Yes, it's quite common if it's not a company where salary slabs are predefined for different roles.

I would suggest kindly go for 25-30% hike to be very safe. You can negotiate better once you have multiple offers

Software Developer

no,
yes
yes

1 offer in hand only - ask for 50%, you will get 30. 
1+ offer in hand - keep using each one as ladder, go up till 100 , slowly. Preferrably collect 4 to 5 , keep dropping old ones as you pic new ones. (companies maybe inhuman , but we still can be kind and shrewd at same time).

Finally read this: https://amzn.in/d/5zrivJc & HBR ascend and write possible HR round questions and what you will answer  back and forth. Play this mock game with your friend or anyone before going in.

AI Engineer

It entirely depends on 2 factors - 
 1. The companies you choose 
 2. How desperate they are to hire you? It also means, how good you are that they are dying for you to be on their team!

Consultant

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...

Welcome to Software Engineers's Private Community

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?

How much does current CTC matter during negotiation?

Software Engineer

How much does current CTC matter during negotiation?- Grapevine

Welcome to Business Roles's Private Community

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.

Brothers helping brothers

Analyst

Hello Grapeviners,

What is with Indian recruiters wanting to know your CTC as the very first step of hiring? And when asked to share the ctc range in which the role falls, they refuse to share.  So basically they just want to lowball candidates based on their current CTC and parity is a joke?
Now If a recruiter denies sharing the range for the role and insists on knowing my CTC, I run!  What are your thoughts?

Recruiters want to know your CTC

As a recruiter, i have candidates asking me the payscale and i usually share them the compensation bands we have ...although in most cases we are told strictly not to tell the applicants ...however for me , i think it kinda makes my job much easier as they don't false expectations with the role or the salary ...neither i make them waste their time interviewing us ...saves a lot on both sides  
 My managers do expect me to have certain extra good profiles just to maintain our pipeline and show a good funnel of quality folks..but it does not work my way ...

Product Manager

Welcome to Personal Finance's Private Community

An example scenario:
Let’s say my CTC is 34 LPA + annual stock payout of 5 Lakhs. My total yearly earning potential is 39 LPA. 

In the new role they don’t have a variable or stocks. Is it reasonable to ask for a 25% hike on the overall earning potential?

So the new CTC is 49 LPA. 

I haven’t switched my employer in the past few years so currently is lacking the clarity on the way how negotiations are done. Kindly help by sharing the best practice.

Is this a good way to negotiate expected CTC?

Product Marketing Manager

Welcome to Office Gossip's Private Community

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???

Refusing to tell last salary

Welcome to IT Company Discussion's Private Community

Current CTC - 10 Lakhs
New CTC - 20 Lakhs

Is this 100% hike?

May NOT be.

What if 20 Lakhs includes a 20% bonus (not in the previous CTC)?
What if 20 Lakhs includes 2 Lakhs of ESOPs (not in the previous CTC)?
What if 20 Lakhs includes allowances that are useless (not in the previous CTC)?

******

The term “CTC” is NO less than a SCAM in India.

I don’t know any other countries that use the term “CTC”, do you?

And that’s why in India, 
Your in-hand salary will always be MUCH lower than CTC, 100% always.

Let me repeat:
“Cost to company” is NOT equal to “Your Income”.

There is always a leakage. 

********

Companies will NOT change this practice in India.

But YOU can, so:

-STOP asking what my CTC is going to be?
-START asking what my “TAKE HOME” is going to be?

TAKE HOME matters the MOST!!

#copied

CTC vs Take Home

Program Manager

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.

Current and expected CTC

Welcome to Indian Startups's Private Community

Indian companies and their obsession with "Hike on last drawn"

Which companies offer high salaries without considering the current pay?

YOE: 13
TC:  🥜

Companies offering salaries without asking for current compensation

Whenever i apply for new job opening the HR asks this stupid question every-time. How can we deal with it? People should hire based on their skills not based on their current CTC.

How to deal with this Question? “What is your current CTC?” or “Sorry we can’t give you more than 20% of your Current CTC?

These days HRs are asking the employees before sitting for an interview about their current ctc. I don’t want to reveal that to them and want to get paid according to the industry standards/ based on the market conditions. How to smoothly avoid that question and avoid getting underpaid?

How to avoid “what’s your current ctc?”

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?

Need help negotiating with a startup

I've recently got an offer from a Unicorn Startup, and they pay pretty well (My friends do work there) 
But I'm getting lowballed. They're offering only 50% of what they offer, and even after having so many calls, they're at max pushing it to 70%, which doesn't make sense to me. 
They are claiming my Current CTC & saying they can only offer a 30% hike. I don't even get that point. 
 I think ur new CTC shouldn't be based on your previous especially if you are already paying so much to others. Getting less than what my juniors are earning in the same position, baffles me. 

How do I move forward? I've clearly said that I'm only interested in this amount of money. At the same time, I feel it's better than what I make right now (not much better tho, because WFH vs WFO) I'm okayishhh with the work I do, but the brand name is also a valid concern (I do have a few brand names in my Resume, and that does actually impact) 

How do I push more? 
I've clearly told them that this is what you pay & they accept it but constantly raise my Current CTC as their brahmastra. Also, I don't like the tone she's talking with (repeatitvely making me feel inferior about current CTC & my less exp & all),  nor do I want to lose my temperament

Also one question, they've asked me for the Offer letter, and I have stupidly handed it to them. Is that a norm? What to do in that case next time? 
I already told them before interviewing how much base I'm expecting.. And they said it would depend on your interviews (where I'm a strong hire) & CTC. And now they're behaving weirdly. 

What to do!

How to negotiate?

There’s this chap on GV who posted that they haven’t received any calls for the past 3 months. Has 2.5 years experience with a current ctc around 15L. We spoke to them only to realise their expectations are 32L (26 fixed and 6 in esops)

In a market flooded with resumes due to unfortunate situations, is it fair to have such an expectation and at the same time, call out on GV that they haven’t been getting calls for an interview?

Are high expectations in such a market valid (even accounting for cream deserves takes)

26 fixed seems pretty reasonable, I don’t know how much lower you can expect

Founder

Welcome to Salary Discussion's Private Community

Hi, I joined a mid sized IT consultancy company 5 months ago, since then as a developer I have generated approx ~ 17 lakhs rupees in profit for the company. Based on this, I feel underpaid lol. 

I was thinking of asking for a raise. Do you think it’s a good idea to request a raise based on profit generation? I know this is a bit unusual, but I'm just wondering. If yes, then how much can I ask for CTC? Is there any standard for this?

Ask for CTC increase based on profit generated?

How to negotiate properly? Anytime we could get to do it on our CCTC or the holding offer (2-3L extra). But if I feel the company could pay more than it + my skills are worth it. How to put that out? Many times I get to see a response that your numbers are high compared to your current CTC / max we can give 2L more than your holding offer not more than it.
Example:
CCTC : 10LPA, holding : 15LPA, mostly HRs try to settle me at 17LPA max. But through some research if I see the same companies are paying somewhere between 18-22LPA, so I can get offered 22LPA also right! 

So in such cases how to know the range of hiring? how to negotiate to maximum(realistically) without any regrets and get the best, especially when I am expecting a 100% hike or more?. Does interview performance affect salary?
Pour your input guys.

How to negotiate salary?

I know current market is not approving this but based on the skills it should be acceptable. If the current ctc would have been good then why would someone switch. Please suggest some advices to mention how to not reveal the cctc till the offer is received. Lately for scheduling interviews also companies ask for cctc and ectc before taking even a single round how to tackle all these and also can we mention more than our cctc?

How much does current CTC matter during negotiation?

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