A professional who recently came back to India after spending several years working overseas is facing an unexpected and frustrating challenge: landing a new job. Despite holding a solid track record and four years of experience at a reputed financial organization abroad, the returnee is finding it difficult to secure meaningful employment offers.
Sharing their story on the subreddit Indian Workplace, the individual revealed that after applying to over a hundred job openings, only a handful—no more than five—actually responded. Even those limited interactions quickly turned uncomfortable. The very first question posed during these calls from recruiters was almost always about the candidate's previous salary, also known as CTC (Cost to Company). The jobseeker found this not only invasive but also inappropriate, particularly given the stark differences in currency value and salary standards between countries.
The frustration deepened when the candidate chose transparency and disclosed their past earnings. Almost immediately after revealing the foreign pay figure, hiring managers would abruptly end communication, effectively ghosting the applicant. This pattern repeated itself enough times to become a source of serious concern and confusion. Seeking advice from others in similar situations, the professional asked how one should even respond to such inquiries when clearly the intent isn't to match qualifications but to lowball based on outdated or irrelevant salary data.
Many users in the forum chimed in to validate the experience, with one pointing out that this approach is unfortunately widespread in the Indian corporate scene. While it may be considered unethical in places like North America or Europe—where employment laws often protect applicants from having to disclose salary history—in India, the lack of legal boundaries allows companies to continue this exploitative trend unchecked.
Others remarked on how absurd the offers could get, with some companies shamelessly proposing salaries as low as ₹1 lakh per annum, even for candidates with senior-level experience. One sarcastic comment mocked the system, citing a scenario where a former CTO was offered just Rs 4 lakh per year. Another contributor gave a hypothetical but all-too-common example: someone earning Rs 25 lakh annually abroad being told that due to a six-month employment gap, the company could now only offer Rs 3 lakh.
The final consensus among users was sobering: regardless of whether a candidate earned in euros or dollars, Indian employers often disregard international benchmarks. Instead of evaluating skills and experience on merit, they prefer anchoring offers to previous CTC figures—no matter how irrelevant or mismatched.
Smart Ways to Discuss Your Expected CTC in an Interview
When gearing up for a job interview, it’s essential to have a clear strategy for answering questions related to your expected Cost to Company (CTC). According to a report by Indeed.com, it’s wise to go into the conversation prepared—not just by knowing your value, but also by learning about the organization’s mission, offerings, future goals, and employee feedback. Often, when two candidates are equally qualified, a company may lean toward the one whose salary expectations align better with their budget.
Understanding What CTC Means
CTC represents the complete financial commitment an employer makes for an employee annually. This includes not only direct cash payments but also additional non-monetary benefits. CTC typically consists of three primary elements: the base salary, various allowances, and mandatory deductions. Generally, your base salary constitutes less than half—usually around 40%—of your total CTC. The remaining parts, which include perks and deductions, can differ based on the company’s structure, internal policies, and organizational scale. Gaining a clear understanding of these segments helps you better navigate the salary discussion when the time comes.
Research Salary Benchmarks Thoroughly
Compensation standards usually follow a pattern, although they can vary slightly depending on the company’s location, size, and industry. Utilize job portals and employment websites to review ongoing salary trends. When evaluating pay expectations, take into account factors such as your experience level, professional skills, work environment, potential job risks, travel obligations, and benefits provided by similar employers. Many recruitment agencies also publish salary benchmarks and industry-wise compensation reports—reviewing these can give you a realistic idea of what to expect and ask for.
Offer a Salary Range, Not a Fixed Number
If you’ve been shortlisted for an interview, it typically indicates that the company is open to offering a package equal to or better than your current one. If the recruiter asks you to state your expected CTC, it's better to provide a range instead of a rigid figure. This should be informed by your research and existing pay. Consider all salary components—like benefits and bonuses—included in your take-home income before proposing a range. For instance, if your findings reveal that the average compensation for your role is ₹6,00,000 per annum, you can comfortably ask for a slightly higher figure. Alternatively, increasing your current CTC by 15–20% to set your expected range is also reasonable. Quoting a range suggests flexibility and demonstrates your interest in continuing the hiring process.
Politely Defer When Appropriate
It’s not uncommon for interviewers to bring up the CTC discussion early in the process—sometimes before any job details are discussed. If this happens, it’s acceptable to delay your response diplomatically. You might say that you’d prefer to understand the job role, duties, and expectations more clearly before discussing compensation. You could also turn the conversation around by asking if they can share the salary bracket they’ve allocated for the position.
Save Salary Talks for Later Stages
In most hiring scenarios, especially for entry-level and mid-tier roles, candidates go through multiple interview rounds—typically three. Senior and executive roles often involve even more rigorous and formal evaluation stages. The ideal time to disclose your expected CTC is usually during the second or third round, once there’s a better mutual understanding of your qualifications, strengths, and the value you could bring to the team.
Be Open to Negotiation
Being familiar with each component of your compensation package empowers you during negotiations. You may ask for a better base salary or suggest alternatives if the company can’t meet your proposed CTC. For instance, if their budget is tight, they might offer stock options or performance-based incentives instead of higher pay. It’s also reasonable to negotiate for cash in lieu of non-cash benefits, especially if that suits your financial goals more effectively.
Sharing their story on the subreddit Indian Workplace, the individual revealed that after applying to over a hundred job openings, only a handful—no more than five—actually responded. Even those limited interactions quickly turned uncomfortable. The very first question posed during these calls from recruiters was almost always about the candidate's previous salary, also known as CTC (Cost to Company). The jobseeker found this not only invasive but also inappropriate, particularly given the stark differences in currency value and salary standards between countries.
The frustration deepened when the candidate chose transparency and disclosed their past earnings. Almost immediately after revealing the foreign pay figure, hiring managers would abruptly end communication, effectively ghosting the applicant. This pattern repeated itself enough times to become a source of serious concern and confusion. Seeking advice from others in similar situations, the professional asked how one should even respond to such inquiries when clearly the intent isn't to match qualifications but to lowball based on outdated or irrelevant salary data.
Many users in the forum chimed in to validate the experience, with one pointing out that this approach is unfortunately widespread in the Indian corporate scene. While it may be considered unethical in places like North America or Europe—where employment laws often protect applicants from having to disclose salary history—in India, the lack of legal boundaries allows companies to continue this exploitative trend unchecked.
Others remarked on how absurd the offers could get, with some companies shamelessly proposing salaries as low as ₹1 lakh per annum, even for candidates with senior-level experience. One sarcastic comment mocked the system, citing a scenario where a former CTO was offered just Rs 4 lakh per year. Another contributor gave a hypothetical but all-too-common example: someone earning Rs 25 lakh annually abroad being told that due to a six-month employment gap, the company could now only offer Rs 3 lakh.
The final consensus among users was sobering: regardless of whether a candidate earned in euros or dollars, Indian employers often disregard international benchmarks. Instead of evaluating skills and experience on merit, they prefer anchoring offers to previous CTC figures—no matter how irrelevant or mismatched.
Smart Ways to Discuss Your Expected CTC in an Interview
When gearing up for a job interview, it’s essential to have a clear strategy for answering questions related to your expected Cost to Company (CTC). According to a report by Indeed.com, it’s wise to go into the conversation prepared—not just by knowing your value, but also by learning about the organization’s mission, offerings, future goals, and employee feedback. Often, when two candidates are equally qualified, a company may lean toward the one whose salary expectations align better with their budget.Understanding What CTC Means
CTC represents the complete financial commitment an employer makes for an employee annually. This includes not only direct cash payments but also additional non-monetary benefits. CTC typically consists of three primary elements: the base salary, various allowances, and mandatory deductions. Generally, your base salary constitutes less than half—usually around 40%—of your total CTC. The remaining parts, which include perks and deductions, can differ based on the company’s structure, internal policies, and organizational scale. Gaining a clear understanding of these segments helps you better navigate the salary discussion when the time comes.Research Salary Benchmarks Thoroughly
Compensation standards usually follow a pattern, although they can vary slightly depending on the company’s location, size, and industry. Utilize job portals and employment websites to review ongoing salary trends. When evaluating pay expectations, take into account factors such as your experience level, professional skills, work environment, potential job risks, travel obligations, and benefits provided by similar employers. Many recruitment agencies also publish salary benchmarks and industry-wise compensation reports—reviewing these can give you a realistic idea of what to expect and ask for.Offer a Salary Range, Not a Fixed Number
If you’ve been shortlisted for an interview, it typically indicates that the company is open to offering a package equal to or better than your current one. If the recruiter asks you to state your expected CTC, it's better to provide a range instead of a rigid figure. This should be informed by your research and existing pay. Consider all salary components—like benefits and bonuses—included in your take-home income before proposing a range. For instance, if your findings reveal that the average compensation for your role is ₹6,00,000 per annum, you can comfortably ask for a slightly higher figure. Alternatively, increasing your current CTC by 15–20% to set your expected range is also reasonable. Quoting a range suggests flexibility and demonstrates your interest in continuing the hiring process.Politely Defer When Appropriate
It’s not uncommon for interviewers to bring up the CTC discussion early in the process—sometimes before any job details are discussed. If this happens, it’s acceptable to delay your response diplomatically. You might say that you’d prefer to understand the job role, duties, and expectations more clearly before discussing compensation. You could also turn the conversation around by asking if they can share the salary bracket they’ve allocated for the position.Save Salary Talks for Later Stages
In most hiring scenarios, especially for entry-level and mid-tier roles, candidates go through multiple interview rounds—typically three. Senior and executive roles often involve even more rigorous and formal evaluation stages. The ideal time to disclose your expected CTC is usually during the second or third round, once there’s a better mutual understanding of your qualifications, strengths, and the value you could bring to the team.Be Open to Negotiation
Being familiar with each component of your compensation package empowers you during negotiations. You may ask for a better base salary or suggest alternatives if the company can’t meet your proposed CTC. For instance, if their budget is tight, they might offer stock options or performance-based incentives instead of higher pay. It’s also reasonable to negotiate for cash in lieu of non-cash benefits, especially if that suits your financial goals more effectively.( Originally published on Jul 05, 2025 )
