The HR person has just told you the offer is 18 LPA. You were expecting 22. There is a long, awkward pause. You say “okay, sounds good” and hang up the phone because you have no idea what to say next.

Two months later, a friend who joined the same company for the same role is making 21. The only difference is they asked.

Here is what to say.

Why Indian Salary Negotiation Feels Different

In the US, negotiation is almost assumed. In India, there is a cultural friction around it - asking for more money feels aggressive or ungrateful, especially when you have been taught to be humble. HR departments also play games here that are slightly different: the “company policy” deflection, the fixed-band story, the “this is our best offer.”

Most of these are negotiating tactics, not facts. The band is almost always wider than what they quote first.

The Script for a New Job Offer

When they give you the number:

“Thank you - I’m genuinely excited about the role. I was expecting something closer to [your number] based on my research and the market rate for this profile. Is there flexibility there?”

That is it. Short. Polite. Not confrontational. And then you shut up. Let them respond.

If they say “this is the best we can do”:

“I understand there might be constraints. Can we look at the fixed component specifically? My CTC expectations are around [X], and I’m flexible on the structure.”

This reframes it. You are not asking them to break policy. You are asking them to rework the split - and fixed-variable splits often have more flexibility than HR admits.

If they say the band is fixed:

“I appreciate the transparency. Can you help me understand what typically gets someone to the top of that band? I want to make sure we are looking at the right band for my experience level.”

Sometimes you are being evaluated in the wrong band. This surfaces that.

The Numbers Game

Your Expected CTC Your Opening Ask Your Walk-Away
20 LPA 23 LPA 19 LPA
30 LPA 34 LPA 28 LPA
50 LPA 55 LPA 46 LPA

Ask higher than your target. Expect them to come down. Meet in the middle somewhere you are happy with.

The Script for Internal Hike Season

“I want to have a direct conversation about my compensation. Based on the work I have done this year [list two or three specific impacts], I believe I am delivering at a level above my current band. I am looking for a [X]% increase. Is that achievable?”

Do not ask “what hike am I getting.” That makes them the driver. Tell them what you want and ask if it is achievable. Different question.

If they push back: “I understand that might be higher than typical cycles. Can you help me understand what would need to be true for that to happen?”

Now you either get a path or you get honesty about constraints - either is useful.

What Not to Do

Do not say “I have a competing offer” unless you actually have one. HR people talk, and bluffing gets discovered. If you do have a competing offer, you can absolutely use it: “I have another offer at [X]. I prefer to stay here - can we close the gap?”

Do not bring up personal expenses (“my rent went up”). Your housing situation is not their problem and it makes you look like you have no other justification.

Do not accept the first offer the same day without sleeping on it. Even saying “thank you, I need 24 hours to review” gives you breathing room and signals that you are not desperate.

Handling the Offer Letter Gap

In India, the gap between what is stated verbally and what appears in the offer letter is a known issue. Some companies front-load variable pay and one-time allowances to inflate CTC. Ask explicitly: “Can you break down the fixed, variable, and any one-time components separately?”

Your actual monthly take-home is what matters, not the headline CTC number. Do not let a fancy total number distract you from a low fixed component.

Bottom Line

Salary negotiation is not rude. It is expected. HR professionals negotiate for a living and they do not hold a polite counteroffer against you. The worst outcome of asking is usually “no” - and even then you have more information than before. The best outcome is thousands of rupees more, every month, for the rest of your tenure at that company. That compound return on a 5-minute conversation is extraordinary. Ask.