Salary Negotiation Scripts India 2026: Word-for-Word Scripts for Engineers and Freshers

This question appears in two contexts and requires two different responses: At the screening stage (before a written offer): HR is checking whether your expectation is compatible with the budget. Give a range if pressed, but try to deflect first. Script: 'At this stage I am more focused on finding the right role and understanding the full opportunity. Could you share the budgeted range for this position? I want to make sure we are aligned before going further.' If they press for a number: 'I am currently earning [current CTC] and looking for a meaningful step up. Based on my research on AmbitionBox and Levels.fyi, similar roles at comparable companies in [city] range from [X to Y LPA]. I am flexible within that range depending on the complete package.' Key principles: (1) Never give a number before seeing the offer if you can avoid it; it anchors negotiations below where they could go. (2) If you must give a number, give the top of the reasonable market range, not the middle. (3) 'Currently earning' is only relevant if you are working. Freshers: do not mention expected salary from your college's placement average; let the company make the first offer.

At the offer stage: you have a written offer in hand. This is the negotiation moment. 'Thank you for the offer letter. I am very excited about this opportunity. I need a couple of days to review the complete package before responding. Is [specific date, 2-3 days out] a reasonable response timeline?' Always ask for time before responding to any offer. Use that time to research market rate (AmbitionBox, Glassdoor, Levels.fyi for product companies), review all components (base, variable, joining bonus, ESOPs, insurance, WFH policy, review cycle).

Use this script after receiving a written offer: 'Thank you for sending over the offer. I have reviewed it carefully and I am genuinely excited about joining [Company] and the [specific team/product]. I wanted to discuss the compensation before accepting. Based on my research on Levels.fyi and AmbitionBox, and conversations with peers in similar roles at [Company] and comparable companies like [1-2 peer companies], the market range for a [role title] with [X] years of experience in [Bengaluru/Hyderabad/Pune] is approximately [X LPA to Y LPA CTC]. The offer is at [current offer amount] which is [below/at the lower end of] that range. I was hoping we could get to [specific target number, 15-25% above current offer]. Is there flexibility to move in that direction?'

If they say yes, even partially: accept gracefully and confirm in writing. 'Thank you for working with me on this. I am happy to accept at [new amount].'

If they say the budget is fixed: 'I understand. Are there other components where there might be more flexibility? A joining bonus to cover my notice period gap, an accelerated first performance review date (at 6 months rather than 12), or additional ESOPs would also be meaningful to me.'

Why this script works: it is specific (market research named, peer companies named), it names a target (not a range), it frames the conversation positively (excited about joining), and it offers a fall-back negotiation position (non-salary components).

Fresher negotiation reality: At IT services companies (TCS, Infosys, Wipro, Cognizant) during campus placement, the salary is fixed by the batch offer and is non-negotiable. Do not attempt to negotiate at the campus placement stage for these companies. At product companies and startups hiring directly (not through campus placement): negotiation is expected and possible.

Fresher negotiation tactics (in order of effectiveness): (1) Leverage a competing offer: 'I have a competing offer from [Company B] at [higher amount] LPA. I am genuinely more interested in joining [Company A] because [specific reason: engineering culture, product, technical challenge]. Is there any flexibility to close the gap between the two offers?' This is by far the most powerful fresher negotiating tool. A specific competing offer with a higher number gives the HR team a concrete anchor to work with. (2) Ask about the review timeline: 'I understand the base is fixed. Is it possible to schedule a performance review at 6 months rather than 12, with the possibility of an early adjustment based on performance?' This is very common to negotiate and is often approved without pushback. (3) Ask about the joining bonus: 'I have some notice period costs at my current internship and relocation expenses to [city]. Is there a joining bonus that could offset those?' (4) Ask about ESOPs at startups: 'Can the ESOP grant be increased from [current number] to [target number] units? What is the current valuation and the 4-year vesting schedule?'

What freshers cannot typically negotiate: base salary at campus placement for IT services companies, benefits structure, standard variable pay percentage.

Using a competing offer effectively: (1) Be honest and specific: 'I have a written offer from [Company B] for [X LPA] CTC [base: Y, variable: Z, joining bonus: W].' Providing the breakdown makes it more credible. Do not exaggerate or fabricate; recruiters in the same city and industry often compare notes. (2) Name the company: vague 'I have other offers' carries much less weight than naming a specific company. A competing offer from Swiggy is more compelling to Zomato's HR than 'another food-tech company.' (3) Time it correctly: use a competing offer at the offer stage (after receiving a written offer), not during the interview process. Using it too early signals you are shopping rather than considering this role seriously. (4) Be genuine about preference: 'I am telling you about this competing offer because I genuinely want to join [Company A] and I want to give you the chance to match before I make a decision. I am not using it as a tactic; I want to be transparent.' This framing is more effective than aggressive leverage. Counter-offer from your current employer: if your current employer makes a counter-offer to retain you when you try to leave, the industry rule of thumb is: do not accept it unless you had planned to stay anyway. Accepting a counter-offer to stay at a company signals that you only got what you deserved under threat of leaving. The underlying reasons you wanted to leave typically remain. 60-70% of people who accept counter-offers leave the same company within 12 months anyway.