Many people in India accept their first offer without discussing it, often because they worry that negotiating will look greedy or cost them the job. In reality, a polite, well-researched request is a normal part of hiring at most companies. Recruiters often have some room in the budget and expect candidates to ask. The worst common outcome is a simple "this is our best offer".
Here is how to approach it calmly and professionally.
Know when there is room to negotiate
Not every offer is negotiable, and it helps to recognise which kind you have:
- Mass campus hiring: large IT service companies hiring thousands of freshers usually have fixed packages for each role. Negotiating the salary rarely works here. You may still be able to ask about joining dates or location preferences.
- Lateral hires and experienced roles: there is almost always a salary range, and your final number depends on your current pay, your skills and how much the company wants you. This is where negotiation matters most.
- Startups and mid-size companies: often flexible, sometimes on salary and sometimes on other things such as ESOPs, joining bonus, remote work or job title.
- Off-campus fresher roles at product companies: there is sometimes a little room, especially if you have a competing offer or unusually strong skills.
Do your research first
A negotiation is much easier when your number is based on facts rather than hope. Before any salary discussion:
- Look up salary ranges for the role, experience level and city on salary comparison sites, and treat them as rough guides rather than exact figures.
- Ask seniors, former classmates and people in your network what companies of a similar size pay for similar roles.
- Check the salary mentioned in similar job listings.
- Understand your own numbers. If you are working, know your current fixed pay, variable pay and in-hand amount. Our guide to CTC versus in-hand salary explains the difference.
From this, decide three numbers privately: your ideal figure, a realistic target, and your walk-away point, the lowest offer you would accept.
Answering "What is your expected salary?"
This question often comes up early, sometimes in the first call with a recruiter. Some approaches that work well:
- Give a researched range: "Based on the role and what I've seen in the market for this experience level, I'm looking at 7 to 8.5 LPA." Make sure the bottom of the range is a number you would be happy with, because that is often where the offer lands.
- Ask for their range first: "Could you share the budgeted range for this role? I'm sure we can find something that works if it's a good fit."
- For experienced candidates: a hike of 20 to 40% on current fixed pay is a common expectation when switching jobs, though it varies widely by skill, company and market conditions. Base your number on the market value of the role, not only on your current salary.
Avoid naming a single exact number very early, and never give a figure that is lower than you would genuinely accept just to seem agreeable.
Negotiating after you receive the offer
The best time to negotiate is after you have a written or verbal offer, because the company has already decided it wants you. A simple approach:
- Thank them and show genuine interest. "Thank you, I'm really excited about this role and the team."
- Ask for time if you need it. "Could I have until Thursday to review the details?" One to three days is a reasonable request.
- Make a specific, justified request. "Based on my research and the experience I'd bring with Spring Boot and AWS, I was hoping for a fixed salary closer to 8 LPA. Is there flexibility there?"
- Then stop talking and let them respond. Silence feels uncomfortable, but filling it with justifications often weakens your position.
If you have a competing offer, you can mention it honestly: "I have another offer at 8.2 LPA, but I'd prefer to join your team because of the work on your data platform. Is there any way you can get closer to that figure?" Never invent a competing offer. Recruiters may ask for proof, and being caught can lose you both offers.
If they cannot raise the salary
When the base salary is fixed, other parts of the offer may still be flexible:
- A one-time joining bonus, especially to compensate for a bonus you would lose by leaving your current job.
- A salary review after six months instead of twelve, ideally confirmed in writing.
- Moving some variable pay into fixed pay.
- Remote or hybrid working days, which can save significant travel and rent costs.
- A different joining date, a relocation allowance or a better job title.
- Learning budgets for certifications or courses.
Mistakes that hurt negotiations
- Lying about your current salary. Companies often ask for payslips or bank statements during background verification, and a mismatch can lead to the offer being withdrawn.
- Making it personal. "I need more because my rent is high" is less persuasive than "the market rate for this role is higher". Focus on your value, not your expenses.
- Ultimatums. "Give me 10 LPA or I'm not joining" leaves no room for discussion. Keep the tone collaborative.
- Negotiating forever. One or two rounds of discussion is normal. Repeatedly asking for more after they have improved the offer can sour the relationship before you even join.
- Accepting and continuing to shop around. Accepting an offer and then backing out at the last moment damages your reputation, and recruiters in the same industry talk to each other.
Get the final offer in writing
Once you agree, ask for a revised offer letter with the full salary breakup, joining date, and anything else you agreed on, such as a joining bonus or an early salary review. Read it carefully before signing. Verbal promises are easily forgotten when the person who made them changes roles.
Negotiating well is a skill you will use throughout your career. Doing it politely, with research behind your number, almost never costs you an offer, and it can make a lasting difference to your earnings, since every future hike is calculated on your starting salary.