I initially applied for a Senior position, after 3 interviews, I passed at the lower position (L2). I still accepted since the range was in my asking salary (80% increase)

then days after, they confirmed that my role is back to Senior. the pay stayed the same and still accepted it.

now I am having regrets of not negotiating it to higher base pay. could this be recruiter’s technique to lowball me?

I accepted the JO because:
- I asked to move my starting date 3 weeks further and they agreed right away
- I do not have certifications to offer. just my 10YOE and my performance during the interviews.
- I wanted to get out of my current company. I needed to secure this new job offer so I was afraid the role might be passed on to other applicant if I asked for a higher salary
- company is 100% remote

I just needed to vent this out as I can’t get the “what ifs” out of my head. but still need your advice for next time. I wasn’t a job hopper and I regret it as well. so I have no idea of the common knowledge during the job offer stage.

Asking for my senior father.

My father earned a decent, slightly above average salary years ago. He hasn't received any sort of pay increase in so many years that his salary has stagnated for so many years that he now earns slightly below the average and for the high cost area he lives in, he's now actually earning below the local poverty level. He's in an office -professional job that has dwindled as tech has changed over the years/decades. His work has technically increased because his coworkers have been layed off over the years and his pay has halved over the years because the have cut off his overtime and his on call pay (and his stress has increased because he's effectively on call all the time as a one man department overseeing a massive and critical portion of a major client).

For the last several years, his company (a major tech support company that's he's worked for almost 20 years) has been trying to lay him off -- going so far as to actually include him in a routine, mass layoff a few years ago before realizing they didn't have adequate redundancy for him.

Now, they are very clearly planning to lay him off again and have been pestering him incessantly for him to document his workflow.

This week, while on a call with his supervisor, once again being pressed for the necessary information to replace him, he finally got so fed up he gave his two weeks notice. His supervisor talked him into reluctantly retracting his resignation -- for the time being.

I want some advice about what he should do.

Company A initially discussed ₹10–11 LPA, and I now have another offer for ₹11.9 LPA fixed (₹13 LPA CTC). I want to negotiate for ₹13 LPA fixed, but they have asked for an offer letter as proof.

I'm uncomfortable sharing another company's offer letter and unsure why they need my current company's offer letter when PF details and salary slips are available.

Also, I initially mentioned a 60-day notice period to Company A, but my actual notice period is 90 days. My competing offer shows a joining date more than 90 days away.

Would sharing these documents create complications? Can I negotiate without sharing the offer letter? I don't want to risk losing this opportunity, especially since it's a reputed company.

Would appreciate advice from anyone who has experienced this in India!

I have recently joined s company and I don't like the tech stack over there, so I gave another interview with Deloitte and cleared all rounds, how much compensation can I negotiate with Deloitte. I have 5+ years of experience as a java full stack developer

During a recruiter screen, I was asked for my salary expectations. I tried to avoid giving a number, but the recruiter kept pushing. I eventually said $82K was my floor because that’s what I made in my last role.
Context: (this isnt a contract role so the recruiter works for the company I’m interviewing with)

He then asked if I’d consider $80K instead, explaining that I have more experience than they’re looking for but that gives them more room to work with in their $73K–$86K salary range. To avoid being confrontational, I said I’d consider that if it was offered (because I expect to negotiate)

I still have two interview rounds left, so I didn’t consider this an actual negotiation since there’s no offer yet.

My ideal salary is $85K, and I plan to negotiate for that if I receive an offer, regardless of the initial amount.

My questions:

❓What is this recruiting tactic called?
❓Does saying I’d consider $80K make them less likely to offer more? Or do they expect me to not go higher than the initial floor I set if 82k?
❓Can I still negotiate for $85K after saying I’d consider $80K, or have I weakened my position?

Should I leave Nestlé for a higher-paying job, or stay and negotiate a better role?

I’m currently working at Nestlé Business Services with over 6 years of experience in HR Administration and Payroll.

I applied for an internal Senior Payroll Specialist position because I felt ready for promotion, especially after taking on additional responsibilities, supporting team handovers, and delivering process improvements and automation. I wasn’t selected, and the feedback left me disappointed because I felt my efforts and results weren’t reflected in my career progression. This has affected my motivation and mental well-being, and I submitted my resignation.

Now I have two options:

**Option 1: Stay at Nestlé** The company is trying to retain me by offering a salary increase and a move to an HR Advisory role. However, the salary increase and final details have not been confirmed yet.

**Option 2: Join Mico Streaming** I have received a verbal offer for an HR Business Services and payroll role with a salary 25% increase , per month, bonuses twice a year, and profit sharing. I’m still waiting for the formal written offer.

I’m married and have a young baby, so financial stability matters, but I also want career growth and a healthier work environment..

**What would you do in my position? Would you stay at Nestlé and accept the counteroffer, or move to Mico?**

Hi, I’m an aerospace technician and im currently looking at another job in the same field. In the application it asked for what pay I’m looking for. I told them 33$ as that’s what I make now.

When I was filling out the application the computer I was using was slow, I didn’t realize it was low on battery. So I got frustrated and didn’t really pay attention to the question. I know typically you’ll wanna high ball your salary that way even if they give you a smaller amount it’s likely it’s still more than what you make.

I have an interview this week and if they give me an offer with the initial 33 amount that I gave I’m wondering how to negotiate for more. I’m hoping to shoot for 36 or at least 35 dollars. Im wondering how do I negotiate for more when I’ve already sent them an amount. And If they ask me why I put 33 as my original amount how would I respond ?

for context, mag-oone year na ako with my current work january next year. nasa contract naman i can receive a salary increase if my performance is satisfactory (which i think yes naman). then nabanggit din naman ng boss ko na she might promote me to higher position since she plans to hire more employees next year. before the year ends or before i turn 1 year sa company, should i ask about the increase ba or wait for the promotion nalang?

also, can y’all give me an idea how much usually ang increase?? this is my first work btw

I'm still at my first job after graduating and haven't negotiated an offer before. As I start looking at other roles, I'd like to hear what people actually managed to change between the first offer and the one they signed.

What's the biggest increase you've negotiated? Did it come through base, equity, a sign-on bonus or a mix? I don't have a feel for when another $20K in base is a reasonable ask, or when the flexibility is elsewhere.

If you're comfortable sharing, the role or level and location would help, along with the initial and final amounts for each component. Did you have a competing offer? What did you ask for, and what did the recruiter say was fixed?

Autofill for application forms can save time keeping other applications moving while you consider an offer. I'd like to understand how people handled the negotiation once an offer was actually on the table.

What do you wish you'd known before your first negotiation?

for context, mag-oone year na ako with my current work january next year. nasa contract naman i can receive a salary increase if my performance is satisfactory (which i think yes naman). then nabanggit din naman ng boss ko na she might promote me to higher position since she plans to hire more employees next year. before the year ends or before i turn 1 year sa company, should i ask about the increase ba or wait for the promotion nalang?

also, can y’all give me an idea how much usually ang increase?? this is my first work btw

I recently received a job offer from elsewhere. Honestly, moving companies is going to be a hassle, and my ideal scenario would be staying where I am if my current company can match the pay or at least increase it a bit.

I’m planning to take the outside offer to my manager (without handing in my notice) to see if they'll counter and I'm trying to weigh the risks before I do.

How should I approach the conversation? What's the best way to frame it so it sounds like I value my current role rather than just throwing an ultimatum around? I value it because it's quite secure especially in today's job market.

What if they don't match it and decline any pay rise? If I decide to stay anyway under my current terms, how risky is that?

It's hard to believe we're now heading into the last few months of 2026.... which does strange things to people and negotiations.

So, I wanted to broach a subject in negotiatIon ... TIMING.

How does the end-of-year impact your negotiations?

We think about timing in the moment, during the negotiation, but one super important timing consideration is that seasonal impact.

Already I've heard that companies are starting to plan their budgets for next year and with ever increasing costs there are some tough choices and difficult negotiations internally to be had. Includes everything form funding staff & training to Goods and Services.

And yet, I've also seen companies desperate to spend their budgets now or face losing them next year!!!!

How does the end-of-year impact your negotiations?

Hello everyone,

I'm working as a senior software engineer. I graduated in 2023, so I have 3 years of experience on paper, but I have actually been working since my college days, so my actual experience is more than 5 years.

I joined this company on 4 October 2023, and since then I have received 3 hikes. My starting salary was 10 LPA. Then I got a 25% hike. After that, I resigned and was retained with a 50% hike, and then I resigned again after around 6 months and was given around an 18% to 20% hike. Now my current CTC is 23 LPA, from 10 to 12.5 to 18.5, and now 23.

It's been around 9 months since my last hike, and I'm planning to either ask for a raise or put in my papers. I want your suggestion because I have resigned twice in the last 1.5 years. Should I ask for a raise, or should I put in my papers?

For context, it is a chill company. It is hybrid, but I often do work from home, and my manager and my colleagues are pretty chill. I am currently working on agentic systems, building AI agents, chatbots, a RAG system, etc. I know my skills are in high demand in the market, so I am pretty much sure: should I ask for a raise, or should I just resign? I don't want to leave this company because of the awesome work experience, work culture, and leave policy. You can take as many leaves as you want. It says that the work needs to be completed on time, but money is the most important thing. I'm kind of ready to sacrifice it if I get a good raise somewhere else. I know my answer, but I still want your suggestion.

I am from an asian country, I got promoted to senior software engineer with 2.5 years of experience, this was my first job out of college and I've gotten a promotion each year which is very unusual and really quick to get the senior title but I really perform well which is what got me the promotion, I don't really care much about the title to be honest but people usually get this title after 3.5-4 years of experience but now it has got me less pay with the same title as others(around 10% less), so it does feel a bit disappointing but it was a pretty good 20% raise from my previous salary(I am from an asian country and since I am early in career I guess I got a 20% raise)

now I am confused whether I should negotiate for an additional 5-10% which might create some friction or just let this be because I do plan on switching in 6 months but I plan on switching to different software engineering domain as the current one bores me a bit and I dont want to do it long term, so maybe its not worth creating any kind of friction? I could just use my title to my advantage for the new job?

looking for some advice from the more experienced folks around here as I am pretty much a baby.

thank you!

For some context I started a new job and my probation period is coming to an end soon. When I originally got hired it my pay was not where I wanted it to but accepted the job anyways (32$ ended up at 30$) through my tenure they’ve liked the work I do.
And I believe this would be a good time to see if they’ll be more willing to up my pay now that they’ve seen what I can do during this period.

So my main thing is how do I go about asking for more money?

I know it’s usually good to mention the work I’ve done, but to me the stuff I’ve done isn’t crazy it’s what I told them I was capable of doing during the interview but I kind of think they didn’t believe me and this was more of an let’s see what you can do situation. (I work outside as a field technician)

Also notes incase it’s important this is a small company about 15-20 employees total. I have 4 years of experience in this field and looking at the role I was brought in to fill the posted pay is 30-40$

Is my probation review a good time to ask for a raise and if so how do I go about asking? Or should I wait till my 1 year mark and negotiate then?
Thanks in advance for any help!

I manage the sales department at a tax relief company and one thing I've been struggling with is figuring out why some deals don't close. Our pricing depends on each client's situation so there's no fixed amount we can quote everyone. A lot of the people we talk to are already in a bad financial spot. Some haven't filed taxes in years and others owe the IRS a ton of money. So when we tell them how much our service will cost it can be a tough conversation. We have different payment options and our reps try to work something out with each client. But sometimes the negotiation goes wrong and we lose a deal that I feel we could have closed.

The annoying part is that most of our calls last around an hour. I want to review the ones that didn't close and figure out what happened but I can't spend my whole day listening to recordings just to find the two minutes where things went south. I've been looking into AI tools that could help with this. Something that can go through the whole conversation and show me the exact moments where the client pushed back on price or the rep missed an opportunity. It would be great if I could jump straight to those parts and leave feedback for the rep. Even better if the AI could follow our own sales process and give reps feedback on what they could improve without me having to review every call myself. I'd also like to see if the same mistakes keep coming up across the team and how our top reps handle those situations differently. Has anyone here used a tool that does this well? I'm not looking for another call transcription app. I want something that helps me coach my reps and understand why negotiations fail without spending hours going through recordings.

When you’re negotiating but have very limited authority to make concessions, how do you avoid becoming someone who can only repeat their organisation’s position?

And how do you explore possible solutions without creating expectations you cannot fulfil?

During a practice session at The Student Negotiation Club this week, we explored a scenario that focussed on negotiation authority.

Could be quite pertinent as we head towards the end of the year... many companies begin communicating about imminent price increases to commence in early 2027.

So the scenario we set was a supplier requesting a price increase.

But the buyer has been given a very clear instruction from their business...

"The starting position is ZERO price increase. Any exceptions require internal approval."

Sounds simple.... But what happens when the supplier refuses to accept zero?

One option is to pivot to other 'value' options such as volume of committed work, change of payment terms, etc, etc.

However, you might have the authority to discuss possibilities... without having the authority to commit to them. So....

When you’re negotiating but have very limited authority to make concessions, how do you avoid becoming someone who can only repeat their organisation’s position?

And how do you explore possible solutions without creating expectations you cannot fulfil?