You did the work to get the offer. Don't leave 15–25% on the table because you didn't know how to negotiate. This is a tactical primer for the India market.
What to never reveal
Your current salary. Most companies will ask. You don't have to answer. Practiced response:
"I'd rather discuss this role's compensation based on the value I'll bring and market data for similar positions. Sharing my current number locks the conversation to the wrong baseline."
If they push: "It's company policy not to disclose, but I can share the range I'm targeting based on market data."
Your expected salary, on the first ask. If a recruiter asks "what's your expectation?" early, deflect:
"I'd like to learn more about the scope and team first. Could you share the budgeted range for this role?"
The first one to name a number anchors the conversation. Make them do it.
What to know before negotiating
- Market data. For DA in India in 2026: junior 6–10 LPA, mid 12–22 LPA, senior 24–40 LPA. Vary by city (Bengaluru/Mumbai 1.2–1.5× of Tier-2 cities). Get this from LinkedIn Salary, AmbitionBox, Glassdoor, levels.fyi.
- What's in the offer. Base + variable + RSUs + sign-on. Different components negotiate differently. Base is hardest to move; sign-on bonus is easiest.
- Your alternatives. Even one other interview process in flight changes your leverage massively.
The negotiation conversation
- Express enthusiasm first. "I'm really excited about the role. Want to talk through the offer."
- Make ONE specific ask. "Based on market data and my [N] years of experience, I'd be looking for X LPA base, vs your current Y." One number, not a range.
- Anchor on data, not feelings. Cite levels.fyi, AmbitionBox. Don't say "I think I'm worth more."
- Be willing to wait 24h. "Let me think it over." Companies sometimes improve when they have to wait.
- Don't accept the same day. Even if you love the offer, sleep on it. Future-you will thank present-you.
The asks that usually work
Beyond base salary:
- Sign-on bonus. Easiest to move because it's one-time, not on the salary band. Ask for 1–2 months' base.
- Joining date flexibility. Lets you start a real OE situation cleanly, or take a real break first.
- Title bump. "Senior DA" instead of "DA" can be worth 5–10 LPA at the next move, often more than the current raise.
- Variable bonus % bump. Companies often have flex here.
- Remote / hybrid flexibility. Sometimes free for them, big QoL for you.
What to do if they say no
Most companies say no to the first ask. Don't fold immediately.
- "I appreciate that. Is there flexibility on [sign-on bonus / title / equity refresh]?"
- "Could we revisit base after 6 months conditional on performance?"
If they're firm and the offer is below market: "I'd love to join, but at the current level it's a step back from where I'd be going elsewhere. Anything more you can do?"
If they really can't move, you have to decide: take it, or walk. Walking is rare but sometimes right.
What NOT to do
- Don't lie about competing offers. Recruiters check; you'll be caught.
- Don't negotiate in writing without speaking first. A 90-second call is much more effective than 5 emails.
- Don't bring up personal expenses. "I need more for rent" is irrelevant. Market data is the only currency.
- Don't burn bridges. Even if you walk, do it politely. The industry is small.
The closing script
"Thanks for the offer. I'm really excited about the role. I've reviewed the package and based on market data, I'd be looking for [X LPA base + sign-on of Y]. Is there room to move there?"
Stop talking. Wait. The next person to speak loses.
Takeaway
Negotiation is a skill. Practice it. The 30 minutes you spend rehearsing this conversation will return more than any year of salary growth at most companies.