Candidates at Indian startups negotiate on the total CTC, the fixed component, joining bonuses and ESOPs, and most expect a meaningful increase over their current pay when switching. Companies that anchor on the market band rather than the candidate's current CTC, and explain ESOPs clearly, close offers faster. The live panel shows current and expected CTC side by side.
How CTC is structured
In India, CTC (cost to company) bundles several components that candidates weigh differently:
- Fixed pay: the monthly salary, which most candidates prioritise.
- Variable pay: performance bonuses, often discounted by candidates because payouts are uncertain.
- Joining bonus: used to offset lost bonuses or notice buyouts.
- ESOPs: valuable at funded startups, but only if the candidate understands the vesting and valuation.
- Benefits: insurance, PF contributions and allowances.
What candidates expect when they switch
Candidates moving jobs in Indian tech usually expect a substantial increase on their current CTC, and in high-demand roles expectations run higher. The live panel shows the current and expected CTC gap for the role you choose.
Anchoring on current CTC tends to fail with strong candidates, who know the market band. Anchor on the band for the role and place the candidate within it based on evidence.
Making ESOPs count
ESOPs close offers only when candidates can value them. Explain the number of options, the strike price, the vesting schedule, the latest valuation and any liquidity events so far. Vague ESOP offers are usually valued at close to zero.
Handling counter-offers
Counter-offers from the current employer are common, especially during long notice periods. Understand the candidate's reasons for moving beyond money early on; candidates moving for scope, growth or team usually hold their decision. Candidates moving only for money are the most likely to accept a counter.
Frequently asked questions
What salary hike should I expect when switching jobs in India?
It varies by role and demand. HyrEzy's live talent search shows the gap between current and expected CTC for each role, which is a useful guide.
Should startups match a candidate's expected CTC?
Match the market band for the role and place the candidate within it based on verified capability. Matching expectations that sit far above the band sets up pay issues within the team.
How do I explain ESOPs to a candidate?
Give the number of options, strike price, vesting schedule, latest valuation and any past buybacks or liquidity. Clear numbers make ESOPs part of the decision.
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