Yes, make one respectful, low-drama ask because changing jobs is the right time to align pay and risk. Quantify the better benefits first so you know your walk-away: each PTO day is roughly your base divided by 260 and lower premiums are real cash, so add those up. If that value is roughly 3 to 5 percent of base, you can justify accepting the same salary or asking for a small bump. Since they say you are near the top of the band, prioritize non-base levers like a sign-on, relocation support, or a written six month review tied to an off-cycle adjustment. Use a one-round script like this: "I am excited about the role and the benefits are a great fit, and I am ready to accept if we can either bring base up 3 to 5 percent or, if base is fixed, add a sign-on and relocation." Give concrete numbers so they can act: a sign-on equal to 5 to 10 percent of base and a relocation lump sum of 3,000 to 10,000 are common and easy for companies. If relocation is not relevant, you can ask for a 1,000 to 2,000 home office stipend or to schedule a six month performance review with eligibility for an off-cycle adjustment stated in the offer or an HR email. Make one clear package ask and then pause, and ask when to expect an update within 24 to 48 hours.
If they say no across the board, thank them, reiterate your excitement, and decide quickly whether the role plus better benefits are enough for you to accept. Rescinds for a polite, data backed ask are rare, and one concise round signals you are thoughtful and decisive.
