How to negotiate salary in 2026?
Frameworks to unlock over 50% pay hike.
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Today’s edition.
HR: Hi Harpreet, I’m Rashmi from Wayne Corp. We reviewed your profile for Senior Copywriter and shortlisted you. Quick question—what’s your current and expected CTC? Harpreet: Hey Rashmi, so glad I made it through! My current CTC is ₹8 LPA, but I’m expecting ₹14 LPA for the role.
Poof. Offer lost.
Not because the ask is too high. But, the approach doesn’t work.
We asked our founders, Abhishek and Udayan for their framework to negotiate a job offer. Both of them, over the past 5 years, have helped 100s of GrowthX members negotiate offers at companies like Google, Meta, Microsoft, Amazon, Zepto for their framework. Here are 4 principles they swear by, packed in a 6-minute read.
The 4-step salary negotiation framework - let’s begin.
1. Never reveal your salary first.
Here’s the hard truth: the moment you share your CTC, it becomes the ceiling. The HR doesn’t want to spend more to get you on board. They’re only looking to get the best candidate for the absolute minimum CTC possible. Here’s an example scenario.
HR: Hey Harpreet, I’m Rashmi from Wayne Corp. We reviewed your profile for Senior Copywriter and shortlisted you. Quick question—what’s your current and expected CTC?” — Harpreet: Thanks, Rashmi. Before I share that, can you share the budget range for this role? “
Now, you can align your expectations with their budget. Some HRs might dodge this by saying, “It’s flexible. Honestly, we’d pay well for the right candidate”.
This is a trap. Don’t fold yet.
Here’s what your response should look like if you are Harpreet: “I understand. But to respect everyone’s time, I’d really like to know the budget —even a range helps.” — Most HRs would share the budget, and now you know more information before you quote your expected number.
Wait, what if the HR lowballs you?
Walk away if it’s a large company—they usually have fixed salary bands, and unless it’s a super critical role for them, they won’t budge. But, smaller companies? They’re hungry for talent. Prove your value, and they’ll stretch their budget.
2. Figure out the importance of the role.
Recruiters and hiring managers often wait months to find the right candidate. They’ll even raise their budget for a good fit. Find out if your company is in that position. Your cue?
HR: Do you have any questions for me?
Don’t ask “How important is this role?”
Ask contextual questions that reveal urgency:Harpreet’s question should look like
”How much revenue does this role impact?”
”Who does this team report to?”
”What’s the org structure?”
This shows you’re interested in the team AND gives you leverage. If the role has an immediate impact on the business, you can pitch higher.
3. Don’t react to bids immediately.
HR: “Hey Harpreet, we’ve got some good news. We’d like to offer you ₹12L fixed, ₹2L variable for the Senior Copywriter role.” This could be way lower than expected. You might be tempted to counter right away: “Can we do ₹14L in hand instead?”
Bad idea. You seem too eager.
Never counter in the same conversation. Show you’re making an informed decision, not a rushed one. It’s the classic labour effect.
Harpreet: Hey, thanks for this! Just confirming this is ₹12L in hand, and ₹2L variable bonus credited quarterly, right.
HR: Yes.
Harpreet: Could you send the exact breakdown over email? I’d like a day to think it through.
HR: Sure, sounds good. Let us know, though.
Harpreet: Of course, will do. Thanks again.See?
More professional, already.
What if you really like the offer, though?
Still take a day. Composure is underrated.
Recruiters aren’t locking in your salary on the first call or the last.
They’re coordinating with the hiring manager and the function head throughout the process. You can still prove your value to them and get the hike you want.
Plus, in smaller companies, the hiring manager and function head might be the same person. In even smaller ones, it’s the founder. That’s who you need to convince.
4. Show your value, but be flexible.
You’ve followed up on the salary email asking for ₹14L fixed cash component. Their typical response would be “Sorry, but ₹14L is difficult. Maybe take some time and reconsider?”
Should you cave?
NO! Follow this specific response.
1. Re-affirm your value.
The team has already vetted you. “Hey {HR}, I believe I have shown that I can solve X, Y, Z in the technical rounds.”
2. Re-frame past vs future value.
It’s still professional. “My last CTC is a reflection of the value I created at my last job. If everything goes well, I could create a step-change in value here. I’d want the cash component to reflect that.”
3. Offer skin in the game.
You’re being reasonable, not cocky. “I’m happy to prove my value during probation to justify the hike.”
Perhaps HR finally recognises your value. Maybe not, and you get this instead: “Unfortunately, we can do ₹12L fixed at best.“ Take a moment. Ask for the detailed split of fixed, variable, equity cash component & even joining bonus.
The HR will typically come back with a classical response, “Variable pay is still ₹2L, but we could do a small joining bonus. Let me check with the founders on ESOPs”
That’s ~₹14L in cash component plus benefits. And all you had to do was ask.
Important.
Companies may offer ESOPs, RSUs, health insurance, PF, education stipends, travel allowances, joining bonuses, or variable top-ups. Together, these bump up your overall CTC. Most are straightforward. Except ESOPs—let’s understand them better.
What are ESOPs?
Your company might offer ESOPs—Employee Stock Ownership Plans—as part of your compensation. You get allocated stock options, but you earn ownership gradually through vesting over ~3-6 years. This means you gain the right to buy a portion of your shares the longer you stay.
Once vested, you exercise them.
This means you can buy shares at a fixed price, typically below market value. If the company’s stock price rises, you can sell the shares for a profit. There is a catch, though. In private companies, shares can be hard to sell until an IPO or buyback.
Plus, for small companies (<200 people), equity is flexible. Here, you could agree to less cash and more equity. Settle only if you get a shorter cliff & aggressive vesting. This way, you can trade shares quickly and get ESOP benefits faster.
For large or public companies, you won’t get meaningful ESOPs at mid-level roles. They might offer RSUs if they’re public. They’re tradeable but are heavily taxable. It’s better to focus on clarity for fixed, bonus, and budget here.
This is just the cherry on top.
There’s a lot more to unpack on salary negotiations. We cover the basics, including how negotiations work, how to find common ground, and what to say when they ask about your expectations for the GrowthX platform.
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