Salary Negotiation Scripts: Exact Words to Use in Every Scenario

A senior product manager came to me last year after receiving a FAANG offer that was $40K below market rate. She was about to accept it because she "didn't want to seem difficult." I gave her one of the scripts you'll find below, we practiced it twice over Zoom, and she delivered the counter the next morning. The result: a $52K increase plus a $15K signing bonus. The whole thing took her less than ten minutes on the phone. That's the power of knowing exactly what to say.

Most salary negotiation advice is vague — "be confident" or "know your worth." But when you're sitting across from your boss or a hiring manager, you need actual words. Not vibes. Words.

Here are the same proven scripts I use with my coaching clients, ready to customize and use. (If you haven't already, read our step-by-step guide on how to ask for a raise for the full preparation framework.)

Script 1: Asking Your Current Boss for a Raise

This script works best when you've been in your role for at least a year and have strong performance to back up your request.

You: "Thanks for making time to meet. I wanted to discuss my compensation. Over the past [time period], I've [2–3 specific accomplishments with metrics]. I've also taken on [additional responsibilities].

Based on my research into market rates for this role in our area, I believe my compensation should be in the range of [target range]. I'd love to discuss what an adjustment would look like."

If they say "Let me think about it":

You: "Absolutely, I understand. Would it be helpful if I sent you a summary of what we discussed? And could we set a follow-up date — maybe two weeks from now — so we can continue the conversation?"

If they say "The budget is tight right now":

You: "I understand budget constraints are real. Could we look at this in a couple of ways? Either a smaller adjustment now with a timeline for the full amount, or non-salary compensation like additional PTO, a flexible schedule, or a title change that reflects my current contributions?"

Script 2: Negotiating a New Job Offer

You've received an offer. The salary is below what you expected. Here's how to counter without being aggressive.

You: "Thank you so much for the offer — I'm really excited about the opportunity to join [company] and contribute to [specific project or mission].

I've reviewed the compensation package, and based on my experience in [relevant area] and the market rate for this role, I was hoping we could discuss the base salary. I'm targeting [target number], which reflects [brief justification]. Is there flexibility there?"

If they say "This is our best offer":

You: "I appreciate you sharing that. Are there other parts of the package we could explore? For example, a signing bonus, equity, additional PTO, or an earlier performance review with a raise tied to it?"

Script 3: Responding to a Lowball Offer

Sometimes the initial number is well below market. Stay professional but firm.

You: "I appreciate the offer and I'm genuinely interested in this role. I want to be transparent — the proposed salary of [amount] is significantly below the market range of [range] for this position and experience level.

I'd love to make this work. Could we revisit the number to land closer to [target]? I'm confident the value I'll bring justifies that investment."

Script 4: Asking for a Promotion

Different from a raise — you're asking for a new title and scope, not just more money.

You: "I'd like to talk about my career growth here. Over the past [time period], my role has evolved significantly. I'm now [list expanded responsibilities — leading projects, mentoring team members, owning client relationships].

I believe my contributions and the scope of my current work align with a [target title] position. I'd like to discuss formalizing that, including the compensation adjustment that comes with it."

If they say "You're not ready yet":

You: "I appreciate your honesty. Could you share specifically what milestones or skills I'd need to demonstrate? I'd like to put together a plan so we can revisit this in [3–6 months]."

Script 5: The Annual Review Negotiation

Performance review season is the most natural time to negotiate. Use the structured format to your advantage.

You: "Thank you for the positive feedback on my review. I'm glad my work on [specific projects] has been recognized.

Given my performance rating of [rating] and the contributions we've discussed today, I'd like to talk about a compensation adjustment. I've seen that the market rate for my role has moved to [range], and I believe an increase to [target] reflects both my performance and the current market."

How to Practice These Scripts

Reading scripts is helpful. Practicing them out loud is what actually builds confidence. The words will feel different when you say them compared to when you read them silently.

Here's the most effective way to prepare:

1. Choose the script that matches your situation
2. Customize it with your specific accomplishments and numbers
3. Practice out loud — in front of a mirror, with a friend, or with an AI coach
4. Rehearse objections — prepare for every possible "no" or "not now"
5. Simulate the full conversation — don't just practice your opening, practice the entire back-and-forth

Conquer Your Boss lets you do exactly this. Upload context about your boss and situation, then run through the full negotiation with an AI that responds like your actual manager. You'll walk into the real conversation having already handled every possible response.

Key Principles Behind Every Script

No matter which scenario you're in, these principles apply:

• Lead with gratitude — Acknowledge the relationship and opportunity
• Use data, not emotion — Market rates and metrics are persuasive; feelings aren't
• Be specific — Vague requests get vague answers
• Always have a number — If you don't name one, they will, and it'll be lower
• Create a paper trail — Follow up every verbal conversation with an email summary
• Don't threaten to leave — Unless you genuinely have another offer and are prepared to take it

The difference between people who get raises and people who don't isn't talent — it's preparation. Pick the script that fits your situation, practice it until it feels natural, and go get what you deserve.