's real. Be factual and stay warm. You're showing your hand, not making a threat.

> Hi [Name], > > I appreciate the offer and I want to be upfront: [Company] is my top choice, which is why I'm raising this rather than walking away. > > I've received another offer with a base of $[number]. I'd much rather be here, and if we can get the base to a comparable level, somewhere around $[number], I'm ready to accept and end my search today. > > Happy to share details and to work with you on structuring it. Thanks for understanding. > > Best, > [Your name]

Example 3: Counter on non-salary terms when base is fixed

Sometimes the base genuinely can't move. It's common with leveled bands, public-sector roles, or budget caps. Pivot to total compensation.

> Hi [Name], > > Thanks for the clarification on the base. I understand it's set by the band, and I appreciate you walking me through it. > > Given that, I'd love to explore a few other parts of the package to bridge the gap: > > - A signing bonus of $[number] to offset [relocation / leaving unvested equity / etc.] > - An additional [number] days of PTO, or a [remote / flexible] arrangement > - An earlier compensation review at [3 / 6] months tied to clear goals > > Any one or two of these would make this an easy yes. I'm excited about the role and happy to talk it through. > > Best, > [Your name]

Example 4: New-grad / early-career counter

Less leverage doesn't mean no counter. Keep the ask modest, professional, and grounded.

> Hi [Name], > > Thank you for the offer. I'm thrilled at the chance to start my career on this team. > > I've researched starting compensation for similar [role] positions and was hoping we could revisit the base. Would it be possible to bring it to $[number]? Given [relevant internship / project / coursework / certification], I'm confident I'll ramp up quickly and contribute early. > > I'm very much looking forward to joining either way. Thank you for considering it. > > Best, > [Your name]

What to do if they say no

A "no" on your headline number is not a dead end. Try these, in roughly this order:

Ask what is possible. "I understand base is locked. What parts of the package do have some flexibility?" This often surfaces a signing bonus, equity, or a flexible schedule.
Reframe to total comp. If base won't move, pursue the non-salary levers from Example 3.
Propose an early review. A compensation or performance review at three or six months gives you a near-term path up without straining their current budget.
Get a soft no in writing, kindly. "Totally understand. Could you confirm the final package in writing so I can review it?" This gives you a clean basis to decide.
Decide with clear eyes. If the final offer still meets your needs, accepting graciously is a perfectly good outcome. If it genuinely doesn't, it's okay to decline politely. Just be sure before you do.

Stay warm and appreciative the whole way through. The people negotiating with you are likely your future colleagues. For the mechanics underneath, timing and phrasing, the deep dive in how to negotiate salary pairs well with these examples.

Build your counter with confidence

Want help turning your situation into a specific number and a script you can actually send? Resumello's offer comparison calculator and AI negotiation kit compare competing offers side by side and generate tailored leverage points and counter-offer language for your exact role. Build your negotiation plan with Resumello and walk into the conversation prepared.

And if you're still lining up offers, run your resume through the free resume match checker to see how well you stack up against a target job before you apply. No signup required.