# First job offer - what should I look for? > Counteroffer · Answers · offer > Source: https://trycounteroffer.com/answers/first-job-offer **Short answer:** For a first job offer, focus on: base salary vs market for your role and location, equity grant if any (size, vesting, type), benefits scope, IP assignment with state-law carve-outs, and the option exercise window if you receive options. Don't worry as much about severance triggers and complex executive terms; those become relevant at higher levels. Always negotiate something to establish that you do negotiate; recruiters often respect a candidate who asks more than a candidate who accepts immediately. ## Priority items for first-job offers When evaluating your first professional offer, focus on a smaller set than senior negotiations would address: ### 1. Base salary Check against: - Glassdoor for the company and role - Levels.fyi for tech roles - Payscale for general market data - Salary surveys for your specific industry and city If the offer is below median for your role/location/experience, you have grounds to ask for more. Don't expect huge moves but pushing from 40th to 60th percentile is reasonable. ### 2. Equity grant (if any) For startup roles especially: - Is it RSU, ISO, or NSO? (Each has different tax implications) - What's the grant size in shares? - What's the strike price for options? - What's the company's latest 409A valuation or preferred stock price? - What's the vesting schedule? (Standard: 4 years, 1-year cliff) - Is there a refresh policy? For early-career roles at startups, equity grants are typically modest but can become significant if the company does well. Understand what you're being granted. ### 3. Benefits - Health insurance: employer contribution to premiums - Dental and vision - 401(k) match (this is often "free money") - PTO and sick leave policy - Parental leave (if relevant to you) - Mental health benefits - Professional development budget Benefits can add 20-30% to the value of base comp. Don't ignore them. ### 4. IP assignment Read the IP assignment clause carefully. If you have any: - Existing inventions (open source contributions, hobby projects) - Plans for side projects - Creative work outside the job Make sure these are protected. Request the state-law carve-out language (California § 2870 or your state's equivalent) and add a Prior Inventions schedule listing anything you want to exclude. ### 5. Option exercise window (if you have options) Default is 90 days post-termination. For ISOs specifically, this is problematic because the 90-day cutoff converts ISOs to NSOs with significant tax implications. For first-job offers with options, requesting an extended exercise window (3-5 years) is a reasonable ask. Many companies will accept; some won't. ## What you don't need to focus on yet For first-job offers, several common senior-level concerns are less relevant: - **Severance triggers and Good Reason**: Important at director+ level; less so for entry-level - **Double-trigger acceleration**: Important when you have significant unvested equity to protect; less relevant when grants are modest - **280G**: Only matters for executives - **D&O insurance and indemnification**: Only matters for officers - **Complex equity refresh structures**: Worth understanding but not aggressively negotiating at entry These items become important as you advance. For now, the basics matter most. ## How to negotiate without overreaching For first-job offers: - Negotiate one or two items, not the entire letter - Anchor on data: market salary surveys, peer offers if you have them - Be polite and professional; first impressions matter - If they say "this is our standard offer," ask once more for a specific change - Accept gracefully when the answer is final Sample counter: > "Thank you for the offer. I'm excited about [role/team]. Based on the Glassdoor median for [role] in [city], the typical base is in the [$X] range. The current offer is at [$Y]. Could we adjust the base to [$Z]?" This is concrete, data-driven, and respectful. Most companies will respond with something even if not the full ask. ## Common first-job offer mistakes - **Accepting on the spot.** Take at least 24-48 hours to review carefully. - **Negotiating only base salary.** Equity, signing bonus, start date, and benefits are all negotiable. - **Disclosing your prior salary.** In states where it's legal to ask, decline politely. In states where it's illegal (CA, NY, others), they shouldn't ask. - **Believing everything is fixed.** It almost never is. Even "standard packages" have ranges. - **Skipping the IP carve-out conversation.** Easy to do at signing; impossible to retroactively claim ownership of work you already did at the company. - **Ignoring restrictive covenants.** Non-competes, non-solicits, and confidentiality clauses can affect your future career significantly. Read them. ## What to do next If you want a delivered review of your first offer including market benchmarks and recommended counter language, we deliver one in 24 hours for $199. See [Offer Review](https://trycounteroffer.com/offer). For most entry-level offers under $80K comp, the math may not justify a full review. The information in this page and related answers can help you negotiate effectively on your own. --- ## Related answers - [Should I negotiate if it's my first job?](https://trycounteroffer.com/answers/should-i-negotiate-first-job) - [How do I negotiate a job offer?](https://trycounteroffer.com/answers/how-to-negotiate-a-job-offer) - [What's negotiable in a job offer?](https://trycounteroffer.com/answers/whats-negotiable-in-job-offer) ## Get your contract reviewed If you want a delivered review of your specific document with cited authority and counter language, see https://trycounteroffer.com/offer. Last updated: Sun May 31 2026 00:00:00 GMT+0000 (Coordinated Universal Time) _Counteroffer is a contract analysis service, not a law firm. This page is informational, not legal advice._