As of October 1, Connecticut employers must list wage ranges and a general description of benefits in job postings. That is one more state where the number is not a secret, so let’s talk about exactly what to say once you have it. Copy these, practice them out loud, and make them yours.

Salary negotiation scripts for every stage

1. Know your three numbers first

Before any call, look up pay for your role. The Bureau of Labor Statistics’ Occupational Outlook Handbook profiles hundreds of occupations, including typical pay, Glassdoor lets you search by title, company and city, and Levels.fyi breaks down total compensation by company and level, especially in tech. Then set your walkaway number, your target and your ask.

2. Flip the expectations question

When a recruiter asks what you want early on, let them show their hand first:

“I’d love to learn more about the role first. What’s the budgeted range for this position?”

If they push, give a researched range with your target near the bottom of it:

“Based on my research, roles like this pay between $X and $Y. I’m flexible depending on the full package.”

3. On the offer call, do not say yes yet

Excitement is fine. Committing on the spot is not.

“Thank you, I’m really excited about this. Could you send the full offer in writing so I can review everything?”

4. Ask for time like a grown-up

Name a specific day so it sounds like a plan, not a stall.

“I’d like to take until Thursday to review it. Does that work for you?”

5. Counter once, then stop talking

Pick one specific number, give one reason, and let the silence work.

“I’m excited to join. Based on the scope of the role and market data for this position, I was expecting a base closer to $X. Is there flexibility to get there?”

6. When salary is fixed, negotiate around it

Base pay is only one line on the offer. Ask for what fits your life: a sign-on bonus, an extra week of PTO, remote days, a stronger title, a later start date, or a training budget.

“I understand the base is set. Could we look at a sign-on bonus and a salary review at six months?”

7. Use the pay transparency law

Pay range rules now cover places including California, Colorado, Hawaii, Illinois, Maryland, Minnesota, New Jersey, Vermont, New York City, D.C. and Virginia, plus Washington, New York State, Maine and Massachusetts. Details and employer sizes vary. Virginia’s law also stops employers from seeking your salary history. If a posting lists a range, anchor to it:

“The posting lists $70,000 to $85,000. Given my certification and five years leading this work, I’d like to land at $82,000.”

8. Ask for a raise with receipts

Bring results with numbers, a market figure and a specific ask. Ask before review season, so your manager has time to advocate for you.

“Since my last review, I’ve taken on [project] and delivered [result]. Market data for this role is around $X. I’m asking for an adjustment to $Y. What would it take to get there?”

9. Get the final deal in writing

Any change, from a bonus to a six-month review, goes in the updated offer letter or an email confirmation before you resign anywhere.

Bargaining while Black: what the research says

In a negotiation simulation published in the Journal of Applied Psychology, researchers led by Morela Hernandez found Black candidates negotiated no more than white candidates, but evaluators with higher racial bias perceived them as negotiating more and conceded less. Each perceived offer or counteroffer corresponded with a salary $300 or more lower. The takeaway is not to stay quiet. It is to make fewer, sharper moves anchored in data, and to get the numbers in writing.

Landing a raise or a new offer before year-end? Run the new numbers through our Q4 money checklist so the extra money has a job.

What is the best line you have ever used to get more money? Share it in the comments so somebody else can borrow it.