Offers are very rarely rescinded because a candidate asked politely and with evidence. The far more common outcome is the quiet cost of never asking at all.
Research the market band before the conversation, let the employer name a figure first where possible, then counter once with a specific number supported by evidence and delivered warmly. Ask about the whole package, not just base pay, and get the final agreement in writing.
The fear is disproportionate to the risk
The dominant reason people accept a first offer is fear that asking will cost them the role. In practice, an employer who has run a hiring process, interviewed a shortlist and issued an offer has invested significantly in you. A courteous, evidenced counter is a normal part of that process and is expected by most experienced hiring managers.
The compounding cost of silence is what people underestimate. A gap at the point of hire follows you through every future percentage rise and often into the next role’s expectations.
Research before you speak
Establish a realistic band for the role, in your location, at your level of experience. Bring three reference points rather than one. Then decide privately on three numbers: the figure you will ask for, the figure you would accept happily, and the figure below which you will walk away.
Let them go first
Where you can do so gracefully, avoid naming a number before the employer does. If pressed early, a reasonable response is: “I would rather understand the full scope of the role before discussing numbers, though I am confident we can find something that works for both of us.”
The counter itself
“Thank you, I am genuinely pleased about this. Based on my research for this role at this level, and given the experience I would be bringing in areas such as X, I was targeting closer to [specific number]. Is there flexibility there?”
Three things make this work: gratitude first, a specific number rather than a range, and evidence attached. Then stop talking. The silence after the ask is the hardest and most important part.
Negotiate the whole package
If base pay is genuinely fixed, other elements often are not: start date, remote arrangement, holiday allowance, professional development budget, equipment, title, or an agreed salary review at six months. Ask which levers have room.
Get it in writing
Whatever is agreed verbally, request a written confirmation before resigning your current role. This is routine and no reasonable employer will object.