You Got an Offer. Here's How to Negotiate It.
The first number a company offers is rarely their last. Whether you're in Germany or the Netherlands, there's a normal, expected process for turning an initial offer into a better one — without souring the relationship before you've even started. Here's exactly how it works, round by round.
Step 1: Set a target before you respond to anything
Before you write back, decide the number you actually want — not your minimum, your target. Base it on real market data for the role, seniority and city, not on what you currently earn or what you "need." A number backed by research is a position; a number backed by personal cost is a request for a favour, and lands very differently.
If you don't already have a benchmark, compare the offer against real market data for the role and city before you counter — it changes what "reasonable" looks like.
Step 2: Open 10-15% above your target, not your minimum
The first number you say anchors the whole conversation, so open higher than what you'd actually accept. A simple version of the opening message:
Keep the tone collaborative, not adversarial: thank them for the offer, say you're excited about the role, then open the conversation around the number — anchored in market data, not personal need. Stay flexible on everything else in the package so the door to a "yes, and" stays open.
Step 3: If they push back, move — but don't cave
A counter-offer from them is a good sign, not a rejection. Come down toward roughly 5% above your last position rather than jumping straight to your minimum — that signals you're closing the gap in good faith, not folding. This is also the moment to name real, specific reasons for flexibility on your side: relocation costs, leaving a stable role, a competing process, and so on.
Step 4: If salary is stuck, negotiate the rest of the package
Base salary is often the hardest line item for a hiring manager to move, because it usually needs separate approval. These are frequently easier to get instead:
- Extra vacation days above the statutory minimum
- A one-time signing bonus
- A fully remote or more flexible hybrid arrangement
- A learning/education budget
- A written commitment to an early salary review after 6 months, rather than the usual annual cycle
Germany-specific notes
- A counter is expected. German employers typically build room into their first offer and expect a counter back. Accepting immediately can read as not having researched the market.
- Anchor with data, not need. "Based on market benchmarks for this role in Berlin" is a much stronger opening than "I need this to cover my rent."
- Silence is a tactic. After stating your ask, stop talking. Let them respond first — filling the silence yourself gives away leverage.
- Get it in writing. Ask for the agreed salary, benefits and start date confirmed by email or in the contract before you sign anything.
Netherlands-specific notes
- Salary is discussed openly. Directness is the norm — a clear, specific counter is expected, not seen as aggressive.
- Check the vakantiegeld. Confirm whether the quoted gross figure already includes the mandatory 8% holiday allowance (vakantiegeld) — employers sometimes quote it either way.
- Ask about the 30%-ruling. If you qualify, some employers split the gross salary differently once the ruling is confirmed — worth raising explicitly before you agree a number.
- Confirm in writing. As in Germany, get the final agreed package — salary, vacation days, remote arrangement — confirmed by email or in the contract before signing.
Before you sign: a final checklist
Once you've reached an agreement, confirm these are all correct — in writing — before you sign anything:
- Salary matches the number you negotiated
- Job title is exactly what you agreed on
- Start date is confirmed
- Notice period (Kündigungsfrist / opzegtermijn) is clearly stated
- Probation period duration and terms are noted
- Vacation days are at or above what you agreed
- Any remote/hybrid arrangement is written down, not just verbal
- Learning budget or other agreed perks appear in the contract or an annexe
Questions people actually ask
Should I always negotiate a job offer?
Yes, in almost every case. In Germany especially, employers build a counter-negotiation into their first number and often expect one back — accepting the first offer outright can read as not having done your market research. In the Netherlands, salary is discussed openly and a reasonable counter is a normal part of the process, not a confrontation.
How much more should I ask for than the initial offer?
A common starting point is 10-15% above your actual target, not your bare minimum — the first number you say anchors the rest of the conversation. If there's a second round, coming down to roughly 5% above your last position signals you're closing the gap in good faith rather than re-opening it.
What if the company won't move on base salary?
Move the conversation to the rest of the package: extra vacation days, a signing bonus, a fully remote or hybrid arrangement, a learning/education budget, or a written commitment to an early salary review after 6 months. These are often easier for a hiring manager to approve than a higher base number.
Should I give my current salary when asked?
Where you can, redirect to your target range instead of your current pay: what you earned before is not what this role is worth. Anchor on market data for the role and location rather than your personal costs or current slip — "based on market benchmarks for this role in Berlin/Amsterdam" is a stronger position than "I currently earn X."
What should I get in writing before I sign?
The agreed gross salary, job title, start date, and any negotiated extras (vacation days, remote arrangement, learning budget, signing bonus) — ideally in the contract itself, or at minimum in a confirmation email, before you sign anything. Verbal promises made during negotiation are not enforceable once you've signed a contract that doesn't mention them.
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