What you are worth, and how to argue for it.

A published sector range blends multinationals, domestic enterprises, funded startups and bootstrapped businesses, which pay on completely different curves. Work out what the five to eight companies you would actually join pay for your level. That number is narrower and far more useful.

Two offers with the same fixed pay can differ substantially once variable, equity, allowances and benefits are counted. Ask what proportion of target bonus was actually paid in each of the last three years, in some sectors that single question changes the ranking of two offers.

If you are offered ESOPs, ask for the strike price, the vesting schedule, the current valuation basis and what proportion of the company the grant represents. A grant you cannot value is a grant you should price at zero when comparing offers.

A number you can justify, with reference to current package, market comparables and the scope of the new role, holds up under questioning. A number chosen because it sounds good does not, and losing an anchor mid-negotiation costs you more than starting lower would have.

Decide your walk-away number before the conversation, not during it. Negotiations go wrong when a candidate improvises a floor under pressure and then regrets it.

The same role can differ by 30% or more between Indian cities, and living costs differ by more than that. A lower number in Pune or Coimbatore is frequently a better outcome than a higher one in Mumbai.