"What are your salary expectations?" — this one question causes more anxiety and costs more money than any other part of the interview process. The average Indian software engineer leaves ₹2–5 lakhs per year on the table by answering it wrong. Here is exactly what to say.

I have sat on both sides of this conversation — as a hiring manager at Microsoft and as a job seeker. I have watched brilliant engineers undercut themselves, and I have seen average engineers negotiate packages that surprised even the recruiter. The outcome has almost nothing to do with your technical skills. It is entirely about how you handle this moment.

₹2–5L
Avg. left on table by poor negotiators per year
73%
Engineers who never negotiate their first offer
85%
Recruiters who say negotiation doesn't hurt chances
30–40%
Typical salary increment on switching companies

Why This Question Is a Trap (And How It Works)

Recruiters ask this question early for one reason: to anchor you. Anchoring is a psychological phenomenon where the first number mentioned in a negotiation has disproportionate influence over the final outcome. If you say ₹18 LPA and the company was prepared to offer ₹25 LPA, you will get ₹18–20 LPA. The recruiter has done their job.

Equally dangerous is naming a number that is too high without evidence to support it. Say ₹40 LPA when the market rate for your experience is ₹22 LPA, and you signal you are out of touch with market reality — which damages your credibility for the rest of the process.

The correct strategy in almost all situations: delay, research, then name a range anchored at market rates. Here is exactly how to execute each step.

Phase 1: Deflect Early in the Process

When the question comes up during the first recruiter screening or before you have been through technical rounds, deflect it. You have no leverage before the company has decided they want you. The best time to negotiate is after an offer is made, or at minimum after all technical rounds are complete.

Script: Early-stage deflection "I am very interested in this role and the company, and I am confident we can find something that works for both sides. I would prefer to understand the full scope of the role and the compensation structure first. Could you share the budgeted range for this position?"

Notice: you turned the question around. In India, companies often have approved bands for every role. Asking for the band is completely legitimate and many recruiters will share it. If they do, you know exactly where the ceiling is — and you can anchor just below it.

Script: If they push back and insist on a number early "I understand. Based on my research and experience, I am targeting roles in the ₹X–₹Y range, but I am open to discussing the full compensation picture including variable pay, equity, and benefits. What does the structure typically look like here?"

Phase 2: Research the Right Number Before You Name It

Before any salary conversation, you need to know three things: (1) what companies pay for your exact experience level and role, (2) what this specific company pays, and (3) what your current effective compensation actually is (including variable, benefits, and any unvested equity).

SourceWhat to Look UpReliability
Glassdoor India"Software Engineer [Company] India salary"Medium — can be outdated, but good baseline
Levels.fyiExact role + level data with equity breakdownHigh — crowdsourced, updated frequently
LinkedIn Salary InsightsIndustry median for your title + cityMedium — less granular than Levels.fyi
TeamBlind"[Company] SDE2 offer India"High — actual engineers posting real numbers
Your referral contactAsk directly: "What is the band for this level?"Very high — but requires established rapport

Once you have three to five data points, find the 60th–75th percentile for your experience and city. That is your anchor. Do not target the median — target comfortably above median.

Phase 3: Name Your Number (With These Exact Scripts)

Here are word-for-word scripts for every scenario you will encounter:

Scenario A: You have 2–5 years of experience, switching companies for the first time

Script: Mid-experience, first switch "Based on my research on Levels.fyi and conversations with engineers at [Company], I understand the range for this level is around ₹X to ₹Y LPA total compensation. Given my [X years] of experience in [relevant domain] and the projects I have delivered — particularly [one specific, relevant achievement] — I am targeting ₹[your number, at or above the midpoint] LPA as my base. I am happy to discuss the full package including RSUs and bonus."

Scenario B: Fresher / Campus placement

Script: Fresher with limited leverage "As a fresher, I have done my research on what companies at this stage offer for this role. I am targeting ₹[X] LPA, which I understand is in line with the market for candidates with my background. I am more focused on the learning and growth opportunity here than on maximising the starting number — I know compensation will grow with demonstrated performance."

Note: the second sentence is not weakness — it signals self-awareness and reduces recruiter anxiety about hiring a high-maintenance fresher. It works.

Scenario C: Senior engineer with competing offers

Script: Senior with competing offers (strongest position) "I am currently in conversations with two other companies and have received an offer in the ₹[X] LPA total compensation range. I am genuinely more excited about [this company] because of [specific reason — team, product, scale], which is why I wanted to have this conversation first. Can your team match or come close to that range? I want to make sure we find a way to make this work."
Never lie about competing offers. Do not fabricate an offer you do not have. Recruiters in the same city often know each other, and if it comes out, it damages your reputation permanently. However, if you have any offer — even from a less desirable company — you can use it as leverage honestly.

5 Phrases That Kill Your Negotiation

Avoid these at all costs:

  • "I need at least ₹X" — "Need" signals desperation and gives the recruiter information they can use against you.
  • "My current salary is ₹X, so I want ₹Y" — Never volunteer your current salary. In most Indian states it is not legally required to disclose it. Companies are supposed to pay market rate, not current salary + 20%.
  • "I am flexible / whatever you think is fair" — This surrenders all leverage. Every recruiter will interpret this as permission to offer the lowest band.
  • "Can you do anything better?" — Too vague. Gives you nothing actionable. Always counter with a specific number.
  • "I am not really looking but..." — Pretending you are passive when you are actively interviewing is transparent and reduces trust.

After the Offer: What to Counter and How

You received an offer. Always, always counter. Not aggressively, but always. The rule: counter once, clearly, with a specific number and a brief justification. Do not go back and forth more than twice — it signals you have no other options.

Script: Countering an offer "Thank you for the offer — I am genuinely excited about [Company] and this opportunity. I have reviewed the details and the base is slightly below what I was targeting. Based on the market data I have researched and the experience I bring, I was hoping for ₹[X] LPA as the base. Is there any flexibility there? I am happy to be patient on the equity if that helps."
The joining bonus play: If the company cannot move on base salary (often the case at FAANG where bands are rigid), always ask for a joining bonus. "Could you consider a joining bonus to bridge the gap between my current unvested equity that I am walking away from?" This works even when base salary is immovable — and joining bonuses are often discretionary budget that recruiters control directly.

One Rule to Remember Above All

You cannot negotiate your way to a bad outcome if you have an offer. The worst the company can do is say no and stick with their original number. Companies do not rescind offers because you negotiated politely and professionally. They expect it. The only way to lose is to not try.

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