Negotiate your salary with a number you can defend
Whether it’s a hike at appraisal or a new offer, I help you find your range, build the case and rehearse the ask until it sounds calm.
What usually gets in the way
“I don’t know what I’m worth”
Salary sites disagree, friends quote CTC, and nobody tells you what your role pays at your level in your city.
“I don’t want to look greedy”
You worry that asking will cost you the offer or sour things with your manager, so you accept the first number.
“I freeze on the call”
You know roughly what to say, then the recruiter asks for your current CTC and the plan falls apart.
How we work through it together
- 01
Find your range
Tell me your role, level, city and current pay. I give you a market range for the fixed part and say how confident I am in it.
- 02
Build the case
We pick the number you’ll ask for and the reasons behind it: scope, results, a competing offer, the skills that are scarce.
- 03
Rehearse the ask
I draft the email or the script, then play the recruiter or your manager out loud in the web app until the pushback stops rattling you.
What you leave with
Something you can send or say today, not a pep talk.
- A market range for your role, level and city, with my confidence in it
- One number to ask for and the three reasons behind it
- A call script with answers to the usual pushback
- An email draft you can edit and send
- A fallback list if base pay won’t move: joining bonus, variable, title, review date
You: They’ve offered 24 lakh CTC. I’m on 18 now. Is it fine to just accept?
Zia: Before you do: how much of the 24 is fixed? Variable and benefits often sit inside CTC.
You: 20 fixed, 4 variable.
Zia: For a senior analyst in Pune, 20 fixed is in the lower half of what I’d expect. I’d ask for 23 fixed and give two reasons. Want me to draft the email?
You: Yes, and help me practise the call too.
How to negotiate salary: a practical guide
These work with or without me.
Negotiate the fixed pay, not the CTC
CTC in India often bundles fixed pay, variable pay, employer PF, gratuity, insurance and one-time bonuses. Variable is rarely paid in full and a joining bonus happens once. Compare offers and ask for raises on the fixed component, then treat the rest as extras.
Bring a range, then ask near the top of it
Look at several sources for your role, level and city. Ask for a number near the upper end, and have a reason for it. A specific figure with a reason lands better than a round number pulled from the air.
You can share expectations instead of history
Recruiters often ask for current CTC, and some companies ask for payslips later. You can answer with what you expect for this role and why. If you do share your current pay, explain what it leaves out, such as a raise that is due.
Ask once, clearly, then stop talking
State the number, give your reasons in two or three sentences, and wait. Silence is uncomfortable but it is not a no. If the answer is no on base, ask what can move: a joining bonus, a higher variable, an earlier review.
Get it in writing
Whatever you agree on the phone, ask for a revised offer letter before you resign. A verbal yes is not an offer.
What people ask
How much hike should I ask for when switching jobs?
There is no fixed rule. Hikes on a switch vary a lot by role, level, city and how much the company needs you. Start from the market range for the new role, not from your current salary, and ask for a number near the top of that range that you can justify.
Should I tell the recruiter my current CTC?
You can, but you don’t have to lead with it. Many people share their expected pay for the role instead. Some companies ask for payslips before the offer, so don’t misstate your current pay.
Can an offer be withdrawn if I negotiate?
It’s uncommon when the ask is polite and backed by reasons, but it can happen. Negotiate on substance, keep the tone warm, and don’t bluff about offers you don’t have.
Is it better to negotiate by email or on a call?
Many people find it easiest to make the ask on a call and confirm it by email. Email gives you time to think; a call lets you hear how much room there is. I can help with both.
How do I ask for a raise at my current company?
Time it before budgets are set, usually ahead of the appraisal cycle. Bring what you delivered, what your role now covers, and a market range. Ask for a specific number and a date to revisit it if the answer is not yet.
Know your number before the call.
Tell me the role, the city and what’s on the table. I’ll give you a range, a number and a script.