A salary counter offer is a short written reply to a job offer that thanks the employer, names one specific number, and gives a brief reason tied to the role and the market rate. Send it within one to two business days of receiving the written offer, keep it under about 200 words, and make it easy for the employer to say yes. A counter is a normal business conversation, not a rejection of the offer.
Key takeaways
- Counter in writing after a phone call or after the written offer arrives, within one to two business days.
- Include four parts: thanks, one specific number, a short reason, and a clear next step.
- Ask once. If the answer is no, move to sign-on bonus, start date, or an early review.
- Wait for the revised offer letter before you accept or resign.
What should a salary counter offer include?
A strong counter offer has four parts, in this order: gratitude and continued interest, one specific number, one or two reasons that support it, and a clear next step. That structure keeps the message short and makes the employer's decision easy. It also removes any ambiguity about what you are asking for. CareerOneStop's salary negotiation guidance (U.S. Department of Labor) advises researching the market range first and then making a professional counter; it notes that in many cases the first offer has negotiating room.
| Component | What it sounds like | Why it matters |
|---|---|---|
| Thanks and interest | “Thank you — I’m excited about the role and the team.” | Signals the counter is not a threat to walk away |
| One specific number | “I was hoping for a base closer to $67,500.” | A number can be approved; “more” cannot |
| A short reason | “Based on the scope of the role and the range I researched for this area.” | Gives the employer a defensible rationale |
| A clear next step | “Is there flexibility to get there? I’m happy to talk by phone.” | Keeps the conversation moving toward a yes |
Tip
Keep the reasons to one sentence. A counter that lists five arguments reads like a negotiation memo and invites a five-part rejection. Scope, market data, and one relevant achievement are enough.
How do you write a counter offer email?
Reply in the same email thread as the offer, so the recruiter sees the context immediately. Give the message a clear subject line, state the number, ask whether it is possible, and offer to continue by phone. Do not attach documents unless the employer asked for them, and do not send it late at night if you can avoid it — business hours make the message easier to act on.
Counter offer email template
Subject: Salary discussion — [Job title]
Hi [Name],
Thank you for the offer to join [Company] as [Job title]. I’m excited about the team and the work, and I’d like to accept if we can align on base salary.
Based on the scope of the role and the range I researched for comparable positions in [city], I was hoping for a base closer to $[target]. Is there flexibility to get there?
I’m happy to discuss this by phone if that is easier. Thank you again for putting together a thoughtful offer.
Best,
[Your name]
For the full sequence — research, timing, and what to say on the call — see how to negotiate salary.
What are examples of a good counter offer email?
The right message depends on what the employer can actually move. Both examples below are hypothetical and use made-up numbers; they show structure, not market data. For your own number, start with CareerOneStop's Salary Finder, which publishes wages by occupation and area, and compare it with the range printed in similar postings.
Example 1: base pay is below the range. The offer is $58,000 for a product coordinator role. The candidate’s research puts comparable roles at roughly $61,000 to $70,000, and the role includes two years of relevant experience. The email says: “Thank you for the offer — I’m excited about the team and the work. Given the scope of the role and the range I found for similar positions in this market, I was hoping for a base closer to $65,000. Is there flexibility on the base? Happy to talk it through this week.” Short, specific, and easy to answer.
Example 2: base pay is capped, so ask for a different term. The offer is $75,000 and the recruiter confirms it is the top of the band for the level. The candidate does not argue with the cap. Instead they ask: “I understand the base is fixed at the top of the band. Could we look at a sign-on bonus of $6,000 to offset the unvested bonus I’d be leaving behind, or a review at six months with a written salary target?” Both requests give the employer options that do not require raising the base.
Should you counter on the phone or by email?
Use the channel the employer used, then confirm in writing. A live call is better for reading tone and answering questions on the spot; email is better for a precise number and a paper trail. Many negotiations use both: a short call to test the waters, then an email that restates what you agreed to discuss.
| Channel | Best for | Watch out for |
|---|---|---|
| Phone or video | Reading tone, handling objections, asking what is flexible | Losing track of the numbers; follow up in writing |
| A specific ask with a clear reason and a record of the exchange | Coming across as cold; keep the tone warm | |
| Both | The common path: a call first, then a written confirmation | Letting the written follow-up drift for days |
What if the employer says no?
A no on base pay is not a no on everything. Ask whether any other term can move: a sign-on bonus, a later start date, extra PTO, or a review at six months with a written target. If location is the sticking point, the guide to negotiating remote work covers how to raise days, schedule, and a trial period. If the employer holds firm on every term, decide whether the offer still works for you.
If the answer is a firm no
“Thanks for being direct — I appreciate it. If base is fixed, is there any flexibility on a sign-on bonus or a six-month review? If not, I understand, and I’d still like to move forward on the original terms.”
Once you are in the role, the next conversation is different. The scripts and timing for asking for a raise cover how to turn good work into a pay increase at review time.
What mistakes weaken a salary counter offer?
| Mistake | Better approach |
|---|---|
| Sending a vague request for “a better offer” | Name one number you would accept |
| Countering with a wide range | Use a single figure, or a range whose bottom you would accept |
| Apologizing for negotiating | State the ask plainly and politely |
| Threatening to walk away without another offer | Keep the tone collaborative and factual |
| Adding new requests after the employer agreed | Close the deal and get the letter issued |
| Countering three times after a clear no | Ask once more only if you have new information |
Negotiation research in HBR's 2014 guide to negotiating a job offer (subscription) notes that candidates can have less leverage than employers in a soft market. Research and one clear ask are how you close that gap. A counter is how you close part of that gap, but one calm ask is usually enough; repeated asks after a clear no tend to weaken your position.
When should you not send a counter offer?
Skip the counter when the offer sits at the top of a published band, when the job is governed by a pay scale or collective bargaining agreement, when the employer has already said in writing that the offer is final, or when you have no market evidence and no leverage. In those cases, ask about non-base terms instead, or accept the offer and revisit pay at your review.
If you have more than one offer, compare the full packages with the job offer comparison framework before you counter — a higher base can lose to a stronger total package. And if the answer stays no and you decide to walk away, the guide to declining a job offer politely has email templates. If this is your first offer out of school, the limits and the script are different. Read first job salary negotiation before you send anything.
Warning
Do not accept verbally and then send a counter offer the next day. That sequence can read as bad faith to recruiters. Decide first, then send one clear message and stand behind it.
What should you check before sending?
- The subject line names the role and the purpose of the email.
- You thanked the employer and restated your interest.
- The number is specific and matches your research.
- You included one short reason, not a list of demands.
- You asked whether the number is possible instead of demanding it.
- You offered to continue the conversation by phone.
- You sent it within one to two business days.
How we researched this guide
We build salary guides from primary and official sources. This page draws on CareerOneStop's salary negotiation guidance and CareerOneStop's Salary Finder (both U.S. Department of Labor resources), Harvard Business Review's 2014 guide to negotiating a job offer (subscription), and SHRM's state-by-state salary-history and pay-transparency tracker (last updated August 2023). The email templates and examples are our own: every dollar figure is hypothetical, not a market statistic.
Pay rules and hiring practices change. We review this page when the underlying guidance changes and show the last-updated date at the top. If you spot an error or an outdated source, email us — our editorial policy explains how corrections work.
Note
Pay rules vary by location. Some U.S. states and cities restrict salary history questions or require pay ranges in postings. SHRM's state-by-state tracker (last updated August 2023) is a useful starting map, but it is a snapshot rather than a live legal list — check its date and confirm with your state labor department. This article is general information, not legal or tax advice.
Frequently asked questions
How do you write a salary counter offer?
Reply in the same email thread as the offer and keep it under about 200 words. Thank the employer, restate your interest, name one specific number, give a short reason tied to scope or market data, and ask whether the number is possible. Offer to continue the conversation by phone, and send it within one to two business days of receiving the written offer.
Is it rude to counter a job offer?
No. Employers generally expect a short, polite counter, and many offers are built with some room above the initial number. What reads as rude is a vague demand, a threat to walk away with no other offer, or a new list of requests after the employer has already agreed. One clear ask, made once, is professional rather than pushy.
Should you counter a job offer by email or phone?
Use the channel the employer used, then confirm the result in writing. A phone call is better for reading tone and handling objections, while email gives you a precise number and a record of what was said. Many candidates call to test the waters and follow up with a short email that restates the ask.
What if the company will not negotiate salary?
Ask whether any other term can move: a sign-on bonus, a later start date, extra paid time off, or a review at six months with a written salary target. If every term is fixed, decide whether the offer still works for you. If it does not, decline politely and keep the relationship in good shape for future openings.
How much more should you ask for in a counter offer?
There is no universal percentage. Start from the range your research supports for the role, level, and location, then pick one number near the middle or upper part of that range. Your scope, a specific achievement, and any real competing offer can justify the upper end. Ask for one number you would genuinely accept, and be ready to sign if the employer meets it.
Can you counter a job offer without a competing offer?
Yes. A competing offer is useful leverage, but it is not required. Market data for the role and location, a clear match between your experience and the scope, and a specific number with a short reason are enough to make a professional counter. Never invent a competing offer; recruiters can check, and a bluff that is called can cost you the role.
What happens if the employer withdraws the offer after you counter?
It is uncommon, but it can happen when a counter arrives very late, repeats after a clear no, or reads as a demand. Reduce the risk by asking once, politely, with one number and a short reason, and by avoiding ultimatums you will not honor. If an offer is withdrawn, stay professional, thank the employer, and ask whether you can be considered for future roles.
Can you send a counter offer after accepting the job?
Once you have accepted in writing, treat the terms as closed. Reopening the negotiation can damage trust and, in rare cases, put the offer at risk. If the written offer contains a real error, such as the wrong title or base, raise it immediately as a correction. If you simply want more money, the stronger path is to negotiate a review date and build the case for a raise later.
Sources and further reading
We link to primary and official sources so you can verify the details yourself.
How this guide was written. This page is part of Role Handbook, an independent career publication. We research each guide against primary and official sources, use worked examples and scripts instead of vague advice, and update pages when the underlying rules or practices change. Every page lists its sources. See our editorial policy for details and corrections.