How to Negotiate Your Salary in English as a Developer
Scripts, phrases, and strategies for salary negotiation in English. What to say when offered a number, how to counter-offer without damaging the relationship, and how to handle silence.
Salary negotiation is one of the highest-leverage conversations of a developer’s career — a successful negotiation can mean thousands of dollars more per year, repeated for every year you stay at the company. Yet many developers — especially non-native English speakers — avoid it entirely.
The main reasons:
- Fear of damaging the relationship with the hiring manager
- Not knowing the right words to use
- Worry about seeming greedy or ungrateful
- Uncertainty about how direct to be in English
This guide gives you the exact phrases and scripts for negotiating your salary in English, from the first offer to the final agreement.
Before Negotiation: Key Vocabulary
| Term | Meaning |
|---|---|
| base salary | Fixed monthly/annual pay, not including bonuses |
| total compensation / total comp | Base salary + bonus + equity + benefits |
| equity | Company shares or stock options (RSUs, ISOs, etc.) |
| RSU | Restricted Stock Unit — company shares granted over a vesting schedule |
| vesting schedule | Timeline for when equity becomes yours, e.g. “4-year vesting with 1-year cliff” |
| signing bonus | One-time payment when you join, to compensate for lost unvested equity |
| OTE | On-Target Earnings — base + expected bonus if targets are met |
| PTO | Paid Time Off |
| the offer | The complete compensation package offered to you |
| counter-offer | Your response proposing different terms |
| exploding offer | An offer with a very short deadline to accept (pressure tactic) |
| comp band | Salary range for a given role level at a company |
Rule #1: Never Accept the First Offer Immediately
Hiring managers almost always have flexibility — they often make an initial offer below the top of their budget expecting a counter. Accepting instantly leaves money on the table.
When you receive an offer, you do not have to respond immediately.
Buying time (professional and expected):
“Thank you so much — I’m really excited about this opportunity. I’d like to take a day or two to review the full details carefully. When do you need my answer by?”
“I appreciate the offer. I want to give it the consideration it deserves. Can I get back to you by [day]?”
This is completely normal. Hiring managers expect it.
Rule #2: Get Everything in Writing Before Negotiating
Ask for a written offer before you begin negotiating details. You need to see the full package to negotiate intelligently.
“Could you send me the offer letter so I can review all the details — base salary, equity, benefits, and any other components? I want to make sure I’m evaluating the full picture.”
The Counter-Offer Script
Once you have the offer in writing and have done your research, here is a reliable structure:
- Express genuine enthusiasm (protect the relationship)
- State your number (be specific, not a range)
- Give a brief, non-apologetic reason (market rate, your research)
- Open it as a conversation (not a demand)
Example counter-offer:
“I’m really excited about the role and the team — after meeting everyone, this is clearly where I want to be. I’ve done some research on market rates for this level in [location/remote], and based on my experience with [X and Y], I was hoping we could get the base to [number]. Is there flexibility there?”
Key principles in this script:
- “I’m really excited” → genuine, protects goodwill
- “I’ve done some research” → justifies your ask without pleading
- “[specific number]” → always give a specific number, not a range
- “Is there flexibility?” → opens a dialogue, not a confrontation
Useful Phrases for Each Stage
When the Number Is Lower Than Expected
“I appreciate the offer. The role is a great fit, but I was expecting something closer to [number] based on my research and the scope of the role. Is there room to move on the base?”
“I was hoping to land somewhere around [number]. I know that may be above the initial offer — is that something we could work toward?”
When They Say “This Is Our Best Offer”
This is often not true. Stay calm and ask about other components:
“I understand — is there flexibility on any other components? For example, a signing bonus, additional PTO, or a faster equity refresh cycle?”
“If the base is fixed, could we revisit it at the 6-month mark based on performance?”
When You Have a Competing Offer
If you have another offer, this is your strongest card. Use it professionally and honestly:
“I want to be transparent — I do have another offer at [X]. I’d much prefer to join your team, but I need to be responsible about the difference. Is there any way to close that gap?”
Never lie about a competing offer. If discovered, it can destroy trust and rescind the offer.
Negotiating Equity
“Could you help me understand the equity component? What’s the current 409A valuation, the vesting schedule, and the preferred share price?”
“I’d like to understand the equity upside better. Is there flexibility to increase the RSU grant, even if the base is at its limit?”
Asking About the Vesting Cliff
“I noticed the vesting schedule has a one-year cliff. If I leave or am laid off before 12 months, I wouldn’t receive any equity — could we discuss a shorter cliff or an accelerated vesting arrangement?”
When You Need More Time
“This is a significant decision and I want to make sure I’m making the right choice for both of us. Could I have until [specific date] to get back to you?”
Note: a specific date is more professional than “a few days”. It shows you are organized.
Handling Common Responses
”What are your salary expectations?”
This is often asked before an offer — ideally, you want them to make the first move.
Option 1 — Deflect:
“I’d prefer to learn more about the full scope of the role before naming a number. Could you share the comp band for this position?”
Option 2 — Give a range (if pressed):
“Based on my research and experience, I’m targeting [X–Y], though I’m open to discussing the total package.”
If you give a range, the company will anchor to the lower number. Give a range where the bottom is acceptable to you.
”Why do you think you deserve that number?”
“Based on Glassdoor, Levels.fyi, and similar offers I’ve seen for this role and seniority level in [location/remote market], [number] is in the appropriate range. My experience with [specific skill] and [specific accomplishment] also puts me in the senior tier.”
Come prepared with data from Glassdoor, Levels.fyi, LinkedIn Salary, or Blind.
”We don’t have budget for that”
“I understand budget constraints are real. Could we structure a performance review at 90 days with a salary adjustment tied to specific goals? I’m confident I can demonstrate my value quickly.”
Things NOT to Say
| ❌ Avoid | Why |
|---|---|
| ”I need X because my rent is Y” | Personal expenses are not a business negotiation point |
| ”My previous salary was X” | Anchors to past, not market value (also illegal to ask in many US states) |
| “I’ll take anything” | Signals desperation, weakens your position |
| ”That’s insulting” | Damages the relationship; stay professional even if disappointed |
| ”Can you do better?” | Too vague — always give a specific number |
| ”I have until Friday” (when you don’t) | Artificial deadlines can backfire if they say fine and walk away |
Negotiation for Remote / International Roles
If you are applying to a US company from another country, ask clearly about their policy:
“Is this role geo-adjusted, or is it paid at a US market rate?”
“What is the company’s policy on remote compensation — is it based on the employee’s location or a standard band?”
Some companies pay full US rates regardless of location (especially startups). Others geo-adjust. Know this before comparing offers.
After Negotiation: The Formal Acceptance
Once you have agreed on terms:
“I’m excited to accept the offer. Thank you for working with me on the compensation — I’m looking forward to joining the team. Could you send over the updated offer letter reflecting the agreed terms?”
Always get the final agreed terms in writing before signing.
Practice Scenarios
Scenario 1: You receive an offer of $110K. Your research shows the market rate is $125–$135K. Practice your counter using the script above.
Scenario 2: The recruiter says “we can’t go higher on base.” What do you negotiate instead?
Scenario 3: You have two offers. Company A offers $130K but you prefer Company B at $115K. How do you use this to negotiate with Company B?
Related Resources
- English for Job Interviews — vocabulary and practice for the full interview process
- LinkedIn Profile English for IT Professionals — get more interviews with a stronger profile
- CV Bullet Points for Developers — present your experience compellingly