How to Negotiate a Higher Job offer after they say, “This Is Our Best Offer”

Best and final is never "final"

Sounds like the end of the road, doesn’t it?

That’s exactly what they want you to think.

Hiring managers and recruiters are trained to make offers sound final—even when there’s still room to move. It’s a strategy. They want you to accept the deal as is, without pushing back. But here’s what most executives don’t realize: “Best and final” doesn’t always mean “take it or leave it.”

It usually means:

1. They want to close the deal quickly and hope you won’t challenge it.

2. They have more room in the budget but want to see if you’ll accept less.

3. They expect some level of negotiation but won’t offer more unless you ask.

   
   

In other words, there’s often hidden flexibility—if you know where to look.

The savvy executive doesn’t just accept what’s on the table. They ask the right questions, explore the right areas, and turn a “final” offer into a better one.

Let’s break down exactly how to do that.

A client of mine—we’ll call her Lisa—had just received a job offer for a senior role at a Fortune 500 company. On paper, it looked good: a $300K base salary, a standard bonus structure, and a respectable equity package. But we had benchmarked her market value ahead of time.

So, she countered. She pointed out her value, the impact she would bring, and requested an increase in total compensation.

The hiring manager came back with the classic line:

“This is the best we can do.”

Most candidates hear this and think the negotiation is over. Lisa didn’t. And that’s why she ended up securing $75K more in signing bonuses, a performance-based incentive, and an additional stock grant.

Here’s exactly how she did it—and how you can do the same.

Step 1: Recognize the Bluff

When a hiring manager says, "This is our best offer," it rarely means the offer is final.

It usually means:

1. They expect you to accept without further pushback.

2. They have a budget but don’t want to reveal all their cards.

3. They are testing how you handle negotiation. (This is especially true for executive roles.)

A company will always start with an offer they’d be happy if you accepted—but not necessarily their maximum budget.

Step 2: Shift the Conversation

Lisa didn’t accept the hiring manager’s statement at face value. Instead, she responded with:

Lisa: "I understand budget constraints; as you know I’m excited about this opportunity and would like to work with you. What flexibility do you have in other areas of the package?"

Notice what she did here:

1. She didn’t argue. She acknowledged their budget to keep the conversation open.

2. She didn’t accept the limit. Instead of saying, “Okay, I’ll take it,” she asked about flexibility.

3. She turned the conversation into a mutual problem to solve. Securing allies is key during this stage!

Step 3: Open the Door to More Money (Beyond Base Salary)

Once Lisa signaled she wasn’t accepting “best offer” at face value, the conversation changed.

The hiring manager responded:

"We might have some flexibility in signing bonuses and performance incentives, but we really can’t move on base salary."

Bingo.

Lisa now had an opening to negotiate beyond base salary. And this is what she focused on:

1. Higher Signing Bonus

What she said:"I understand base salary is set, but given that I’ll be transitioning from a competing offer, I’d like to discuss increasing the signing bonus to bridge the gap."

Why this works:

• One-time bonuses are easier for companies to approve than permanent salary increases.

• This is an instant cash increase that benefits you upfront.

2. Guaranteed Performance-Based Incentives

What she said: I’d love to add a structured performance incentive at the six-month mark. If I achieve [specific milestones], what would be possible in terms of an additional bonus?"

Why this works:

• It ties compensation to business impact, making it easier for the company to justify.

• It sets you up for another payday sooner.

3. Additional Equity Grants

What she said: "I’d also love to discuss additional stock grants to align with long-term value creation. What’s the process for equity refreshers?"

Why this works:

• Many companies offer stock only once at hiring—but you can negotiate refreshers.

• Stock appreciation often outpaces salary increases in high-growth companies.

Step 4: The Offer

After Lisa pushed for flexibility in these areas, the final offer came back:

✅ $40K increase in signing bonus

✅ $25K performance-based incentive after 6 months

✅ Annual equity refresher negotiated into the offer

Total compensation boost: $75K+, without them ever touching the base salary.

Step 5: Lock It in Writing

Once you’ve successfully negotiated a better offer, always get it in writing.

Example email confirmation:*"Thank you for our conversation. I’m excited to join the team and appreciate the flexibility in structuring the offer. Just to confirm, we’ve aligned on:

• A $50K signing bonus

• A $25K performance incentive at the six-month mark

• An annual equity refresher to align with long-term value creation

  
  

  Please let me know if I’ve captured everything accurately before finalizing."*

This ensures no last-minute changes and holds the company accountable for what was agreed upon.

Final Takeaway

Lisa didn’t have to threaten to walk away. She didn’t argue about base salary. She simply asked the right questions, kept the conversation open, and reframed the offer.

The first offer should always be considered as the opening. You always have the option to negotiate a higher offer by employing the right strategy.

Companies expect pushback from executives and top performers. The only question is—are you making the ask?

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