How do you write a counter offer letter?

Four elements: (1) Open with genuine appreciation — not performative, but real enthusiasm for the role. (2) State your counter clearly — a specific number, not a range. (3) Anchor to market data and your scope — not to personal expenses or what you currently earn. (4) Signal that you want to make it work — you are negotiating, not threatening. Keep it under 200 words. Shorter is stronger.

Should you always counter a job offer?

Almost always yes. Employers build negotiation room into initial offers. A professional counter — 10–20% above the offer, anchored to market data — almost never loses an offer. Employers expect it. The risk of not countering is leaving money on the table permanently. The risk of a professional counter is almost zero.

How much should you counter a job offer?

10–20% above the initial offer is the standard range for a first counter. This gives the employer room to meet you partway while still moving you meaningfully above the initial offer. If your research shows you are more than 20% below market, you can anchor higher — but explain it clearly with market data.

What if you counter and they say no?

You have several options: (1) Accept the original offer if it still meets your needs. (2) Counter on non-base components (signing bonus, equity, title, review timeline). (3) Ask what would need to change for them to revisit compensation. (4) Decline if the gap is too large and you have other options. In almost no case does a professional counter result in an offer being rescinded — that is an extremely rare outcome with a reasonable ask.

Do you need to give a reason for your counter offer?

Briefly, yes — anchor to market data and scope. 'Based on my research on the market for this role and level' is sufficient. You do not need to explain personal expenses, cost of living increases, or what you currently earn. The anchor should be external (market data) not internal (your needs).

Salary Negotiation

Counter Offer Letter Examples

A well-written counter offer is professional, specific, and anchored to market data — not personal need. Here are the templates and examples that work at every level.

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Counter offer principles

Always counter — employers build in negotiation room
Specific number, not a range
Anchor to market + scope, not personal need
10–20% above initial offer is standard
Under 200 words — shorter is stronger

Counter offer letter examples

Example 1: Mid-level software engineer

Offer: $155K. Market rate for Senior SWE in this market: $170–185K. Counter: $178K.

Hi [Name],

Thank you for the offer — I'm genuinely excited about this role and the team. After reviewing the package and researching what Senior Software Engineers are earning for this type of scope in [market], I'd like to propose a base salary of $178,000.

I believe this reflects both the market rate and the systems-level work you've described. I'm flexible on other components and I'm eager to make this work.

Looking forward to your thoughts.

Example 2: Senior product manager

Offer: $185K. Market rate for Senior PM at this company stage: $200–215K. Counter: $205K.

Hi [Name],

I appreciate the offer and everything the team has shared about the role — my interest has only grown through the process.

Based on market data for Senior PM roles at Series B–D companies with this scope of product ownership, I was hoping we could get to $205,000 base. I've seen comparable roles in the $200–215K range, and the full-stack ownership you've described is at the higher end of what I've found.

I'm flexible on other components. Looking forward to making this work.

Example 3: VP of Engineering

Offer: $240K + $300K equity. Market: $265–290K base. Counter: $270K + equity refresh.

Hi [Name],

Thank you for the offer — I'm very excited about the team and the scope of what we discussed.

After reviewing the full package and researching the VP Engineering market for organizations at your stage, I'd like to propose $270,000 base and explore whether there's room to increase the initial equity grant. The compensation data I've found for this scope of org and technical complexity puts the range at $265–290K.

I'm committed to making this work and I'm flexible on structure. Can we set up a call to discuss?

Example 4: Countering on signing bonus when base is firm

Hi [Name],

Thank you for the context on base — I understand there are constraints and I appreciate the transparency.

Given that, I wanted to ask whether there's flexibility on the signing bonus. I'm leaving behind unvested equity worth approximately $X at my current company, and a signing bonus that helped bridge that gap would make this decision significantly easier.

I'm genuinely interested in joining and I hope we can find a structure that works for both sides.

Know exactly what to counter before you send anything

Askia's offer strategy coaching evaluates your specific offer against real market data, identifies where you have leverage, and tells you exactly what to ask for — before you send your counter. Average outcome: $47K increase.

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