Strategies, responses, and scripts to negotiate tech job offers
How you respond to compensation questions during the recruiting process can dramatically impact your final offer. This playbook provides field-tested scripts and dialogue frameworks for handling these critical conversations effectively.
Negotiations are fundamentally an information game. The side that reveals more specific compensation details early in the process loses leverage. Your goal is to maintain positive relationships while protecting information that would weaken your position.
It's not that you are trying to trick the recruiter or employer. It's not that you are trying to be difficult or "cagey". It's that you are trying to:
Your perceived value and negotiating leverage increase dramatically as you progress through the interview process.
Early compensation questions are just the start. To confidently negotiate top-tier packages, it pays off to receive personalized, expert support.
At Valued, we've helped tech professionals add $15M+ to their offers through tailored, 1-on-1 negotiation coaching.
You'll receive hands-on guidance, scripts, and simulations to:
Our clients have secured $15M+ in added compensation!
Book a Free 1:1 CallFor our self-paced course, visit here
Recruiters and hiring managers often don't recognize that things that seem non-negotiable at the start of the process can BECOME negotiable at the end:
Do NOT negotiate until the end of the process. There is a lot of downside and only rarely marginal upside.
When interviewing for a NYC role, I was told the product team was strictly NYC-based with no remote options. Yet by the time they made an offer, they were willing to let me work remotely.
Had I ruled myself out early based on the initial "non-negotiable" location requirement, I would have missed this opportunity.
Years ago, I gave a seemingly "sky high" expectation number 2.5x my previous compensation and was seen as too junior because it was too low.
This illustrates why anchoring early can backfire in unexpected ways - sometimes pricing yourself too low can be as damaging as pricing yourself too high.
These response techniques form the foundation of your compensation question strategy. Each can be adapted to different situations and combined with others as needed.
When to use: Your go-to first response in most situations
Sample: "I find that it doesn't make sense to discuss it so early. I am just focusing on the interviews and so much depends on what we learn during the process, but I am certain we'll come to something that we will both be happy with in the end."
When to use: When you want a briefer response that emphasizes context
Sample: "So much depends on the full opportunity -- the team dynamics, scope, and growth potential."
When to use: When you want to emphasize timing and process
Sample: "At this early stage, I'm focused on determining fit rather than discussing compensation. I'm really focusing on the interviews now."
When to use: When you want to leverage your time off market
Sample: "It has been a few years since I have been on the market and my other opportunities are still early stages. I'm focused on the overall fit right now and will let you know quickly if anything changes."
Recruiter: "What are your compensation expectations for this role?"
You: "I find that it doesn't make sense to discuss it so early. I am just focusing on the interviews and so much depends on what we learn during the process, but I am certain we'll come to something that we will both be happy with in the end."
Recruiter: "What are your compensation expectations for this role?"
You: "I find that it doesn't make sense to discuss it so early. I am just focusing on the interviews and so much depends on what we learn during the process, but I am certain we'll come to something that we will both be happy with in the end."
Recruiter: "I understand, but we need to make sure we're aligned on compensation before proceeding."
You: "I appreciate your need for alignment. So much depends on the full opportunity -- the team dynamics, scope, and growth potential. Nothing I've heard makes me think twice about moving forward."
Recruiter: "We've had candidates go through the entire process only to be disappointed with our offer range."
You: "That's completely understandable. I'm exploring each opportunity holistically, and I trust that you're competitive within your market. If at any point I feel there might be a misalignment, I'll let you know immediately."
Recruiter: "What other companies are you interviewing with? What are they offering?"
You: "I'm only focused on the interviews for this opportunity right now. I'm evaluating each opportunity on its own merits rather than comparing them at this early stage."
Recruiter: "We want to make sure our offer is competitive when the time comes."
You: "I appreciate that. I'm exploring each opportunity holistically based on the role, team, and growth potential, not just compensation. When we reach the offer stage, I'll be completely transparent about what would make this opportunity compelling for me."
Recruiter: "As a startup, we need to know if our compensation structure works for you."
You: "What's your typical structure between cash and equity for this level?"
Recruiter: "As a startup, we won't be competing with FAANG, so I don't want to waste your time."
You: "It sounds like you are concerned I will pick a big tech offer after the process, but I am excited about this role for a reason and trust you pay competitively for a company of your stage. I will let you know right away if there isn't a fit. Right now, I just want to focus on the interviews and learning more about the role, team, and company."
Recruiter: "As a startup, we won't be competing with FAANG, so I don't want to waste your time."
You: "It sounds like you're concerned about competing with big tech, but I'm considering the whole opportunity and understand every company handles compensation differently. I expect you to pay competitively for your stage and market and look forward to meeting the team."
Recruiter: "We've had candidates from FAANG interview with us who had expectations way above our range."
You: "I understand that concern. I'm evaluating opportunities based on multiple factors, not just compensation numbers. I wouldn't be pursuing this conversation if I had fundamental concerns about compensation alignment."
Recruiter: "What's your current package?"
You: "My current situation is not relevant since so much depends on the process, scope, and role, but it would be helpful if you told me how you think of compensation here."
Revealing current compensation is one of the most damaging mistakes candidates make. This information:
Stay firm in deflecting these questions, even if asked multiple times or different ways.
Recruiter: "What compensation are you expecting for this role?"
You: "Compensation expectations?"
Recruiter: "Yes, we need to make sure we're in the same ballpark."
You: "I understand. I'm focused on the interviews now and determining if there's a mutual fit before getting into specific numbers."
Recruiter: "We really need to understand your expectations before proceeding."
You: "It seems like you're concerned about misaligned expectations?"
Recruiter: "Yes, we've had candidates with unrealistic expectations before."
You: "You'll know immediately if we're not aligned. I'm here because the opportunity is compelling."
Recruiter: "I need to put something in our system to move forward."
You: "I understand you have system requirements. I'm really focusing on the interviews now and determining if there's a mutual fit."
Recruiter: "The system won't let me proceed without a number in this field."
You: "I understand the constraint. Nothing I've heard makes me think twice about moving forward. I also had a question about [other topic]"
Recruiter: "Our range varies widely based on experience. I need your expectation to place you correctly."
You: "I understand you need something for your system. If absolutely necessary, you could use the top of your standard range as a start. I am confident we will find something that works for us."
Only offer the "top of range" solution:
Always frame it as a placeholder subject to later discussion.
So what do you do if you tried to deflect and get 3-4 tough pushbacks or have to enter a required number in an application form?
Your only goal is to move forward in the process, so provide the high end of their range. If possible - use confident, but non-committal language.
Recruiter: "I literally cannot proceed without a number in our system."
You: "I understand you need something specific for your system. If absolutely necessary, you could enter the top of your standard range as a start."
Recruiter: "We really can't move forward without some indication of your expectations."
You: "I'm excited about the role and nothing I've heard is stopping me from moving forward."
Recruiter: "As a startup, we need to confirm our structure works for you before proceeding."
You: "I understand this is a startup and expect that the compensation is appropriate for the company's stage."
These scripts are specifically designed for early-stage discussions - typically initial recruiter screens, application forms, or early conversations. The goal is not to negotiate at this point, but to maintain your leverage for when negotiation is appropriate - after you've received an offer.
Your objective in these early conversations is not to negotiate compensation - it's to preserve your ability to negotiate effectively later, when your perceived value is highest.
Remember that most recruiters will accept your deflection after 1-2 attempts. Those who push harder are often testing your negotiation skills and resolve. Holding firm politely demonstrates the professionalism they'll encounter throughout the process.
Early compensation questions are just the start. To confidently negotiate top-tier packages, it pays off to receive personalized, expert support.
At Valued, we've helped tech professionals add $15M+ to their offers through tailored, 1-on-1 negotiation coaching.
You'll receive hands-on guidance, scripts, and simulations to:
Our clients have secured $15M+ in added compensation!
Book a Free 1:1 CallFor our self-paced course, visit here
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