Counter Offer Email: 5 Templates That Actually Work

Ready-to-send counter offer emails for every scenario, backed by data from real H1B filings and BLS statistics.

March 15, 2026 · 8 min read

You got the offer. The number is lower than you expected. You know you should negotiate, but the blank email draft stares back at you.

You're not alone — 55% of candidates accept the first offer without negotiating, leaving an average of $5,000–$15,000 on the table. Meanwhile, 70% of hiring managers expect you to counter.

Below are five counter offer email templates for the most common negotiation scenarios. Each template is grounded in the same data-backed approach we use at Countered — real salary benchmarks, not guesswork.

1. The Standard Counter Offer

Use this when you've received a solid offer but the base salary is below market rate. This is the most common scenario.

Subject: [Your Name] — Offer Discussion

Hi [Recruiter/Hiring Manager],

Thank you for the offer for [Role] at [Company]. I'm excited about the opportunity and the team.

After reviewing the compensation package and researching market data for this role in [Location], I'd like to discuss the base salary. Based on [data source — e.g., comparable roles at similar companies, industry benchmarks], the market range for this position is [$X–$Y].

Given my [relevant experience/skills], I'd like to propose a base salary of [$Target]. I'm confident this reflects the value I'll bring to the team.

I'm flexible on the other components and happy to discuss. Looking forward to finding something that works for both of us.

Best,
[Your Name]

Why this works: It leads with enthusiasm (you want the job), anchors to external data (not feelings), proposes a specific number, and leaves room for discussion on other components.

2. The Competing Offer Counter

Use this when you have a legitimate competing offer. This is the strongest negotiation position.

Subject: [Your Name] — Following Up on Offer

Hi [Recruiter],

Thank you for the offer for [Role]. [Company] is my top choice, and I'm genuinely excited about [specific thing — the product, the team, the mission].

I want to be transparent: I've received a competing offer at [$Competing Amount] base with [other notable benefits]. I'd prefer to join [Company], but I want to make sure the compensation is competitive.

Would [Company] be able to match or come closer to [$Target Amount] in base salary? I'm also open to discussing equity or signing bonus adjustments if base salary flexibility is limited.

Happy to discuss further at your convenience.

Best,
[Your Name]

Why this works: Stating the competing offer creates urgency without being aggressive. Naming the company as your top choice gives them a reason to stretch. Offering flexibility on compensation levers shows you're collaborative.

3. The Equity & Total Comp Counter

Use this when the base salary is fair but the total compensation (equity, bonus, signing) is below expectations. Common at startups and tech companies.

Subject: [Your Name] — Compensation Discussion

Hi [Recruiter],

Thanks again for the offer. I'm excited about the role and the direction [Company] is heading.

The base salary of [$Base] is in a good range. I'd like to discuss the equity component. Based on my research into [comparable companies / stage / role level], I was expecting equity closer to [$Target Equity] over [vesting period].

Would it be possible to adjust the equity grant to [$Target], or alternatively increase the signing bonus to [$Amount] to bridge the gap?

I'm looking forward to joining and want to make sure we find a package that works.

Best,
[Your Name]

4. The Promotion / Internal Counter

Use this when you're negotiating a raise or promotion at your current company. The dynamics are different — you have relationship capital and institutional knowledge as leverage.

Subject: Compensation Discussion — [Your Name]

Hi [Manager],

Thank you for the promotion discussion. I'm grateful for the recognition and excited about taking on [new responsibilities].

I've been researching market compensation for [New Role] in [Location], and the data suggests a range of [$X–$Y] for someone at this level. Given my [tenure, track record, specific achievements], I'd like to propose a salary of [$Target].

I've [specific recent accomplishment — shipped X, grew Y, saved $Z], and I'm committed to continuing that trajectory in this expanded role.

I'd love to discuss this at your convenience.

Best,
[Your Name]

Key difference: Internal negotiations require more emphasis on past contributions. You're not just arguing market rate — you're showing the ROI the company has already seen from you.

5. The Deadline Extension Counter

Use this when you need more time to evaluate the offer, gather competing data, or finish other interview processes. Exploding deadlines are a pressure tactic — a reasonable employer will accommodate.

Subject: [Your Name] — Timeline Request

Hi [Recruiter],

Thank you for the offer for [Role]. I'm very interested in [Company] and want to give this the thoughtful consideration it deserves.

Would it be possible to extend the decision deadline to [Date — typically 1 week]? I want to make sure I can fully evaluate the opportunity and come back to you with a clear answer.

I appreciate your understanding and look forward to continuing the conversation.

Best,
[Your Name]

Common Mistakes That Kill Counter Offers

No data. Saying “I was hoping for more” without citing market rates gives them nothing to work with. Use real salary data from H1B filings, BLS statistics, or Levels.fyi.
Apologizing. “Sorry to ask, but...” signals you don't believe your own ask. Be direct and professional.
Ultimatums. “I need $X or I walk” shuts down collaboration. Always leave room for creative solutions.
Negotiating over the phone unprepared. Email gives you time to craft your argument. If they push for a phone call, say “I'd like to send my thoughts in writing first so we can have a productive conversation.”
Only negotiating base salary. Equity, signing bonus, PTO, start date, and remote flexibility are all on the table and often easier for companies to adjust.

Want a counter offer email written for your specific situation?

Countered analyzes your offer against real H1B & BLS salary data and generates a ready-to-send counter offer email, concession playbook, and call script. 3 offers for $99.

Get My Counter Offer Email →

The Data Behind Good Counter Offers

The best counter offers are anchored to real numbers. At Countered, we pull from two primary data sources:

H1B Labor Condition Application (LCA) filings — These are real salaries that companies have filed with the Department of Labor for visa holders. They include the exact role title, location, and compensation.
Bureau of Labor Statistics (BLS) data — Occupational wage data broken down by metro area, percentile, and industry. This covers the broader market beyond tech.

When you counter with “Based on DOL filings, [Company] pays $[X]–$[Y] for this role in [City]”, you're speaking a language that recruiters and HR teams respect. It's not opinion. It's public record.

What Happens After You Send the Counter

Most recruiters will respond in 1–3 business days. Here's what to expect:

They accept. Congratulations. Get it in writing before you celebrate.
They come back with a middle ground. This is the most common outcome. Evaluate the full package, not just base.
They say the offer is final. Rare, but it happens. You can still negotiate non-monetary benefits (start date, WFH days, review timeline).
They rescind the offer. Extremely rare. Legitimate companies do not rescind offers for polite, professional negotiation.

These templates are a starting point. For a counter offer email tailored to your specific offer, company, and market data, try Countered.