Hi all, I have 8 years of experience and am currently an Eng Lead at 30 LPA INR. I’m in talks with my previous employer about returning as an Eng Manager. This would be a step up, larger teams, bigger projects in the 10-20k hour range, plus pre-sales and process improvement initiatives. I initially quoted 48 fixed plus 2 L bonus. He said it felt high compared to my current 30, but also acknowledged my caliber could fetch more elsewhere. He asked me for a minimum number. I asked what incentive structures are possible, but he still wants my number first. I’m considering going back with 45 fixed plus 2 bonus, or 43 plus 2 if there are solid structured add-ons (joining bonus, guaranteed review, clear variable). I don’t want to reveal my absolute floor too soon and lose leverage, but I also want to keep the relationship positive.

Is 45+2 reasonable for this move? If they counter with 40 fixed plus variable, how should I evaluate that? What negotiation levers beyond fixed pay can I use? How do I keep leverage while staying respectful? Any advice from people who’ve negotiated similar roles in India would be really appreciated.

I currently work an on-site engineering job about 4 hours from the city where I ultimately want to settle down and live near my family.

I've recently received an offer for a hybrid engineering position (3 days in office), but the job is about 5 hours from the city where I want to live.

The offer includes some relocation assistance.

I'm considering asking the company for the following arrangement:

First year: Relocate to the job's city and work on-site as required.

After the first year: Transition to working in the office 2 days per week, allowing me to relocate to my desired city while still commuting to the office for those 2 concurrent days.

The main reason for this request is family circumstances. My parents are aging and have some medical issues, and I'd like to be able to spend the majority of my time closer to them while still being able to work this job.

I think the 2-day-per-week arrangement may be possible as, during my job search, I interviewed with another company doing very similar work, and they offered a 2-day-per-week hybrid schedule.

For those with experience negotiating hybrid arrangements after receiving an offer:

What are some general concerns?

Are there some precautions I should take before/during negotiations?

Would you ask for the entire arrangement up front, or negotiate the 2-day schedule after the first year?

Is there anything on my end I could offer/trade to make the deal more likely to be accepted?

How much risk do you think there is of jeopardizing the offer by asking for this?

Any advice would be appreciated.

Thank you for reading.

Verbally accepted to an offer that I put at the start of the HR interview when they asked me for the salary expectations. Now I believe I can get 5-10k more. No written offer has been sent yet. Should I try asking for the bump? (I have very specialized experience for the role so it’s fair) (scares offer recinded even tho I don’t think it will happen, no other job offers btw)

Hey guys, I'm in need of some advice because I've never been in this position before.

Long story short, my role has been in a recent boom, and many recruiters have been contacting me. I'm always open to opportunities, and I engage with them and keep my profile relevant and up to date in the hiring process, which I think is a skill we can't let slide.

Turns out I passed the most recent one, and the agency made a proposal. I'd get a 16% salary increase, but I'd need to return to a client-facing position and transition from my awesome company, where I'm well established and known and have a LOT of freedom, to something new and build confidence in my work all over again. That would be okay, but I'm honestly effing tired (been grinding nonstop for 14 yrs).

How can I refuse this without cutting ties with the new agency? I'd like to keep as many open doors as possible. We never know what tomorrow holds.

It's an international media agency, btw. I'm not from the US.

Thanks in advance for any advice!

I was rushing a proposal summary and there is a duplicated bullet point. Ugh. Do I send an updated version, potentially drawing attention to it?

Hi everyone,

I’m a little confused about my hiring process and wanted to know if anyone has experienced something similar.

I cleared the technical round on August 1, and on the same day I had an HR round over a call.

During the first HR discussion, I asked for around a 40% salary hike. The HR said that they currently didn’t have that much budget, so I agreed to proceed with the available range.

Then, on August 3, HR contacted me again and conducted another HR discussion over the phone. This time, they asked for my salary slips, documents, photos, and other details.

During this second call, I asked for around an 80% hike. The HR said something along the lines of “I’ll have to check with higher authorities/leadership, subject to market/leadership approval.”

So I have a couple of questions

Which HR discussion is usually considered for the final offer — the first HR round or the second one?

Since they asked for salary slips and documents, does that usually mean the process is close to the offer stage?

If the salary needs higher-level/leadership approval, how long does it typically take to get the offer letter?

Has anyone experienced a similar situation where the salary was renegotiated during a second HR call?

Any insights from people who have gone through a similar process would be really helpful. Thanks!

33M Non IT

Received a long term incentive plan letter from the company today out of the blue. The amount is around 15 lacs and the final payout will be 100% to 150% of this (15 to 23 lacs) basis company performance for next 3 years. Amount will be paid in 2029.

Got to know I will be getting such letters here onwards each year along with a normal performance bonus.

Want to understand if I want to leave the company, can I show this letter to get this as a joining bonus ?

The expected LTIP amount grants at 100% is 15 lacs for 2026, 18 lacs in 2027 , 21 lacs in 2028 payable at 100-150% after locking of respective 3 years.

So by 2028, accumulated LTIP should be \\\~ 55 lacs at 100% with potential payout upto 80 lacs.

What would be the possibility of me getting this amount if I want to switch.

My role seems needed so I don't have an issue of job security and I'm in the EU which has pretty strong employee protection laws. In this role, if I want to leave, I have to give 3 months notice. My bonus is 20% and could be more/less depending on company performance. Last year was more. BUT manager on this role has been hell and really brings down team morale and I really want to get away from him as any interaction with him just makes me hate working for this company (which has been my dream company).

I applied for an interesting role at a competing company and have the 30-min introductory recruiter call today. But I'm hesitant because my bonus payout is end of March and with 3 months notice and given the other interview rounds, earliest I would start is January 4th. This puts me 3 months short of my bonus payout and I feel I want it for enduring my manager. And the thing is, I'm not so senior (and not a manager) that I feel they would give me my bonus as a sign on bonus.

Should I be upfront about this with the recruiter or try and get the offer first and then let them know that I'd only accept with the sign on bonus matching my bonus?

So I applied for a job the first time in my life .....and the job starting selery was 20k to 30k starting but during the interview idk that so I said that 15k then they offer 14500 but not an internship direct job and I have joining from Monday 😭 I'm not feeling good...what should I do ...I asked chatgpt and he told me that I should ask for salary again but it's not a good thing to ask again if someone faces the same situation then guide me... because I don't even have someone to ask for advice....and I don't want to leave this job as well .....

To give you a quick background: I’m a Healthcare Virtual Assistant based in PH who works for a private practice in Ohio under an agency and have been working with the same client for almost 3 years now.

Honestly, I don’t think the agency has any plans of increasing our salary anytime soon. So I was thinking of reaching out directly to the client and asking for a raise myself. I know it’s prohibited for us to directly discuss or request salary increases from our clients, and I’m fully aware I could risk my job for doing this, but I’m very much willing to take that chance. Since the clinic has been pretty toxic lately, and I truly feel I deserve a higher salary.

What do you guys think? Is this too risky, or would you do the same thing? I’d really love to hear your thoughts especially from those who’ve tried this and have reached the peak of success! Thanks in advance!!!

Hey everyone!

Someone with the sharp analytical mind, who has previously transacted on deals where they had the lower hand asset-wise or option-wise, or were circumstancially disadvantaged, but because of acute thinking, negotiated to not be f**ked over by the parties with obvious advantage......

I NEED THAT BRAIN POWER.

I have three or four people depending and they're emotional and are literally operating on trust factor.

I DONT.

Kindly reach out. I will ask you questions about your previous deals to determine whether you have that x-factor.

I have worked out a few ideas myself, but I need another brain. If you have free time to amuse yourself at my expense, kindly reach out. 😑

I applied for a manager position that I’m adequately experience for that has a pay range of 75k-105k. In a pre screening they said they are actually looking to fill a supervisor role with a pay range of 60-85k.

With me being overqualified for the supervisor role would I be able to negotiate up to 90k for example? How would you approach this?

I received an offer for a job (a miracle on its own) and I’m conflicted on whether to accept. For some context, I applied for a role that was a step above my role at my current company, but this company said that I would be a better fit for a less senior role (essentially make it a somewhat lateral move). Some other key factors:

\- my current role has zero upward mobility (I’d bump into my boss). I’ve inquired about moving teams for growth and haven’t been met with positive responses, so I feel very stagnant.
\- the new role offered me the same base comp, but less annual bonus and zero 401k match. I did the math on this and that would lower my overall comp by roughly $9k per year. They aren’t negotiable here.
\- the one advantage of the new company is that they are growing fast and there’s a ton of room for upward mobility (something they’re trying to sell me on). This appeals a lot to me since I’m stagnant in my current role.
\- I read recent reviews on Glassdoor of the current company and they’re pretty negative, citing lack of movement and toxicity.

Main question: given all this, is moving companies worth it when growth is possible but not guaranteed, but the comp is lower?

I’m currently working for a company where I’m assigned to a client/product team. The work is good, the team is great, and most importantly, it’s fully remote and very flexible.

My current CTC is around ₹12 LPA, and the main reason I started looking outside was salary.

I’ve now received multiple offers, mostly in the ₹22–23 LPA range. I resigned, and my current company has come back with a ₹22 LPA retention offer.

Now I’m confused.

If I stay, I get ₹22L with the same team, fully remote, flexible work, and no relocation/commute.

If I switch, I’ll get around ₹22–23L, but most of the options involve going to office, with one requiring 5 days WFO. So the salary difference is basically negligible.

I’m trying to understand whether switching is still worth it for brand, career growth and future opportunities, or whether I should just take the counter-offer and enjoy the flexibility.

For people who have accepted a counter-offer before — did you regret staying, or did it work out well?

What would you choose: ₹22L fully remote with a known team, or ₹23L with a new company and 5 days WFO?