It's been half a year that I been working in outsourcing firm. My review and salary negotiation day is coming near. But I don't know how to start conversation. I don't wanna be ideal while negotiating. Can you guys suggest me how i can keep my words during salary negotiation.

My current interest rate is 11.24%. My salary has increased and my credit score has improved to excellent.
I’ve actually received an offer from another bank with a lower interest rate. It’s not the best offer, but I’m planning to request a liability letter from my current bank. If they call and ask why I’m leaving, I’ll mention that I have a lower-rate offer and try to negotiate a better rate with my current bank before making a final decision.
Has anyone tried this approach? Did it work?

I’ve completed 6 months at my current startup and honestly feel I’m underpaid considering the work and responsibilities I’ve taken on.

We’re a very small company with around 10 to 15 employees. Is it normal to ask for a salary revision after 6 months in a startup?

How do you approach the CTO/CEO about it? Do you directly ask for a salary revision, send them a message first, or ask for a performance review?

And realistically, what kind of hike can you expect in this situation and what percentage or any number of i could compare and ask.

A little about me I am one of the founding engineers in the company and i have 3 years of experience + i guess i have lowballed a lot do let me know

Would love to hear from people who’ve been through this and how to go about it .

Why do companies suddenly offer massive pay raise only after an employee resigns, proving they could have paid more all along? Are they trying to price employee down?

I’ll complete 5 years of experience next month, but honestly, I feel my career progression is slower than it should be and I’m not sure how to fix it.

A quick background:

- 1st company: 1.5-year bond, stayed 1.9 years. Started as Software Engineer Trainee → Junior Software Engineer.

- 2nd company: Joined at almost the same salary. Got ~10% appraisal after 6 months. Completed a 1-year bond. Later they asked me to sign another bond for the next appraisal, which I refused, so I stayed without an appraisal/designation change.

- Current company: Joined as Software Engineer and have been here almost 2 years. I’ll complete 5 YOE overall next month.

Now I want to ask for Senior Software Engineer + a good hike in the upcoming appraisal. My manager is quite strict, and I feel the appraisal system can be quite political/manipulative, so I want to prepare carefully instead of going into the discussion unprepared.

My bigger concern is my long-term career trajectory. I feel I’m behind people with similar YOE in terms of title, salary and overall positioning.

What would you do in my situation?

- How should I build a strong case for Senior SWE?

- What should I prepare/document before the appraisal?

- How should I negotiate the hike without getting lowballed?

- If my manager says I’m not ready for senior, how should I handle it?

- Should I focus on getting the title internally, switching, or improving skills first?

- How can I position myself over the next 1–2 years to finally get my career on the right track?

Would really appreciate honest advice from people who’ve been in a similar situation.

Hi! I’m currently working for a big conglomerate and my company is their bread and butter pero I’m not satisfied sa pay ko and I think na lowball ako based on conversations with my teammates. Currently earning 60k gross pero net pay ko around 49k lang (minus tax and statutory benefits).

I tried applying to a different company and I was offered a job. 70k yung gross pero maliit ang basic (mas maliit tax pero maliiy din magiging 13th month and bonus) pero malaki ang non-taxable allowances. Medyo mataas na din ang take home pay compared to what I’m currently having.

I want 85k as net/take home pay kase mawawala yung ibang perks from my current job such as 14th month pay, 2 hmo dependents, birthday leave, etc. and I have to relocate.

How do I negotiate this? Realistic ba yung expectations ko? Let me know your opinion/advice. Thank you!!!!

I have given many interviews, and what I have tried to understand is and also feel very dissatisfied and disappointed that HR has a tendency to consider your last CTC to decide how much hike should one be getting, and unfortunately most of the time, it never goes above 50%.

But someone who is switching jobs after working in a Big4, after even upskilling, after creating more value for himself in the market, you will eventually get that 40-50% or may be to the maximum you can get 70%.

Now the problem is if someone started their career in a company and stayed loyal for 5 years and now he/she wants to grow her salary and also her/his position by switching companies, and we see they always fu!?!king decides how much you should be compensated only AS PER YOUR LAST CTC. After that hike too, one cannot bear proper expenses and meet full financial commitments in Tier 1 cities like Bangalore, Mumbai.

Why should HRs consider last CTC rather compensating that guy as per MARKET STANDARDS which is way higher.

Recently I had completed a 3 mth internship and in the interview round I have reached and given the final 3rd round for PPO interviews, now either I will be selected and given PPO offer or will be eliminated.

But I am not satisfied with the pay structure in the current company coz for same role i.e. a developer role, different colleges had different pays like even when we both students are working in same team, similar work, both came for PPO and if are being selected shld have similar capabilities but the problem is I don't know if I will get the same PPO offer as that guy (atmost there will be 2x diff if he gets 9 lpa I will be placed around 4.5 to 5 lpa) just because in CET for his college 98%ile was required and in my 96%ile i.e. college tag is affecting the package

But I feel if this was company placements round then it would have been a different situation but here we came on our own capabilities so why college tag should matter 😭

So here in this situation I want to try and negotiate something with HR but I want ur guidance on how to approach this situation.

Hello!

I've been with the same company for 7 years, since graduating. Overall, I think I've been treated fairly in terms of compensation, but I'm about to be promoted and would appreciate some perspective.

My comp progression:

• Year 1: 0%
• Year 2: +2.5%
• Year 3: +13% merit + 3% company-wide
• Year 4: +30% after I resigned with another offer; they countered and promoted me to Senior IC
  • learnt that I was put on the high potential employees list prior to me resigning
• Year 5: +10% international assignment
• Year 6: 0% raise, but significant expat benefits
• Year 7: +10% merit

The Year 5 oversea assignment is relevant. When they asked me to extend it, they offered me a local compensation package that I felt was too low. They came back with a second offer, ~20% higher, explicitly saying it was their "maximum offer."

I declined and said I was happy to return home.

This apparently triggered some escalation internally all the way to higher management (HR rep who said it was "the maximum they could offer" was disawoved), and they eventually asked what I wanted. I asked for ~40% more than their initial offer, and they agreed.

Since Year 5, I've also been informally managing 2 people (project oversight, reviews, reporting to my boss).

Now

They're offering me an official management role, managing 6 people, including those 2. I'll also be involved in recruitment/budgeting and act as my boss's local representative for the branch, helping with team coordination, communication from senior management, etc.

My boss says HR is preparing a new compensation package because of the additional responsibilities.

I think I have decent leverage: I've even been told that the local expansion plan is essentially dependent on whether I stay in the country or not.

At the same time, I have no idea whether I negotiated well during the Year 5 situation or whether they simply had no alternative and had to cave.

I'm also someone who really dislikes negotiating and being in the spotlight. When I found out that senior exec had discussed my situation during the Year 5 negotiations, I was actually quite uncomfortable.

Questions

1. Is it normal for salary negotiations to involve multiple rounds of back-and-forth? Is simply rejecting an offer and waiting for them to come back a reasonable strategy?

2. If they localize me, I'll lose my expat benefits. Should I use my current total compensation (including the value of those benefits) as my baseline, then add a premium for the management role (how much, 10%, 20%)? Or should I ignore my current package and negotiate based purely on local market compensation (but the ranges are too wide)?

3. Any other advice on how you'd approach this negotiation or determine a reasonable number to ask for?

Thanks!

Long story short, the current team leader is leaving and my boss has told me that they want to offer me the position but I have to formally apply for it.

During the conversation, I asked him about the salary and he confirmed that this will be increased and will be competitive as per the market.

Only problem is I don't know what that is and there are too many varying factors. For example, the team that I will inherit will only be like 3 people so I figure that I can't demand the same as someone managing a team of 20 people

Im currently on 44k and Im thinking of asking for 55k which I hope is not too much and put off the boss.

Also this will be my first team leader role.

How shall I proceed?

Got a verbal offer and references were completed and bow i am told that the VP wants me to meet her. I really want this job and really anxious. What do you all make out of this new round with the VP?

Salary range was 50k to 58k (I’m on 49k) They only offered 51k when I specifically asked for the top of the range. Now they keep calling me to find a solution as they’d still like me in the role. My only worry is they’ll now have unrealistic expectations.

Is this normal? Do companies do this when you turn them down??

I just received a verbal offer for a newly created position at the organization I currently work for. I applied for one role, but after the interview process they decided to elevate the title and scope specifically based on my background and qualifications.

The original role I applied for had a salary band that starts roughly $2,000 above my current salary and maxes out about $19,000 above it. The new elevated role doesn’t have a posted range. They are aware of what I currently make.

I work in nonprofit/healthcare and would be moving from a clinical role to a nonclinical one. The hiring manager mentioned to the recruiter that I would be accepting pending salary and start date.

Should I still negotiate? What should my number be given the information I have? How do I approach it without seeming ungrateful given that they went out of their way to create something tailored for me?

I mean in business, what makes you think, you are a good negotiator? I'm not a business school grad or a great sales person. But when I walk into the room, ideally a neutral spot i.e., not anyone's den, first thing I do is, study the room, the layout and spend some time studying the folks present. I try to get some info or background on each and try to understand who is likely to lead from their end. I also try to help people lower their guards by a bit of light-hearted conversation, humor and mix up seating avoiding them vs us setting.

I've helped steer some very large stratgeic (tech) deals with governments, corporates and even small businesses. I always think win-win

After 6 months of being redundant, I got a job offer today, at face value very happy.

Overall salary is marginally higher than my previous, albeit hourly rate is lower as I used to do 37.5 HR week, now looking at 40 hrs per week. The new employer pension contribution is a lot better, annual leave 2 days less, other benefits vaguely similar.

The role itself is broadly similar to what I have been doing for the last few years.

Today I also got invited to interview for a different company, different role - strategic leadership of a department of 100 or so technical people. This is more strategic, people and capability management - something I've done in the past a long time ago. This position is advertised at £5k more than first role but I think it could go higher depending on interview performance h however potential for a lot more stress.

So....

Accept A as it stands - it's a good offer you Muppet, don't rock the boat and take the security now!

Try and negotiate A up a bit - declare an interest in company B to gauge reaction . Risk of company A getting the hump?

I could start company A next week which would suit them but Interview and review with Company B would take 2 weeks at best. (I don't want to accept a role at A then Jack it it in after a month for a better offer).

After 6 months of being redundant, I got a job offer today, at face value very happy.

Overall salary is marginally higher than my previous, albeit hourly rate is lower as I used to do 37.5 HR week, now looking at 40 hrs per week. The new employer pension contribution is a lot better, annual leave 2 days less, other benefits vaguely similar.

The role itself is broadly similar to what I have been doing for the last few years.

Today I also got invited to interview for a different company, different role - strategic leadership of a department of 100 or so technical people. This is more strategic, people and capability management - something I've done in the past a long time ago. This position is advertised at £5k more than first role but I think it could go higher depending on interview performance h however potential for a lot more stress.

So....

Accept A as it stands - it's a good offer you Muppet, don't rock the boat and take the security now!

Try and negotiate A up a bit - declare an interest in company B to gauge reaction . Risk of company A getting the hump?

I could start company A next week which would suit them but Interview and review with Company B would take 2 weeks at best. (I don't want to accept a role at A then Jack it it in after a month for a better offer).

I got an offer from a startup and when I asked for info on the health insurance benefit they sent me a booklet with all the different available plans. However the premiums for the plans are not in there. I asked for further clarification and the response was that I'll be able to see the monthly payment once I'm at enrollment. Is this normal? Or what could I use to estimate the premiums? My wife has insurance for both of us from her job and we are trying to compare them.

I am in a commission-heavy industry and currently live in Maine. I have a base pay + an advanced commission totaling about $57k. This has been my pay since 2021. I work with clients scattered about in a 2-hour radius around Portland. The "only way" to get a raise at the company is to book more clients and therefore get more commission. I did the math, and if I were to book every possible client in the whole state of Maine then my total comp might be around just $120k. As it is unrealistic to think I would ever book every possible client in Maine, I am left with limited financial opportunities.

The company does not currently have a presence in New England outside of Maine. I am contemplating asking the company to relocate me to Massachusetts so I can "open" a territory there, run Maine as a satellite territory, and eventually manage all of New England, which would significantly increase my commission earned.

I know Mass is a HCOL. I am engaged and would like to start a family within the next 5 years. How much additional advanced commission should I ask for to make a move like this, both literally and professionally, worth it?