The Art of Salary Negotiation: Scripts and Strategies for Recruiters
TalentLumia Team
7/12/2025
The Art of Salary Negotiation: Scripts and Strategies for Recruiters
For many recruiters, the salary negotiation is the most stressful part of the hiring process. It's a delicate dance, balancing the candidate's expectations, the company's budget, and internal pay equity.
But a successful negotiation isn't about "winning" or "losing." It's about arriving at a fair number that makes the candidate feel valued and sets them up for success, all while being a responsible steward of company resources.
This guide provides a framework and scripts to help you lead these conversations with confidence and transparency.
The Foundation: Transparency from the Start
The best way to ensure a smooth negotiation is to prevent major misalignments from the very beginning.
Script for the First Screening Call:
"Before we go too much further, I want to be transparent about compensation to make sure we're on the same page. The budgeted salary range for this role is between $110,000 and $130,000, depending on experience and how they perform in the interviews. Does that align with your expectations?"
Why it works:
- It complies with growing pay transparency laws.
- It anchors the conversation in a realistic range.
- It builds trust by showing you're not trying to hide information.
The Mid-Process Check-In
Don't wait until the offer stage to talk about money again. Check in after the main interview with the hiring manager.
Script for the Mid-Process Call:
"Hi
{{FirstName}}, great news! The team was incredibly impressed with you in the interview. Based on their feedback and your experience, we're feeling confident that if we do move to an offer, it would be in the $125,000 to $130,000 range, plus our standard benefits package. How are you feeling about that?"
Why it works:
- It makes the candidate feel valued and wanted.
- It narrows the range, managing expectations before the final offer.
- It gives the candidate a chance to voice concerns early.
The Offer Conversation: Presenting the Full Value
Never just email an offer letter. Always call the candidate to present the offer and frame it as a complete package.
The Offer Script:
"As I mentioned, the team is thrilled about the possibility of you joining us. I'm very excited to be able to formally offer you the position of
{{Role_Name}}!We're prepared to offer a starting base salary of $128,000.
But just as importantly, I want to talk about the total picture. In addition to the base salary, this includes:
- An annual performance bonus of up to 15%.
- $20,000 in RSUs vesting over 4 years.
- Our comprehensive benefits package, which includes [mention 1-2 top benefits, e.g., 100% paid medical premiums or a $2,000 annual learning stipend].
We feel this is a strong and competitive offer that reflects the value and experience you'll bring to the team. How does this sound to you?"
Why it works:
- It leads with excitement.
- It presents the "Total Compensation," not just the base salary. This reframes the conversation around total value.
- It ends with an open-ended question, inviting dialogue.
Handling the Counter-Offer
If a candidate asks for more, don't panic. Your goal is to understand their "why."
The Counter-Offer Script:
"Thanks for sharing that with me. I appreciate your transparency. Can you help me understand a bit more about your thought process? Is this based on a competing offer, your personal research, or another factor?"
Listen carefully to their answer.
- If it's about a competing offer: "That's great news, congratulations on the other offer! It's a testament to your skills. Let me discuss this with the team. While I can't promise anything, I will be your advocate internally and see what's possible."
- If it's about market rate: "I understand. The compensation data we used to build this range comes from [mention your data source, e.g., Radford or Option Impact]. However, I'm happy to take another look with the compensation team."
- If they just want more: "I hear you. Let me see what I can do. Are there any non-monetary things we could discuss that would make the offer more attractive, such as a one-time signing bonus or an earlier review cycle?"
Key Principles to Remember:
- Be an Advocate, Not an Adversary: Position yourself as the candidate's partner in this process.
- Know Your Limits: Understand your absolute maximum budget before you ever pick up the phone.
- Hold the Line on Equity: Never make an offer that would create an internal pay inequity issue. It's better to lose one candidate than to create a major internal problem.
By following these strategies, you can turn salary negotiations from a source of stress into a final, trust-building step that launches a successful long-term relationship.