<prompt> Human: I started a new job about 3 months ago and am really enjoying it. Its an entry level out of college position, but its a hard 8-5 with no outside hours so I can do night grad school and its salaried with benefits so I cant complain. I hit it off with one of my coworkers and as I was walking out yesterday I mentioned how I might do the tuition reimbursement but I wasnt sure since you have to stay at least 3 years after to not pay it back. He said yeah, its the same with the signing bonus, you have to stay a year if you dont want to pay it back.I stopped and asked what signing bonus? And it turns out if you ask as an entry level position you get a 1,500 signing bonus. I didnt ask, so i didnt get one, and I bet HR was thrilled I didnt ask.So some advice Im giving myself that everyone might appreciate is: the Recruiter youre working with is not your supervisor, and you wont piss them off or get your offer rescinded if you negotiate or ask for things. So ask for 5 more salary, ask for an extra week of vacation, or a work from home day every week, ask for a signing bonus. It sounds uncomfortable but you probably wont talk to that recruiter ever again, and your future manager will usually have little to no say on those decisions. Especially in a big company, your VP or supervisor doesnt set salaries or bonuses.  <response>: I have seen offers rescinded over negotiation and have heard more stories of it happening. I think its fine to negotiate something if you have a good motivation to do so but just going down the offer letter line by line and trying to negotiate everything is going to get some eye rolling at least.When asking for or negotiating a sign on bonus it helps to have some reason you need to money. E.g. are you walking away from something of value at the prior employer e.g. a bonus, do you need to relocate even cross town, etc.Especially in a big company, your VP...If you are junior your supervisor likely doesnt control any budget and VP can mean different things at different places but to be clear it is absolutely the norm for compensation decisions to be made in the business units. All HR typically does is set guidelines such as salary bands. 