Indian hiring asks about money and availability earlier than most markets. Handling these three fields well saves you weeks of mismatched conversations — and handling them badly can cost you the negotiation before it starts.
Notice period — yes, put it on the resume
This is the one that genuinely helps. Every recruiter asks in the first call, and long notice periods change shortlists. A single line under your contact details — 'Notice period: 60 days (buyout possible)' — saves a round of messages and signals that you've thought about the move.
Current CTC — no
Keep it off the resume. It anchors every subsequent conversation to your current employer's pay band rather than to the role's market value, and it's irrelevant to whether you can do the job. Portal forms that make it mandatory get an honest answer — that's a different context, where it's a filter rather than an anchor.
Expected CTC — a range, when asked
Asked directly, don't deflect indefinitely; Indian recruiters need a number to proceed. Give a researched range with a reason: 'Based on what I'm seeing for backend roles at this level in Bengaluru, I'm looking at ₹28–34 lakh fixed, and I'm flexible on the split between fixed and variable.'
Research the range on levels.fyi, AmbitionBox and Glassdoor for your city and years, then set the bottom of your stated range at a number you'd genuinely accept — you will not be offered above the bottom of your own range.
When they ask first, and you'd rather not answer
One deferral is reasonable and normal: 'I'd like to understand the scope a bit better first — could you share the band you've budgeted for the role?' Many recruiters will answer. If they push again, give the range. Refusing twice reads as difficult and occasionally ends the process.
Understand what CTC includes
Indian offers bundle fixed pay, variable or performance bonus, joining bonus, retention bonus, ESOPs at notional value, gratuity, employer PF and sometimes insurance premiums into one headline figure. A ₹32L CTC with ₹22L fixed is a very different offer from one with ₹29L fixed. Always compare fixed against fixed, and ask for the split before responding to any number.
Things not to do
- Inflating your current CTC — salary slips are verified at onboarding, and offers get withdrawn
- Giving a range you'd be unhappy at the bottom of
- Negotiating before you have a written offer
- Comparing offers on CTC headline rather than fixed pay
Common questions
Can an employer verify my current salary?
Yes. Background verification routinely includes salary slips, Form 16 or a relieving letter. Inflated figures are found at exactly the wrong moment — after you've resigned.
Put this into practice
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