Counter Offer Email Generator
They gave you a number. You want more. Here is the email that asks for it.
Writing your email…
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How to write a counter offer email
You got an offer, but the number is lower than what you want. A counter offer email is your direct response: you name their number, you name yours, and you justify the gap with a concrete reason. **Done well, it gets you thousands more without risking the offer. Done badly — hedging, vague, apologetic — it gets you a polite 'this is our final number.'**
The counter offer generator above drafts yours in your specifics. Or read on for the structure that makes a counter land, plus templates you can copy.
What makes a counter offer work
Name both numbers explicitly
A counter offer is not 'is there flexibility?' — it's 'you offered $X, I'm countering at $Y, because Z.' Naming both numbers shows confidence and gives them a concrete gap to work with. The gap itself becomes the negotiation.
Justify the gap with one concrete reason
The reason is what turns your counter from 'wanting more' into 'deserving more.' A competing offer at your number is the strongest. Market data for the role in your city, expanded scope beyond the posted role, or exceptional measurable performance all work. Lead with the single strongest — stacking reasons dilutes it.
If your only reason is 'I was hoping for more,' don't send the counter yet. Wait until you have real justification — a competing offer, comps data, or a clear scope expansion. A counter without a reason reads as greedy and invites a firm no.
Counter once, hold firm
Most counter offer dynamics resolve in one or two rounds. If you counter at $110k and they come back at $102k, that's often their real ceiling — pushing again risks souring the relationship. Decide your true floor before you send: if they meet you in the middle, will you accept? Counter emails that keep moving the number signal you'll never be satisfied.
What to do if they hold firm on base
Pivot to total compensation
A no on base salary is rarely a no on everything. Signing bonus, equity refresh, extra PTO, a guaranteed six-month review, a higher title — total compensation has more dials than base. 'I understand base is fixed — is there flexibility on the signing bonus to bridge the gap?' keeps momentum without burning the relationship.
Ask for a review timeline, not just money now
If they truly can't move on the number, a written commitment to a performance review at 6 months (with a defined raise if you hit agreed metrics) can be worth more than a small bump today. It shows they're investing in you and gives you a concrete next checkpoint.
Counter offer email templates you can copy
Three counter offer templates for the most common situations. Copy the one that fits, fill in the bracketed details, and send. Or use the generator above for a custom draft.
Standard counter — market data justification
You have comps showing the role pays more than their offer.
Subject: [Job Title] offer — following up on compensation
Hi [Hiring Manager Name],
Thank you for the offer to join [Company] as a [Job Title]. I'm excited about the role and the team.
I wanted to discuss the base salary. The offer is at $[their number], and based on market data for this role in [your city], comparable positions are coming in closer to $[your counter number]. Given my [specific experience / the scope of the role], I'd like to counter at $[your counter number].
I'd really like to make this work — is there room to move on the base, or other levers we could adjust to close the gap?
Looking forward to your thoughts.
Best,
[Your Name]Counter with a competing offer
You have another offer at your target number — strongest leverage.
Subject: [Job Title] offer — a question on the base
Hi [Hiring Manager Name],
Thank you again for the offer. [Company] is my first choice — I've genuinely enjoyed the conversations and I'm excited about the work.
I want to be upfront: I have a competing offer at $[competing amount]. The offer from [Company] is at $[their number], and the gap is meaningful for me. Is there flexibility to counter at $[your counter number]? If you can get there, I'm ready to accept immediately.
I'd much rather join your team. Let me know if there's a path to make the numbers work.
Best,
[Your Name]Counter pivoting to signing bonus
They said base is fixed — counter on total package instead.
Subject: [Job Title] offer — the total package
Hi [Hiring Manager Name],
Thank you for the offer. I understand the base salary at $[their number] may be set, and I respect that.
One thing that would make this an easy yes: is there flexibility on the signing bonus? An increase to $[target bonus amount] would help bridge the gap and get me to sign today.
I'm excited to join [Company] — happy to finalize as soon as we can align on this.
Best,
[Your Name]A counter offer is a single, confident move: both numbers on the table, one reason for the gap, and an invitation to talk. The most common mistake isn't countering too high — it's hedging so much that the counter reads as 'I'm not sure I deserve this.' Name your number. Give your reason. Hold.
Frequently asked questions
How much higher should my counter offer be?
A common rule is to counter 10-20% above their offer, or at the top of the market band for your role — whichever your justification supports. The counter should leave room for them to meet you in the middle without anchoring so high it seems unserious. Your justification (a competing offer, comps data) is what makes the number feel reasonable rather than arbitrary.
Can a counter offer get an offer rescinded?
Almost never, if you counter respectfully. Employers expect negotiation on professional roles. What can sour things: countering with an ultimatum ('I won't accept less than X'), naming a number wildly above market with no justification, or negotiating aggressively after they've said a number is final. A warm, specific, justified counter is standard professional behavior.
Should I counter by email or phone?
Email for the initial counter — it lets you state both numbers and your reasoning clearly, and gives them time to check budget internally. Phone is useful once there's a real back-and-forth or if you want to read their tone. If you have a strong rapport, email first ('putting this in writing') then offer to discuss.
What if they say the offer is final?
Ask what's possible beyond base salary — signing bonus, equity, PTO, a six-month review, a higher title. A 'final' base is often not a final total package. 'I understand base is fixed — is there flexibility on [X] to bridge the gap?' keeps the conversation constructive. And it's okay to decline if the total still doesn't work for you.