Initially, I asked for ₹5 LPA. Later, I said I’m expecting around ₹35K in-hand since there’s a 2-year bond. They said they’ll validate and get back to me.
I now feel I may have quoted too low, because i searched their glassdoor or ambition box reviews they are offering 6-8lpa for associate technical consulting roles, when the hr calls me should I negotiate it to 6lpa saying based the researches i have done and the bond, I am expecting 6 or 6.5lpa, will that be okay?

I also have 4 months of prior experience at Zensar(not related domain at argano), here at argano i got referred to integration development domain, initially they said they would put me to production support and then after 3-4 months move me to boomi or mulesoft projects

Honestly my goal is not to get into this domain but since the market is bad, im willing to do so
I wanted to move towards more data oriented roles

Need guidance please, read below and let me know your thoughts.

So basically, this started a month ago. I was actively looking for opportunities and I got a call from Naukri.com from a company, Kearney, for an operations-side role. So I proceeded with it.

Now, before moving ahead, please know that I already have 1 year of customer service-side experience from Zomato and 1 year as an Analyst at KPMG.

So, I gave all the interviews and I cleared every interview successfully.

Now comes salary negotiations after 1 month of rigorous 4-round interview process.

So, just for background, I received a call from a hiring consultant from Naukri, and he sent my resume with a job CTC around 5.5 LPA. (This I gave because I joined Zomato at 4 LPA and came on a pay cut in KPMG at 3.5 LPA due to a profile switch, so I felt that much expectation was okayish.)

So, after the 2nd round, HR called me and asked my expectations. I understood the workload this profile holds and revised my expectations to 8–9 LPA, for which they agreed if I was open for negotiations, and I said yes and they proceeded.

So everything got sorted and negotiations started directly from 5.5 LPA, for which, of course, I pushed ahead and said, “See, I have more than 2 years of experience now and I am looking at least for 50–55k+ in-hand.” And she said, “Let's see if something can happen between 6–6.5 LPA.”

Now, a week passed but I received no call. So I connected with the hiring consultant, and he said that the HR reached out to the business, but the business denied it as they were already giving me a 40%+ hike. They cannot go more than that, and since I said I was also giving other interviews and was under negotiations there, the business is not going to exceed the amount.

But guess what? This was not communicated to me officially, and the HR is ignoring my calls and messages and not even informing me if we can settle at least at 5.5 LPA. They themselves agreed to reach out, and now nobody is telling me anything.

What to do here and what went wrong?

I desperately want to increase my salary, and I also have 2+ years of experience now. My salary is way too low, and I am also not getting many calls for real.

Please guide me on what to do ahead. I am feeling wasted.!

I was getting interviewed for 2 different roles in 2 diffirent companies. I honestly told both that I am talking to the other company.

Company A came back already with an offer and an employment contract for 350k monthly but my title got downgraded. The work is likely simpler with less headache. I already accepted via email but havent signed any contract.

Company B was radio silent for 2 weeks since my last interview so I thought that is a dud. However, they suddenly came back and said they are really keen on me and they want to schedule me for 2 more interviews. The offer if it ever materializes retains my existing title and could be higher than 500k monthly. The work is much harder but will push me to be better.

Now I have a dilemma. Should I go ahead and sign the contract with company A or wait for company B. Aside from reputational risk, what are the other consequences? The salary difference is quite substantial.

I’m a mid-level BigLaw associate and have been looking to move in-house for a while. After several rounds of interviews, I recently received a verbal offer at a large pubco. The position checks essentially all of the boxes for me in terms of practice area, flexibility, and work-life balance, but the initial base salary is lower than I was hoping for.

The offer is in the low $200Ks with a meaningful performance-based annual bonus, but no equity or other long-term incentive compensation. The company also appears to have a reasonably strong history of paying its annual bonuses. Taking the offer would still mean a fairly significant reduction from my current base compensation.

I’m considering countering above the initial offer, potentially somewhat above the posted range. My rationale is that, through the interview process, it became clear that the team has needs beyond the position as originally described, including areas where I have significant relevant experience and could contribute immediately.

For those who have negotiated BigLaw-to-in-house offers, how aggressively would you counter in this situation? Is asking somewhat above the posted range reasonable, particularly where there’s no equity component?

May Job offer na ako na receive, Total Monthly Gross Compensation is 55,000. Pwede pa ba ako humirit ng kahit 65k?

Thank you po, nahihiya lang ako

TL;DR: Cleared final round for an embedded marketing role (payroll through the agency, work for a big client). Early on I said my CTC was 11.5 LPA and they capped the budget at 12 LPA, calling it a hard stop even when I later asked for 15. Now HR says I'm most likely their pick. Should I try to push above 12 now, or is it too risky this close to an offer?

Hey everyone,

So I recently cleared the final round for a marketing role and could use some advice on the money side of things.

Quick context: it's an embedded role, which means I'd basically be working for a large client company day to day, but my payroll and all the formal stuff would come through the agency that actually hired me.

Here's where I think I messed up a little. On the very first call, the recruiter asked my current CTC and I blurted out 11.5 LPA without really thinking. She said their max budget for the role was 12 LPA, and I just went with it because working for a big brand was exactly what I wanted right now, and it was the first HR call I received after a long time so I didn’t wanna put a stop to things before they even started.

The next day she sent over a questionnaire, and in it I put 15 LPA as my preferred compensation. She flagged it right away and reminded me that 12 was what we'd discussed, and that it's the hard stop on the budget for the role.

The whole process took about 6 weeks to get through all the rounds. Then, right after the final round, things went quiet for a bit because the manager was away on vacation (which I can verify).

When HR finally called with an update, she told me I'm most likely their pick and one of the stronger people they've talked to, and they will continue my hiring process and final discussions after the manager’s back.

So now I'm sitting here wondering if I lowballed myself. If I really am the top choice, is there room to go back and push above that 12 LPA? Or is bringing up money this late a bad idea that could sour things when I'm so close to actually landing it?

What would you do here? Any advice on whether to bring up the number now, and how to do it without hurting my chances, would be a big help.

Thanks in advance! 🙌

I received a new grad engineering offer from a Southern California defense startup for $107.5k base plus equity in ISOs with 1 years cliff the. The rest vested in increments every month for 5 years. The posted salary range for the engineer position is $105k–$140k.
I’m currently interning at the company and would return full-time in June 2027. Between now and then, I’ll also be doing a three-month engineering internship at SpaceX before finishing school.
They also mentioned a possible $2.5k–$5k relocation stipend since I already live in Southern California, but nothing has been put in writing yet.
Given that the offer is toward the bottom of the posted range and I’ll be gaining additional technical experience before my start date, would it be reasonable to request an increase in base salary? I heard it’s always good to make an effort at negotiating.
This would be my first time negotiating a new grad offer, so I’d also appreciate any advice on how you’d approach the conversation with the recruiter.

Edit: Edit: for better context I’d be working 50+ hrs a week regularly and out of office working 12 hr days on weekends regularly

I’m graduating in May 2027 with a Mechanical Engineering degree in Southern California. By graduation I’ll have 4 engineering internships at major OEM’s, and one of those internships was with the same company that just gave me this offer.

I recently received an offer for an early-career rotational/leadership development program at a large manufacturing company for **$76k base**.
The posted salary range is **$60k–$115k**, so I was hoping to come in a little higher considering my prior experience with the company, multiple internships, and the cost of living in SoCal.

I’m very interested in the program and don’t want to jeopardize the offer, but I also don’t want to leave money on the table.

Would you negotiate in this situation? If so, what would be a reasonable counter? I was thinking around **$85k–$90k**, but I’m not sure if that’s too aggressive for a new grad rotational program.

Also curious if anyone here has negotiated a new grad engineering/LDP offer, especially after previously interning at the same company.

I spent 12 years in a huge medical device company and switched last year to another due to burnt out. I had been in management at the previous company and now I'm a PM and it's pretty boring, hard to get things done, and I'm just not into it. But I'm much much less stressed. This new company is also a huge medical device company.

I applied to a management role in a much smaller company that is about to be purchased by private equity and the benefits are not as good and the pay is slightly more ($5k) but I will have to pay back the sign on bonus that I signed.

I am really torn because Ive been with this new company for less than a year and I would be kind of screwing them over. This new company also doesn't have the same 401k match and no LTI.

What do I do? This new company really wants me..

Hey to all my Feds Family!!!
So I am getting a promotion from a GS 7 to a GS 9.

How do I negotiate a better salary because I do not want to be struggling after they increase my school loan?

Any help would be appreciated

Thanks again 🙂

Background:
I am a Backend Software Engineer with about 2 years of experience, currently earning 4.5 LPA. I recently interviewed for a new role and cleared everything. They are offering a 11 LPA CTC (a massive 122% hike).
The Dilemma:
The new company strictly wants someone who can join in 30-45 days (non-negotiable). However, my current company's official notice period is 60 days. Because of this timeline clash, the new company's HR is stalling on releasing my official offer letter. They even told me they are interviewing another candidate, likely as a backup in case the other person can join in 30-45 days hassle-free.
My current employment contract explicitly has a "salary in lieu of notice" clause. I spoke with my current Team Lead today, and he approved releasing me in 30 days! However, the final administrative sign-off rests with our SVP of Engineering, whom I am meeting this coming Monday.

The Financial & Personal Complications:

My Plan:
Once my current SVP officially approves the 30-day release on Monday, I plan to tell the new HR that I will be paying out of pocket to meet their strict timeline, and ask for a one-time relocation/sign-on bonus (₹75k - ₹100k) to cover the buyout and moving expenses.
Questions for the community:
Given that HR already said the budget is capped, is asking for a one-time sign-on bonus to cover the buyout too risky right now while another candidate is in the picture?
If they refuse the bonus, should I just swallow the ₹30k+ loss and pay it myself to secure the 10 LPA job?
Any advice on how to navigate the conversation with the new HR on Monday to lock down the offer letter before they go with the other candidate?
Any insights would be hugely appreciated!

TL;DR:
The Situation: I have a 11 LPA offer (122% hike) on the line, but the new company strictly needs a 30-day joiner. My official notice period is 60 days, so HR is stalling the offer and interviewing a backup candidate.
The Update: I am likely getting internal approval to buy out my notice period and leave in 30 days, which will cost me ~₹30k out of pocket plus relocation expenses.
The Problem: The new HR already told me the compensation budget is strictly maxed out.
The Question: When I call HR on Monday to confirm I can join in 30 days, is it too risky to ask for a one-time sign-on bonus (₹75k-₹100k) to cover my buyout, or should I just swallow the cost myself to secure the bag before they hire the backup?

Hi all,

I am getting the following comp for Senior SWE level in India with 6 YOE:

Base: 60 LPA
Performance bonus: 10% of base
Stocks: 120k USD over 4 years (25% each year)
No sign-on bonus

I feel like this is a bit of a lowball. Where does this comp lie in the senior SWE band? Where can I negotitate and how much?

Hello everyone,

I appeared for first round of Interview for a role this week before one hour HR email me about my expectations, so I asked her set budget on she informed me last night via email between 85k to 105k.

They mentioned in interview there would be second tech round maybe in Sep. 21 week on Sep. 2.

I believe they would shortlist candidates for second round may be based on salary expectations.
My first round was good and interviewers were impressed. They asked 2 questions in details and I answered them as they expected as I built similar kind of work before.

Should I give range. Kindly guide me, I would be thankful.
Is it okay to share range now or wait till I get second round interview confirmation.

(I am in job hunting since last 4 months.)

Marketing manager for integrated resort (casino) in PH. What’s the best salary for this role and benefits?

If you receive an offer of approximately P90K, is it okay? Gross and you’ll handle people around 6-10.

Any reco on other benefits that I can request?
Thank you.