How to answer "What is your expected CTC?"

In India, the salary conversation often starts before the interview does. Recruiters' screening calls almost always include three questions: What is your current CTC? What is your expected CTC? What is your notice period? The number you give for expected CTC anchors everything that follows, so it is worth preparing as carefully as any technical question.

Know your numbers before the call

Have these ready, written down if necessary:

• Your current CTC and its breakup: fixed pay, variable pay, and employer contributions such as PF and gratuity.
• Your current monthly in-hand salary.
• Anything due soon: an annual increment, a bonus payout or unvested benefits you would give up by leaving.

Then decide three figures for yourself: the minimum you would accept, the figure you are aiming for, and an ambitious figure you could justify. Never go into the call without at least the first one.

Research what the role pays

Your expected salary should be based on what the market pays for the role, not only on what you earn now. Useful sources include:

• Salary data on sites such as AmbitionBox, Glassdoor and LinkedIn, filtered by role, city and experience. Treat these as rough ranges, since they are self-reported.
• The salary in the job listing, when the employer shares one.
• Friends, seniors and former colleagues in similar roles, who are often the most reliable source.

For experienced professionals in Indian IT, an increase of 20 to 40 percent on fixed pay is a commonly discussed range when switching jobs, with larger jumps possible when moving into a high-demand skill or from a services company to a product company. These are rules of thumb, not entitlements. A fair number is one you can justify with market data and the scope of the new role.

How to answer

You have two good options. The first is to ask about their budget before you name a number:

"Before I share a number, could you tell me the budgeted range for this role? That will help me understand whether we're aligned."

Some recruiters will share it. Many will insist that you go first, in which case give a range based on your research, with the bottom of the range at or above your target:

"Based on the scope of this role and what similar roles pay in Bengaluru, I'm looking at 14 to 16 LPA fixed. I'm open to discussing the overall structure, including variable pay and benefits."

Notice the word "fixed". Always be clear whether you are talking about CTC, fixed pay or in-hand salary, because recruiters sometimes compare your total current CTC, including variable pay, with their fixed-pay offer.

If they insist on a single number

"I'm looking for 15 LPA fixed, given my experience with large-scale payment systems, which seems to be exactly what this role needs."

If you are a fresher

Many companies offer freshers a standard package for each role, so negotiation room is limited. It is fine to say so:

"I understand freshers usually join at a standard package. I'm comfortable with the company's standard range for this role. Could you share what it is?"

If the employer genuinely asks you to name a figure, research typical fresher packages for the role and company type, and give a reasonable range.

If you are currently underpaid

If your current salary is well below market, explain why your expected figure is a bigger jump than usual:

"My current CTC is 5 LPA. I joined my company as a fresher and stayed through a long project, so my salary hasn't kept pace with my role. I've researched the market rate for a developer with three years of React experience, which is roughly 9 to 12 LPA, and I'm looking for something in that range."

"What is your current CTC?"

Be honest. Employers often verify current salary through payslips, your previous offer letter, your TDS certificate or background checks. Inflating your current CTC can lead to an offer being withdrawn, or to termination if it is discovered after you join. You can, however, steer the conversation towards your expected salary and the value of the role rather than dwelling on your current pay.

When HR says "That's above our budget"

Do not panic or immediately drop your number. Instead:

1. Ask what the budget is, so you know the gap.
2. Ask whether other parts of the package can bridge it: a joining bonus, a higher variable component, a salary review after six months, or a better designation.
3. Take time to think. "Let me think about it and get back to you by tomorrow" is a perfectly professional reply.
4. Decide based on the whole picture: salary, role, learning, commute and stability.

For more on the negotiation itself, read how to negotiate a salary offer.

Mistakes to avoid

• Naming a number before you have researched the role.
• Saying "anything is fine". It signals that you have not thought about your value, and you will usually get a lower offer.
• Quoting in-hand salary when they mean CTC, or the other way round.
• Inflating your current CTC.
• Being rigid about structure. A slightly lower fixed salary with a good joining bonus or an early review can be worth more.

Once you have a written offer, check the details carefully. Our guides to CTC versus in-hand salary and reading an offer letter show what to look for.

Salary figures in this article are illustrative examples, not market data for any particular role.