Ethan Brooks

Salary negotiation script with a clear walk-away point

Turns your job offer and market data into a target, an ask and a walk-away number, plus a call script and replies to the three most common pushbacks.

At a glance

Best for: Anyone holding a written or verbal offer who wants to ask for more without bluffing, and needs words for the call, not just negotiation theory.
Tested on: Claude · Opus 5.5
You fill in: offersituationmarket_datapriorities
You get: Your numbers Market: the posted range is $110,000-$135,000, and the median you found is about $125,000 (roughly 20 entries, so a rough signal only).… (full result below)

career

job-search

decision-making

Prompt

Help me negotiate a job offer. I want a script I can actually say out loud, and a clear point at which I walk away.

Offer details: {{offer}}
My situation (current pay, other offers or processes, how much I want this job): {{situation}}
Market data I've found, with sources: {{market_data}}
What matters to me beyond base salary: {{priorities}}

Give me:

1. My numbers: target, the ask (the first number I say), and walk-away point. Show the reasoning from my market data, not from assumptions. If my data is thin, say so.

1. The opening call script (under 150 words): thanks, genuine enthusiasm, the ask with one reason, then silence. Mark where I stop talking.

1. Replies to their 3 most likely responses: "that's the top of the band", "we need an answer by Friday", "what's your current salary?". 2-3 sentences each.

1. Two non-salary trades, ranked by how likely this employer is to say yes, given the offer details.

1. The walk-away line: what I say, politely, if they won't reach my walk-away point.

Rules: no bluffing about offers I don't have, no ultimatums I won't follow through on, no invented market figures.

Fill in

{{offer}}: Role, location, base, bonus, equity, PTO, start date, and anything the recruiter said about flexibility.e.g. Senior Data Analyst, health-tech, Chicago, hybrid. Base $118,000, 10% target bonus, 15 days PTO
{{situation}}: Your current pay, other processes, and how much you want this job.e.g. Currently $104,000; one other final round; I like this team a lot
{{market_data}}: Salary figures you actually found, with where they came from.e.g. Posted range $110,000-$135,000; self-reported median about $125k (small sample)
{{priorities}}: What you value besides base pay: PTO, remote days, title, equity, learning budget.e.g. Base first, then more PTO

Example input

offer: Senior Data Analyst at a health-tech company in Chicago, hybrid (3 days in office). Base $118,000, 10% target bonus, 15 days PTO, $2,000 learning budget, start date November 2. Recruiter said "we have some flexibility".

situation: Currently $104,000 at an insurance company; not in a rush to leave. In the final round at one other company, no offer yet. I really liked this team.

market_data: The job posting listed $110,000-$135,000. Self-reported salary data for Senior Data Analyst in Chicago shows a median around $125,000 base, but it's a small sample (about 20 entries).

priorities: Base salary first. After that, more PTO would matter most.

8100

Generated Outputs (1)

2 hours ago

Claude

Opus 5.5

2 hours ago

Generated Output

1. Your numbers

• Market: the posted range is $110,000-$135,000, and the median you found is about $125,000 (roughly 20 entries, so a rough signal only). The $118,000 offer sits in the lower third of the band.

• Target: $128,000. Just above the median you found, well inside the band.

• Ask: $132,000. Leaves room to land near your target, and stays under the $135,000 ceiling so it can't be dismissed as out of range.

• Walk-away: $122,000 base, or $120,000 plus 5 more PTO days.

One honesty check: $118,000 is already 13% above your current pay, and you like this team. If you'd accept $118,000 flat, your real walk-away is lower, and you shouldn't use the line in step 5 as a threat. Your data is thin; before the call, check one more source or ask two people in similar roles.

2. Opening call script
"Thanks again for the offer. I'm genuinely excited about this team, especially [something specific from your interviews], and I want to make this work. I've looked at the posted range and at market data for senior data analysts in Chicago, and given the scope we discussed, I'd like to be at $132,000 base. Is there room to get there?"
[Stop talking. Let them answer, even if there's a pause.]

3. Likely replies

• "That's the top of our band." "I understand. The posting lists up to $135,000, so I'm asking within it. What would it take to get closer to $130,000?"

• "We need an answer by Friday." "That works for me. If we can settle the base by Thursday, I'll give you a decision on Friday."

• "What's your current salary?" "I'd rather focus on this role. The posted range is a good guide for me." Illinois law bars employers from asking about pay history, so you don't need to answer.

4. Non-salary trades (most likely first)

1. A written 6-month compensation review. Costs them nothing now and protects your base growth.

1. Five extra PTO days (to 20). You value it more, but PTO is often set company-wide, so expect more resistance.

5. Walk-away line
"I appreciate you checking on this. At $118,000 I'm not able to make the move from my current role, so I'll have to decline, but I've really enjoyed meeting the team and I'd be glad to stay in touch."
Only say it if it's true.

Why it works

Separating target, ask and walk-away gives you three different jobs for three numbers, and "show the reasoning from my market data" stops the model from pulling salary figures out of thin air.

"Mark where I stop talking" is the most useful line in the prompt: silence after the ask is where most people undercut themselves. Pre-writing replies to the three pushbacks recruiters use most means you won't improvise under pressure. The rules line keeps it ethical and practical: no fake competing offers, no threats you won't carry out.

When not to use it

It can't tell you what a specific company will pay; it only reasons from the data you bring, so thin data means a shaky plan. Salary-history and pay-transparency rules vary by state and country: check your local rules. For executive packages with equity, vesting or severance terms, get an employment lawyer or a compensation specialist.

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