Is this a good way to negotiate expected CTC?

How much of a hike should one expect while switching roles (for a PM role) I have started giving interviews and the expected CTC i had mentioned was with a 40% hike. Nope, i have received my appraisal in the range of 15%, due to good performance. Should I revise my expected CTC? How does this usually work?

How many folks here 100% refuse to share last salary and are adant that HR state their budget. How do you guys do it and also has it ever happened that you needed up losing a great opportunity coz of this???

Use this platform to pass inside information, which you think can be helpful had you known when it was your time. Revolut ( UK fintec) has three types of ranking in support specialist workflow. Graduate, junior, and mid level. Once you have gone through the test,interview, and all,they will put you in one of these three rankings based on your performance and exp. Generally Grad (0-1yoe), Junior 1-2), Mid(2/3+) . YOE not sole critera, they can be lenient based on performance Grad ( 4- 5 lpa) Junior (5-7.5) Mid (7.5-10) This is true for Fincrime, kyc, kyb , screening, and ongoing monitoring. FIU and TM crypto pass 1 -2 lac more than the other. Mid (fiu) can pay 12 lpa even with 2 yoe. This is for support specialists' production roles. A 4yoe + 2 yoe in TL can fetch you 15+ lpa as a TL. Again, crypto and FIU can fetch you upto 22 lpa. Your current ctc doesn't hold you back. Revolut doesn't negotiate hard. 2 negotiations and they offer you or they don't. Its not back and forth with them. 4.5 ctc has got 11.5 ctc there. 150% hike. 2 rounds of negotiations. Plain simple. If you are applying for any role. Don't hesitate to ask more, be your lawyer. These figures already exist. Maybe there are other higher figures too that i am yet to come across. PS : I dont work there, but 6 ppl whom i supervised do.

I got offered a position in Adobe as an Architect YOE 12 33 base + bonus 5L bonus. RSU - 50K USD across 4 years PF etc - 2.5L Am I being lowballed? My current CTC is 29.3L with 32% variable on top of it. I tried negotiating but with no luck, RSU was increased from 40K to 50K as a result of that.

What is a reasonable ask while negotiating with startups? Should I ask for a match or hike of X% over my TC/annum (52lk Base + 8lk Bonus + Rs30lk RSUs), or should I negotiate only over the Cash (Base + Bonus) component? A startup I’m negotiating with is not considering the RSUs I have and is offering a 8% hike only on the cash component, and is throwing in ESOPs (paper money) instead. What do I do?

I have total of 3.6 years of experience all as Data Engineer. 2.3 working at Sigmoid and 1.3 with Flipkart. I got promoted at both the organisation, means I am a high performing talent. I am getting 50L as a CTC from Flipkart, 21.5 is fixed, 2.15 is annual bonus and rest other are ESOP spreaded over 4 years. Flipkart is currently operating in hybrid model which means I had to shift to Bangalore this December. In my new role at a startup which is acquired by Course Hero is offering 70l; 32l as fixed, 3.2l as annual bonus and rest other as RSUs spreaded over 4 years. It is work from anywhere. Looking at the current market trend and my previous history, should I be little more greedy.

Hello, my friend is currently working in TCS as a QA Engineer with 4.5 YOE and 5.5 LPA CTC. Hello received an offer from Infosys who also has the same client with the same project. Infy HR said that he'll be working for the same project and the team is also the same. Hello asked my friend for the expected CTC and he told 12LPA which he agreed immediately. What is the fair CTC for my friend? How can he negotiate the CTC now since he already told the expected CTC?

Recruiters always ask for your current compensation which is technically 'confidential' It's unfair for you to disclose your compensation without getting something in return. Let's CHANGE the tone of these conversations. I always ask for their budget before I disclose mine. Enough people do this and it'll become the norm and gives you a fighting chance to safeguard against lowballing. Objection handling: 1. "Our budget is flexible depending on the role and experience" - counter - what role are you considering me for? What's the range for that role? - if they still deny that's bullshit, all companies even startups have a ceiling they've at least thought of 2. "Our hikes are fixed at 20-30%" - run. Or if you care about the co. try talking about market standards and fair pay 3. If they're being unreasonable and not giving any info, you say your compensation is confidential / not comfortable sharing it at this stage Expected CTC - 1.2x Glassdoor/ambition box for business roles. Tech has levels.fyi. If they try to haggle at this stage itself, say you'd like to focus on the job fit and the opportunity and talk about compensation later which you believe would be open to discussion for the right candidate.

Hi all, I have got my HR round discussion at Accenture for the position of Application Lead coming up next week. Hence I thought of picking your brains to resolve a conundrum regarding a reasonable salary that I can ask for. Location: Bengaluru Current CTC: 15 LPA Expected CTC: 23 - 26 LPA TechStack: Mainframe Developer YOE: 9 years. Can you let me know whether my expected CTC is a reasonable amount considering my YOE, tech stack and location. Or should I ask for more/less ? Thanks for all the advice/suggestions !

Same as title. Feeling frustrated as most companies these days only negotiate based on CCTC and only want to give some x% hike. I know this is common in India but is there a way to go around it? Do product based companies and good startups also do this? Is job hopping the only way to reach a good CTC?