Salary Negotiation Guide

Before You Negotiate: Know Three Numbers

Negotiating without preparation is how people end up accepting the first figure. Fix these three before any conversation:

• Your market rate — the realistic band for this role, your years of experience, and your city
• Your target — the number you're actively asking for, at the upper end of that band
• Your walk-away — the figure below which you decline. Decide it in advance, in writing.
• Research the band from multiple sources; single-source salary data is frequently inflated or stale
• Know your total current compensation precisely: base, bonus, equity, and benefits

The Expected Salary Question

Asked early, usually by a recruiter, and answered badly by most candidates. The person who names a number first anchors the conversation — which cuts both ways.

• Deflect once, politely: 'I'd like to understand the role fully first. Do you have a band for this position?'
• If they give a band, respond to the band rather than inventing your own number
• If pressed a second time, give a researched range with your target near its bottom — you will be offered the bottom
• Never answer with your current salary in response to a question about your expectation
• In several jurisdictions employers may not ask for salary history at all. Know your local rules.

How to Counter an Offer

The counter is a single, calm, well-reasoned message. Not a negotiation over several rounds of haggling.

• Express genuine enthusiasm first — the offer is not at risk, and they need to know you want the job
• Name one specific number, not a range. Ranges get read as your lower bound.
• Justify with market data and your specific scope, never with personal need
• Ask once. Repeated counters on the same term damage the relationship you are about to start.
• Get the final agreement in writing before resigning from your current role

Scripts You Can Actually Use

Say these out loud a few times before the call. The wording matters less than delivering it without apology in your voice.

• Deflect: 'I'm still learning about the scope here. What range has the team budgeted for this role?'
• Counter: 'I'm genuinely excited about this role and I want to make it work. Based on the market rate for this scope and my experience with X, I was targeting ₹__. Is there flexibility on the base?'
• No budge on base: 'I understand the base is fixed. Could we look at the joining bonus, or an early six-month review instead?'
• Competing offer: 'I have another offer at ₹__, but this is the role I want. If you can get closer on base, I'll sign today.' — only say this if it is true.
• Closing: 'If we can agree on ₹__, I'm ready to accept and can start on __.'

Negotiate More Than Base Salary

When base is genuinely capped by a band, several other levers are often far more flexible — and some are worth more.

• Joining / signing bonus — usually the easiest yes, since it doesn't affect the salary band
• Notice-period buyout if you're leaving a role with a long notice
• An explicit six-month review with a defined revision, written into the offer
• Remote or hybrid days — a real financial value if it removes a commute or a relocation
• Title, which affects your market rate at the next move more than most people account for
• Learning budget, certification sponsorship, or a defined project scope

When Not to Negotiate

Judgement matters. There are situations where pushing costs more than it gains.

• You have already verbally accepted — reopening damages trust badly
• The offer is genuinely at the top of a published, transparent band
• A structured fresher programme with a fixed, uniform package for all hires
• You have no other options and the role is time-critical for you — though even then, asking politely once is rarely fatal

Common Interview Questions & Answers

Common Mistakes to Avoid

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