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. Most tech recruiters expect this exact structure — they have flex on at least two of the three.
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 the 24–72 hour decision window.
- 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.