Buying time
EXAMPLE
Thank you for sharing the details. I would like to review the written offer carefully and come back with any questions by Thursday. Is that timeline workable?
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Salary negotiation guide
Negotiation works best when it is specific, calm, and based on evidence. This guide covers preparation, the conversation, and what to do when the answer is not what you hoped.
Start before the offer
The strongest negotiating position comes from preparation, not from a clever line. Before you apply, decide on a target range, a minimum you would seriously consider, and the non-pay conditions that matter to you. Keep these private until there is an offer or the employer asks directly.
Pay data is patchy. Use several local sources—relevant job postings, salary guides, professional communities, and conversations with people doing comparable work—and adjust for scope, experience, company size, and location. Treat any single number as a signal, not a fact.
Research a defensible range
- Match the role, not just the title
Compare responsibilities, level, industry, and location. Two roles with the same title can have very different scope.
- Collect more than one source
Use current postings and local data where available, and write down where each number came from. Note the date, because pay data ages quickly.
- Set a target and a floor
Your target is a reasonable ask for the scope; your floor is the point where the whole offer stops working for you. Revisit both after you learn more about the role.
- Value the other terms
Include variable pay, benefits, leave, flexibility, learning budget, and commute costs. A higher base can still be a worse offer overall.
When the offer arrives
Ask for the offer in writing and request a short time to review it. It is normal to ask clarifying questions about the level, base pay, bonus structure, review cycle, benefits, and start date before responding. Avoid accepting or declining on the call if you need time.
If the number is below your range, ask whether the level or scope can be reviewed, not only the number. If the base is fixed, ask about signing bonuses, an earlier review, additional leave, or a learning budget—but only for things you would genuinely value.
What to say
Keep the language short and collaborative. These are illustrative scripts, not guarantees of an outcome.
Making a counteroffer
EXAMPLE
Thank you for the offer—I am excited about the role and the team. Based on the scope we discussed and local pay for comparable positions, I was hoping for a base closer to ₹X. If that is not possible at this level, I would be open to discussing a signing bonus or an earlier review. Would you be open to that conversation?
Negotiating beyond base pay
EXAMPLE
I understand the base is fixed for this band. Could we look at the learning budget or an additional week of leave instead? Those would make a meaningful difference to me, and I would like to find something that works for both of us.
Look at the whole offer
| Component | Questions to ask |
|---|---|
| Base pay | Is it fixed for the band? When is the next review, and what does it depend on? |
| Bonus or commission | Is it guaranteed, discretionary, or tied to targets? What happened in the last cycle? |
| Equity | What type is it, when does it vest, and what happens if you leave? |
| Benefits | Health cover, insurance, leave, and retirement contributions—what is included for dependants? |
| Flexibility | Which days must be in the office? Can the arrangement be reviewed? |
| Growth | Is there a learning budget, mentorship, or a defined promotion process? |
Keep the conversation professional
- Be clear about the ask and the reason, without comparing yourself to a specific colleague.
- Do not inflate a competing offer or invent another opportunity.
- Ask for the response in writing once a revised offer is agreed.
- Keep negotiating focused on one or two priorities rather than a long list.
- If the answer is no, decide whether the whole offer still works for you before responding.
Common questions
Is it risky to negotiate?
A respectful, evidence-based question rarely ruins a good offer. Risks increase if you misrepresent an offer, make the conversation personal, or refuse to consider the employer’s constraints. You can always accept if the whole package works.
Should I give my salary expectations first?
If possible, ask about the range the employer has budgeted before giving a specific number. If you must answer, give a researched range and mention that the whole package matters.
What if the employer will not move?
Ask whether anything else can be adjusted, then decide using your earlier priorities. A firm number is information, not a failure. Do not accept a package you know does not work for you.
Does CareerGrow provide salary data?
CareerGrow publishes general role salary research guides, but they are not personalised quotes and should be compared with current local evidence. CareerGrow does not negotiate offers on your behalf.