What to Ask During a Job Offer Call About Housing and Tech Stipends

Start your offer call with confidence: what to ask about relocation, housing, phone and equipment

Getting a job offer is a win — but the value on paper often misses important practical costs: moving, short-term housing, phone service, and the tools you need to do the job well from day one. Candidates tell us they lose momentum or accept less because they didn’t ask the right questions on the offer call. This checklist-focused guide gives you concise, high-impact questions and scripts to use during offer negotiations in 2026.

Why these questions matter in 2026

Hiring trends through late 2025 and early 2026 show employers increasingly separate base pay from perks: targeted stipends for relocation, housing, and remote work are common — but policies vary widely. Companies offer a mix of lump-sum payouts, monthly stipends, reimbursements, company-owned equipment, and subscription-management. At the same time, candidates face higher urban rents, more remote-first roles, and fragmentation in phone plan pricing (multi-line plans can save hundreds per year). That environment makes these questions essential to understand the true value of an offer.

Quick takeaway: Don’t accept an offer without clarifying the formats (lump sum vs. reimbursement), tax treatment, time windows, and ownership rules for equipment — these define the real value employers give you.

Concise negotiation checklist — Ask these on your offer call

Use this checklist as your phone script. Prioritize the first 6 questions if you have only a few minutes.

1. Relocation assistance: Is there a relocation stipend or reimbursement? If yes, how much and is it a lump sum or expense-based?
2. Timing & process: What is the time window to use the relocation benefit and how do I submit receipts?
3. Repayment clause: Is there a repayment or clawback policy if I leave within X months?
4. Housing stipend details: If a housing stipend is offered, how is it paid (monthly, lump sum), how long does it run, and is it tied to a location?
5. Temporary housing: Do you provide short-term furnished housing, or reimbursement for hotels/airbnb during transition?
6. Phone & connectivity: Is there a monthly phone or broadband stipend? Which costs are covered (data, international roaming, family lines)?
7. Device & equipment: What equipment is company-owned vs. reimbursed? Do you provide laptops, monitors, docking stations, webcams, chairs?
8. Support for home office setup: Is there a home-office allowance (desk/chair/lighting) and is an ergonomic assessment available?
9. IT & security: Will IT set up the device, install security software (MDM, VPN), and support warranty/repairs remotely?
10. Tax treatment & gross-up: Are stipends taxable? If yes, will the company gross-up the payment to cover taxes?
11. Policy documentation: Can you send the relocation/benefit policy and a written summary before I accept?
12. Point of contact: Who manages these benefits and who can I contact with questions during my move?

Deep dive: What to ask, why it matters, and follow-up phrasing

Below are condensed question templates you can use verbatim on the call plus short explanations so you'll know why each matters.

Relocation assistance

• Question: "Do you offer relocation assistance? If so, is it a lump sum or expense reimbursement, and what is the amount or cap?"
• Why: Lump sums are easier to use but reimbursements require receipts and have a process that can delay cash flow. Knowing the cap prevents surprises.
• Follow-up: "Is there a deadline to use the funds and do you require specific vendors or quotes?"
• Red flag: No written policy or vague timelines — insist on documentation before you sign.

Housing stipends & temporary housing

• Question: "Is there a housing stipend or a temporary housing benefit? If yes, how long does it last and how is it paid?"
• Why: Some companies give a one-time 'relocation housing' payment; others provide a monthly housing allowance for 3–12 months. Duration matters if local rents are high.
• Follow-up: "Do you cover furnished corporate housing or short-term rentals while I look for a permanent place?"
• Extra ask: "Is the amount indexed to location or role level (e.g., higher for SF/NYC)?"

Phone plan and connectivity (phone reimbursement / broadband stipend)

• Question: "Do you offer a phone reimbursement or corporate plan? What does it cover — voice, data, international roaming?"
• Why: With multi-line plans and new pricing models, employer-provided phone benefits can be a few hundred dollars per year or significantly more if international work is required.
• Example script: "If you reimburse me $50/month for phone, will that cover family lines or only my line?"
• Practical tip: If the employer manages a corporate plan, ask about transfer of service if you leave the company — some plans keep employer billing.

Remote work equipment & home office

• Question: "What equipment will the company provide? Are monitors, docking stations, and an ergonomic chair included?"
• Why: Equipment costs add up. A high-performing developer or teacher may need multiple monitors and a quality webcam for lessons or screen-sharing.
• Follow-up: "If you provide a stipend for equipment, what’s the amount and is it a one-time payment or renewable? Who owns the devices?"
• Security: Ask whether the company requires Mobile Device Management (MDM) or other software and whether that affects privacy or personal use.

Taxes, repayment clauses, and legal points

• Question: "How are these payments taxed? Will you gross-up stipends to cover tax liabilities?"
• Why: Many stipends are taxable income. A $5,000 stipend may feel smaller after taxes — gross-ups matter especially for international moves or high-tax states.
• Question: "Is there a repayment clause if I leave within X months? How is the repayment prorated?"
• Why: Clawbacks that require repaying full relocation sums after short tenures can be punitive. Ask for a fair pro-rata repayment schedule or to limit the repayment period to 6–12 months.
• Action: Always ask for the exact wording in writing and run it by a recruiter or legal adviser before signing.

How to quantify the offer — quick math to take to negotiations

Translate benefits into dollar impact so you can compare offers objectively. Here’s a simple formula and two examples.

Formula

Total Offer Value = Base Salary + Bonus + (Relocation Allowance net of taxes) + Present Value of Housing Stipend + Annual Phone/Broadband Stipends + Value of Equipment (market replacement cost) − Any Expected Repayment/Clawbacks.

Example A — Teacher moving stateside

• Relocation lump sum: $4,000 (taxable)
• Housing stipend: $800/month for 3 months = $2,400 (taxable)
• Phone stipend: $50/month = $600/year
• Company laptop & chair: $1,800 market cost
• Net immediate value (before taxes): $8,800. If average tax rate is 22%, net to you ≈ $6,864. Now compare to another offer with no stipend but $3,000 higher salary.

Example B — Remote software engineer

• Relocation assistance: none
• Housing stipend: none
• Annual broadband stipend: $1,200
• One-time equipment stipend: $2,000
• Company-owned laptop (no ownership on exit)
• Value in year 1 ≈ $3,200 plus the benefit of not purchasing a laptop immediately. If you prefer cash, ask to convert equipment stipend to a lump-sum buyout.

Negotiation scripts: short, direct, and professional

Use these tailored lines on the offer call or in email follow-ups.

• Relocation lump sum: "Thank you — I’m excited. To make the move feasible, would you consider a $6,000 relocation lump sum instead of $4,000? I have three quotes that justify the increase."
• Housing stipend: "Given local rents, would you extend the housing stipend from three to six months? That would help stabilize my start and ensure productivity."
• Phone/broadband: "I’ll need reliable international data. Could the company cover international roaming or provide a $75/month stipend instead of $50?"
• Equipment/ownership: "I appreciate the company laptop. For continuity, would you allow me to buy the device at fair market value at year two, or alternatively increase the equipment stipend so I may purchase compatible peripherals?"

Common employer responses and how to react

• “We don’t provide that benefit.” Ask if it can be converted to a lump-sum signing bonus or increased salary — many employers can be flexible on cash vs policy.
• “We only do reimbursements.” Confirm the documentation process and ask for an estimated timeline for reimbursement.
• “It’s taxable.” Ask whether the company will gross-up the payment or provide additional funds to offset taxes.
• “Company equipment must be returned on exit.” Request a clause that allows purchase after X months or ask for a higher equipment stipend if you must buy your own gear.

Practical checklist to email and attach to your acceptance

Before you accept, send a short email that confirms the benefits you discussed. Use this template as a quick checklist the hiring manager or recruiter can sign off on:

1. Relocation: [amount], type: [lump sum / reimbursement], deadline to use: [date].
2. Housing stipend: [amount], frequency: [monthly/lump], duration: [months].
3. Temporary housing: [hotel/airbnb details] or [cap amount].
4. Phone/broadband stipend: [amount/month], covers: [domestic/international/data].
5. Equipment: [list of devices], ownership: [company / employee], replacement policy: [details].
6. Tax treatment and gross-up: [yes/no], repayment clause: [terms].
7. Point of contact for these benefits: [name and contact].

2026 trends to mention if negotiating

• Employers increasingly offer monthly housing stipends for hybrid roles in major metros rather than full relocation packages. Use this to argue for a 3–6 month stipend if you’re moving to a high-cost area.
• Phone and broadband stipends became more standardized in 2025; some companies now offer tiered plans that include international coverage. If your role requires travel, highlight this to secure a higher stipend.
• Home-office stipends are often paid as a one-time taxable amount; in 2026, some firms are moving to recurring allowances to cover equipment refresh cycles — ask for renewal terms after 12–24 months.
• Companies expect remote work security (MDM, VPN). Negotiating IT set-up and remote warranty support is increasingly common — don’t accept vague answers.

Real-world examples from recent hires

Experience matters. Here are two anonymized case studies based on patterns we’ve seen helping candidates through 2025-2026 negotiations:

Case study 1 — Early-career teacher

A teacher moving across state lines received a $3,000 lump-sum relocation offer. By asking for receipts policy and negotiating a month of temporary furnished housing plus a $75/month broadband stipend, they secured both without changing base salary. The clear, written policy prevented reimbursement delays and reduced stress during the first month of work.

Case study 2 — Mid-level developer

A remote software engineer was offered a company laptop and a $1,500 home-office stipend. The candidate negotiated a higher stipend to cover two monitors and a standing desk, and asked for a clause to buy the laptop at fair market value after two years. The employer agreed to a $2,200 stipend and a three-year buyout option — a win that retained company control over security while giving the engineer flexibility.

Final checks before you sign

• Get everything in writing — email confirmation or an amended offer letter.
• Confirm timelines for reimbursements and the name/contact of the person who approves expenses.
• Run tax questions by a tax advisor if large sums or cross-border moves are involved.
• Keep copies of receipts and a simple spreadsheet to track reimbursements.

Closing — use the checklist, protect your value

When you negotiate an offer in 2026, you’re negotiating much more than salary. Relocation assistance, housing support, phone reimbursements, and equipment affect your cash flow, productivity, and quality of life. Use the compact checklist above on your offer call, ask for written confirmation, and convert unclear benefits into cash where possible.

Next step: Before you accept, email the recruiter a one-paragraph list of the benefits you discussed and request the official policy. If you’d like, copy our checklist into your reply — it speeds approvals and protects you from surprises.

Need a printable negotiation checklist or email template? Sign in to your freejobsnetwork account to download customizable templates and example scripts tailored to students, teachers, and remote professionals.

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