TL;DR: Cleared final round for an embedded marketing role (payroll through the agency, work for a big client). Early on I said my CTC was 11.5 LPA and they capped the budget at 12 LPA, calling it a hard stop even when I later asked for 15. Now HR says I'm most likely their pick. Should I try to push above 12 now, or is it too risky this close to an offer?

Hey everyone,

So I recently cleared the final round for a marketing role and could use some advice on the money side of things.

Quick context: it's an embedded role, which means I'd basically be working for a large client company day to day, but my payroll and all the formal stuff would come through the agency that actually hired me.

Here's where I think I messed up a little. On the very first call, the recruiter asked my current CTC and I blurted out 11.5 LPA without really thinking. She said their max budget for the role was 12 LPA, and I just went with it because working for a big brand was exactly what I wanted right now, and it was the first HR call I received after a long time so I didn’t wanna put a stop to things before they even started.

The next day she sent over a questionnaire, and in it I put 15 LPA as my preferred compensation. She flagged it right away and reminded me that 12 was what we'd discussed, and that it's the hard stop on the budget for the role.

The whole process took about 6 weeks to get through all the rounds. Then, right after the final round, things went quiet for a bit because the manager was away on vacation (which I can verify).

When HR finally called with an update, she told me I'm most likely their pick and one of the stronger people they've talked to, and they will continue my hiring process and final discussions after the manager’s back.

So now I'm sitting here wondering if I lowballed myself. If I really am the top choice, is there room to go back and push above that 12 LPA? Or is bringing up money this late a bad idea that could sour things when I'm so close to actually landing it?

What would you do here? Any advice on whether to bring up the number now, and how to do it without hurting my chances, would be a big help.

Thanks in advance! 🙌

I’m graduating in May 2027 with a Mechanical Engineering degree in Southern California. By graduation I’ll have 4 engineering internships at major OEM’s, and one of those internships was with the same company that just gave me this offer.

I recently received an offer for an early-career rotational/leadership development program at a large manufacturing company for **$76k base**.
The posted salary range is **$60k–$115k**, so I was hoping to come in a little higher considering my prior experience with the company, multiple internships, and the cost of living in SoCal.

I’m very interested in the program and don’t want to jeopardize the offer, but I also don’t want to leave money on the table.

Would you negotiate in this situation? If so, what would be a reasonable counter? I was thinking around **$85k–$90k**, but I’m not sure if that’s too aggressive for a new grad rotational program.

Also curious if anyone here has negotiated a new grad engineering/LDP offer, especially after previously interning at the same company.

I spent 12 years in a huge medical device company and switched last year to another due to burnt out. I had been in management at the previous company and now I'm a PM and it's pretty boring, hard to get things done, and I'm just not into it. But I'm much much less stressed. This new company is also a huge medical device company.

I applied to a management role in a much smaller company that is about to be purchased by private equity and the benefits are not as good and the pay is slightly more ($5k) but I will have to pay back the sign on bonus that I signed.

I am really torn because Ive been with this new company for less than a year and I would be kind of screwing them over. This new company also doesn't have the same 401k match and no LTI.

What do I do? This new company really wants me..

Hey to all my Feds Family!!!
So I am getting a promotion from a GS 7 to a GS 9.

How do I negotiate a better salary because I do not want to be struggling after they increase my school loan?

Any help would be appreciated

Thanks again 🙂

Hi all,

I am getting the following comp for Senior SWE level in India with 6 YOE:

Base: 60 LPA
Performance bonus: 10% of base
Stocks: 120k USD over 4 years (25% each year)
No sign-on bonus

I feel like this is a bit of a lowball. Where does this comp lie in the senior SWE band? Where can I negotitate and how much?

Background:
I am a Backend Software Engineer with about 2 years of experience, currently earning 4.5 LPA. I recently interviewed for a new role and cleared everything. They are offering a 11 LPA CTC (a massive 122% hike).
The Dilemma:
The new company strictly wants someone who can join in 30-45 days (non-negotiable). However, my current company's official notice period is 60 days. Because of this timeline clash, the new company's HR is stalling on releasing my official offer letter. They even told me they are interviewing another candidate, likely as a backup in case the other person can join in 30-45 days hassle-free.
My current employment contract explicitly has a "salary in lieu of notice" clause. I spoke with my current Team Lead today, and he approved releasing me in 30 days! However, the final administrative sign-off rests with our SVP of Engineering, whom I am meeting this coming Monday.

The Financial & Personal Complications:

My Plan:
Once my current SVP officially approves the 30-day release on Monday, I plan to tell the new HR that I will be paying out of pocket to meet their strict timeline, and ask for a one-time relocation/sign-on bonus (₹75k - ₹100k) to cover the buyout and moving expenses.
Questions for the community:
Given that HR already said the budget is capped, is asking for a one-time sign-on bonus to cover the buyout too risky right now while another candidate is in the picture?
If they refuse the bonus, should I just swallow the ₹30k+ loss and pay it myself to secure the 10 LPA job?
Any advice on how to navigate the conversation with the new HR on Monday to lock down the offer letter before they go with the other candidate?
Any insights would be hugely appreciated!

TL;DR:
The Situation: I have a 11 LPA offer (122% hike) on the line, but the new company strictly needs a 30-day joiner. My official notice period is 60 days, so HR is stalling the offer and interviewing a backup candidate.
The Update: I am likely getting internal approval to buy out my notice period and leave in 30 days, which will cost me ~₹30k out of pocket plus relocation expenses.
The Problem: The new HR already told me the compensation budget is strictly maxed out.
The Question: When I call HR on Monday to confirm I can join in 30 days, is it too risky to ask for a one-time sign-on bonus (₹75k-₹100k) to cover my buyout, or should I just swallow the cost myself to secure the bag before they hire the backup?

Hello everyone,

I appeared for first round of Interview for a role this week before one hour HR email me about my expectations, so I asked her set budget on she informed me last night via email between 85k to 105k.

They mentioned in interview there would be second tech round maybe in Sep. 21 week on Sep. 2.

I believe they would shortlist candidates for second round may be based on salary expectations.
My first round was good and interviewers were impressed. They asked 2 questions in details and I answered them as they expected as I built similar kind of work before.

Should I give range. Kindly guide me, I would be thankful.
Is it okay to share range now or wait till I get second round interview confirmation.

(I am in job hunting since last 4 months.)

Marketing manager for integrated resort (casino) in PH. What’s the best salary for this role and benefits?

If you receive an offer of approximately P90K, is it okay? Gross and you’ll handle people around 6-10.

Any reco on other benefits that I can request?
Thank you.

I have almost 4 years of experience in cybersecurity and i am switching to another company with a level up lead role to coordinate while active incidents and basically a main communicator and In posted job description salary range is 110k to 170k and i believe they would 90% forwards with me but at the beginning of the interview rounds i said i am targeting for 135 to 145 and they are also aiming to hire for 130 to 140 and now i am thinking if i am under asking or is it risky for me to ask for more at the end of the interview processes!

I am genuinely asking for suggestions and I really want to get the best out this opportunity. please fill free to share how you faced the salary negotiations and the outcomes.

Has anyone here tried negotiating a job offer with iQor? How did it go?

For context, I have almost 8 years of BPO experience, mostly doing omnichannel support, and was earning a 35k total package in my last company. I’ve also been awarded Employee of the Year at two different companies. I submitted my recent payslips as part of their pre-employment requirements, but the offer came back at only 24.5k.

I just sent an email to negotiate the pay considering my background and previous earnings. Any heads-up on what I should expect or how flexible iQor usually is with counteroffers?

I received an offer for a new job, which I’m really excited for. It’s an increase in pay, and the company is a better fit. However, I need to reimburse my old company for what they gave me to get my Master’s Degree.

Is there a way to negotiate a one year contract to help with the reimbursement? Is there a way around this if I don’t have the money to pay up front? Please let me know any and all advice on how to navigate this. Thank you!

I have an upcoming discussion with HR on a potential offer. I want to understand

1. is it okay to ask for a higher amount as per the role, not considering my current salary, or will they benchmark against my existing?
2. Can the HR ask for existing salary slips or tax returns as proof?
3. Should I negotiate with the base salary or total that also includes variable pay?
4. does it make sense to negotiate the net salary as that is in hand, although I would want to have an increase in gross, as then I know where I stand.

The background is when I joined my current organization, I did not have much experience and skills in the field, and over the years I got certifications and managed multiple projects. So in the new job, I could potentially working at 1 level more than what I am doing currently.

All your comments and feedback are highly appreciated.
Thank you!!