Counter offer email for tech jobs — base + RSU + signing
Short answer
Negotiate all three levers in a single email. The play: thank them, anchor base on Levels.fyi for your level + city, ask for a specific number on base, then ask for upside on RSU and signing as fallback levers. This structure is familiar to tech recruiters, and packages often have flex on more than one lever — though how much varies by company.
You're here because
- You got a tech offer and the package has 3 levers, not 1
- You don't know which lever has the most flex
- You're worried asking for everything will sound greedy
- You don't know what "levels" or "bands" your offer is in
- You have a deadline — usually 3–7 days
The exact email to send
Hi [HIRING_MANAGER],
Thank you for the offer to join [COMPANY] as [ROLE]. The team and the [SPECIFIC_PROJECT] work are exactly what I was looking for.
Quick comp note. Looking at Levels.fyi for [LEVEL — e.g. L5, IC4, Senior] at [COMPANY or a tier-equivalent] in [CITY/REMOTE] with [X] years in [SKILL]:
• Base: $[LOW]–$[HIGH] (current offer: $[OFFERED_BASE])
• RSU (4-year): $[LOW]–$[HIGH] (current offer: $[OFFERED_RSU])
• Signing: $[LOW]–$[HIGH] (current offer: $[OFFERED_SIGN])
I'd like to revisit the package across these three levers:
• Base: target $[BASE_TARGET]
• RSU: target $[RSU_TARGET]
• Signing: target $[SIGN_TARGET]
I understand each lever has different ceilings — I'm flexible on which one moves, as long as the total package lands closer to the role band.
Would you be able to come back with a revised offer by [DATE — 3 business days]?
Thanks,
[YOUR_NAME]
- Built for the moment a written offer or deadline lands — not casual browsing.
- Written for short decision windows — often only days.
- Designed for people who don't negotiate often.
- Real workplace register — not internet bravado.
What NOT to say
- Asking only for base. RSU + signing often have more flex than base.
- Naming a level you can't defend ("I'm an L6, not L5") without scope evidence.
- Citing one source. Always Levels.fyi + at least one secondary (Glassdoor, peer disclosure, competing offer).
- "What's your max?" — vague; recruiters ignore.
- Negotiating equity in shares without converting to dollars at current valuation.
An illustrative example
An L5 backend engineer got a FAANG offer at $190K base / $480K RSU (4yr) / $25K signing. Levels showed L5 in their city ranged $200K–$220K base, $560K–$720K RSU, $50K–$100K signing. They sent the email above. Final: $210K base / $620K RSU / $80K signing. +$20K base / +$140K RSU / +$55K signing = +$215K over 4 years.
Why this works
Tech recruiters work to band targets, not to candidate counters. Asking across all three levers with specific Levels-anchored numbers gives them a clean path to recalculate the package.
What to do next
Pull your Levels.fyi band tonight. Send the email tomorrow. The Counter-Offer Kit includes the RSU/equity refresh email and the "I have another tech offer" wording.
Before you send — quick check
- Do you know your walk-away number?
- Do you have a Levels.fyi or market band to anchor to?
- Do you have a 3-business-day deadline written in?
If you answered "not sure" to any of these, the Counter-Offer Kit walks you through all three.
Related reads
FAQ
Which lever has the most flex — base, RSU, or signing?
Usually signing > RSU > base, in that order. Signing is one-time cash; RSU is part of band; base is hardest. Always ask for all three; let them pick.
Should I negotiate level instead of comp?
If you have evidence you should be at a higher level, yes — but as a separate conversation. Mixing level and comp in one email confuses recruiters.
How much room is in a tech offer?
10–20% on total comp is typical. Outliers go higher with competing FAANG offers.