Why Email Beats In-Person for Salary Negotiation, Per a Former HR Chief

Sara Perelli-Minetti, a former HR leader at Wayfair and Capital One, says candidates should make negotiation requests in writing.

If you've ever frozen mid-salary negotiation, you're not alone.

Perelli-Minetti, who leads executive compensation coaching firm Hellos & Goodbyes, told Business Insider that email gives the candidate control over timing and tone. A written request lands when the hiring manager is ready to read it, not when the candidate is nervous in a conference room.

She recommends sending a short, direct email after the verbal offer. The subject line should name the role and the candidate. The body should state the specific ask – salary, equity, or start date – and attach any supporting data, such as competing offers or market comps.

The email strategy works because it removes the pressure of a live response. The hiring manager can forward the email to the compensation team or the CFO without having to paraphrase. That chain of written communication becomes part of the official record, Perelli-Minetti said.

She also advises against negotiating over the phone. A verbal back-and-forth can lead to misunderstandings or rushed concessions. Email gives both sides time to think.

The one exception: if the recruiter explicitly asks for a call to discuss terms, take the call but follow up with a written summary of what was agreed.

Perelli-Minetti's approach applies broadly, not just to tech or finance roles. Any candidate with a written offer can use the same structure.