Receiving a verbal job offer is a significant achievement, marking the successful culmination of your candidacy. This moment is the beginning of a strategic phase requiring a thoughtful and measured response. Maintaining a composed and professional demeanor is important, ensuring you do not rush into a decision that defines the next chapter of your career. Your immediate reaction sets the foundation for all subsequent discussions and negotiations.
Immediate Professional Acknowledgment
Your first spoken response should express genuine gratitude and enthusiasm for the opportunity. Immediately thank the hiring manager or recruiter for the offer and express excitement about joining the team. A simple phrase such as, “That is fantastic news, and I am very excited about this opportunity,” sets a positive tone for the conversation.
This initial acknowledgment confirms your interest and paves the way for the logistical steps that follow. Conveying sincere appreciation creates goodwill that is helpful during the negotiation phase. Do not accept the offer at this time, as you still need to review the details and confirm the full package.
Requesting Time and Written Documentation
The next step involves requesting that the verbal proposal be transitioned into a formal, written offer letter. A verbal agreement is not legally binding, making official documentation necessary for a comprehensive review of all terms and conditions. Communicate clearly that having the full package in writing is standard professional protocol.
You must also request a reasonable timeframe to thoroughly review the documentation and make an informed decision. Asking for two to five business days is standard practice. You can phrase this request by saying, “I am very interested, and once I receive the formal documentation, I would like to take 48 to 72 hours to review everything; would that be acceptable?”.
Thoroughly Assessing the Offer Package
Once the written offer is in hand, move beyond the base salary figure to calculate the true total compensation (TCO). Begin by conducting market research for the base salary using tools like Glassdoor and PayScale. Ensure you factor in your specific geography and years of experience. This research provides data-driven evidence for a counter-offer, establishing a defensible salary range based on current industry standards.
Equity and Stock Options
A significant portion of TCO consists of non-salary compensation, such as equity. If the offer includes stock options, determine if they are Incentive Stock Options (ISOs) or Non-Qualified Stock Options (NSOs), as these have different tax implications. NSOs are taxed as ordinary income upon exercise on the “spread”—the difference between the exercise price and the market value. ISOs offer potentially more favorable long-term capital gains tax treatment if specific holding periods are met.
Retirement and Benefits
Examine the 401(k) match structure, which can be a dollar-for-dollar match up to a certain percentage of salary, or a partial match, such as 50 cents on the dollar. Review the vesting schedule, which determines when the employer’s contributions become fully yours. Vesting is often structured as a three-year “cliff” or a graded schedule over several years. Non-monetary factors must also be quantified to understand the full value of the offer. These include the cost of health insurance premiums, the number of paid time off days (PTO), and the expected commute time.
Strategically Negotiating Terms
Negotiation should be approached as a collaborative discussion, not a confrontation, with the goal of reaching a mutually beneficial agreement. Prioritize your negotiation points, focusing on one or two non-negotiable items, which may include the base salary, a signing bonus, or remote work flexibility. Present your counter-offer with a justification rooted in the market research you conducted, using professional phrasing that anchors your request to a higher, research-backed figure.
It is often beneficial to conduct the negotiation over the phone or video call, as this medium allows for better relationship building and tone management than email communication. If the employer is firm on the base salary, pivot to negotiating non-salary items like a signing bonus, additional PTO days, or a professional development budget. Signal a clear path to acceptance by saying, “If you can increase the signing bonus to $X, I will be delighted to accept the offer immediately.”
Formally Accepting or Declining the Position
The final communication formally closes the process and determines your future relationship with the company. If you accept the offer, confirm the details in writing by signing the official offer letter. Send a concise, professional email to the hiring manager reiterating your enthusiasm and confirming the agreed-upon start date.
If you decide to decline the role, do so promptly and professionally, ideally via a short phone call or a brief email. Express sincere gratitude for the offer and the time the team invested. State simply that you have decided to pursue another opportunity that aligns more closely with your career objectives. Declining gracefully helps maintain a positive professional relationship with the company.