Salary Research for Job Seekers

If you’re a candidate looking for Tech roles in India right now - you might have a number of concerns such as job availability, company stability & most recent compensation numbers.. While finding a job continues to be hard this quarter - there is some clarity on compensation figures in Tech - courtesy some great work done by the HireSure.ai (YC S22) team: If you open the attached image - you’ll find ballpark compensation bands across various Tech roles from SDE-I to Principal Developer and from APM to Director-Product: (1) Source of data? 📚 - Hiresure compiled this data from ~250+ participating venture backed companies starting ~2 quarters ago - They add ~25 more companies data each month (2) Accuracy? 🎯 - Based on offline discussions with other recruiters, the figures seem directionally right; they are at max ~10% off at certain roles. - They’re refreshing these numbers once per quarter (which is nice!) (3) Latest updates ⌛ - When I spoke to Hiresure’s founder Anurag, he highlighted that Sales, Marketing & Product roles have seen ~ 10% declines from the above figures. I had accessed the Hiresure data last quarter (personally) after discovering them via the YC network - was quite helpful in understand benchmarks for compensation. You can access the latest data for free via: https://lnkd.in/dTJ9rpix - feel free to use it as a candidate or as a recruiter; and, don’t forget to let others know. #technology #india #hiring

Which states in the U.S. are seeing wages truly outpace inflation? The latest state-by-state data on real wage growth from July 2024 to June 2025 reveals an uneven picture across the country. Some states are gaining real purchasing power, while others are slipping behind. States like Idaho (+6.7 percent), Texas (+3.2 percent), Nevada (+3.1 percent), and Kansas (+3.4 percent) are seeing meaningful gains. Meanwhile, parts of the Northeast and Upper Midwest — including New Hampshire (-1.7 percent) and Tennessee (-1.2 percent) — are experiencing real declines once inflation is factored in. Three clear trends are emerging: ✔️ States with rapid population growth are seeing faster wage gains. ✔️ The South is posting strong employment momentum, leading to real increases in income. ✔️ The Northeast and big-city regions are under the most pressure, with several states experiencing declining real wages. This data highlights an important reality. While inflation has cooled nationally, wage growth remains uneven. In simple terms, residents of certain states are becoming a little richer, while others are struggling just to keep pace. For advisors, investors, and business owners, understanding these regional shifts is essential. Real wage trends shape consumer behavior, migration patterns, and the broader economic outlook long before the headlines reflect the change. #GoldenEldridgeFinancial #DataIsBeautiful #EconomicTrends #WageGrowth #Inflation #USEconomy #FinancialInsights

Of all the companies I've worked with, 2 companies are doing something that I've not seen done in many other places. I've said this before, but it bears repeating. You need to pay your people a salary that: - Covers their basic living expenses without stress - Enables them to participate meaningfully in life outside of work - Doesn’t require them to “survive” the job they’re doing The problem? Most companies are still benchmarking against a market that doesn’t reflect reality. They’re using salary surveys to set pay, without first understanding whether those numbers actually support someone’s life. And here’s where it gets worse: If you let the market set the floor, you’re at risk of institutionalising hardship. Paying “what the market pays” is meaningless if that number doesn’t let your people live well enough to show up and do their best work. But two of my clients decided to flip that model. - They introduced a living wage before seeing what the market told them to pay. - They didn’t wait for a salary survey. - They didn’t wait to see what everyone else was doing. They asked themselves: “What does someone in our business, in this country, need to actually live?” Here’s how we approached it: 1. We mapped out common living costs (rent, transport, food, utilities) in the geographies where they hire 2. We ran calculations for realistic, not idealistic, expenses 3. We set their salary minimums accordingly — and only then cross-checked against market data This is the difference between being market informed and market led. Market informed means you use data to sense-check decisions. Market led means you outsource decisions that should be yours to make. If you want to build a high-trust, high-performing team — start with a pay floor that lets people live, not just work.

💸 Why a high salary is not everything. A reality check we all need. Too often, we equate success with the highest package on offer. But numbers on paper don’t always reflect the true value of your time, energy or peace of mind. Let’s break it down: In the image, Job 1 pays ₹40 lakhs, but demands a 1-hour daily commute. That is 10 extra hours per week spent just getting to work. Job 2 pays ₹34 lakhs, but is a 5-minute walk away. That’s 9 more hours for yourself every week. When we factor in commute time and calculate the effective hourly rate, the job with the lower CTC actually pays more per hour! 🧮 ₹1,538/hr vs ₹1,594/hr — and that’s just the math. It doesn’t account for stress, exhaustion or time lost with loved ones. This isn’t just about commute. The same principle applies to: 🔹 Work-life balance 🔹 Toxic vs healthy work cultures 🔹 Learning opportunities 🔹 Flexibility and autonomy 🔹 Mental and physical well-being 💡 Sometimes, “less” money gives you more life. When choosing between offers (or evaluating your current job), don’t just ask “What’s the pay?” Ask: 🔸 “How much time do I get for myself?” 🔸 “What’s the cost to my health?” 🔸 “Will this role energize or drain me?” As professionals, especially in demanding fields like finance, law, or tech, we owe it to ourselves to look beyond the CTC. Because true wealth is freedom, not just figures. Would you choose Job 1 or Job 2? Let’s discuss in the comments 👇 #SalaryVsLife #WorkLifeBalance #CareerChoices #Productivity #FinanceTips #LinkedInLearning #MindfulCareers #TimeIsMoney

Negotiating salary is hard. Leveraging data makes it so much easier. Here are 6 unique ways to research salaries for your target role: First, a quick note on how to use this date. Salary will likely come up in your first interview. Do this research before. Aim to gather as much data on the salary range for the role as possible. Then aim for the largest "reasonable" jump you can make (usually the ~70% mark of the range). 1. Find Salaries In States That Require It Most companies won't post a salary range. But several states have passed laws that requires them to. So search for your target job on LinkedIn and filter for those states. Then adjust the salary range for the cost of living in your area. Now you have more accurate salary data! 2. H1BData Info When companies sponsor an employee's visa, they're required to disclose the job title and salary. H1BData[.]info lets you search through all of that data. Since these are actual salaries from real jobs, this is some of the most accurate data you can get. 3. Levels FYI Want to work in tech? Levels[.]fyi doesn't just have salary information. They also have info on internal "levels" that MAANG and F500 companies use to determine salary. Use this info to determine if the offer you get is a good one for your level. 4. Glassdoor Glassdoor gives you salary data in different cuts. You can view general data for your city, job title, and years of experience. Or you can find user-submitted salary info for specific job titles at specific companies. 5. Blind Blind has a salary comparison tool, but don't use it. Instead, search the forums for: [Company] + [Job Title] + Salary Look through the convos of people anonymously sharing salary info. It's a great way to go beyond base to understand bonuses, equity, and more. 6. Look At The Competition Most job seekers only look at this data for their target company. Don't stop there. Find out what their competition is paying for similar roles. Then use that data to your advantage in the conversation.

₹30 Lakh package. Tier-1 MBA grad. It sounds a lot like success to all the people around you. Even you start believing it; until you realize where you're living. In India, we pretend salaries are a universal currency, but it’s not. It’s a local reality. The same CTC means wildly different lives based on your pin code. Let’s break it down with an example. ₹30L in Mumbai ≠ ₹30L in Indore Rent (2 BHK): Mumbai: ₹70,000/month Indore: ₹30,000/month Commute: Mumbai: ₹15,000+/month Indore: ₹7,000/month Eating Out (1x/week): Mumbai: ₹12,000/month Indore: ₹5,000/month School (1 child): Mumbai: ₹20,000/month Indore: ₹10,000/month House help: Mumbai:₹10,000/month Indore: ₹5,000/month Total basic monthly spend: Mumbai: ₹1L+/month Indore: ₹50k+/month In a Mumbai, after tax and these expenses, you’re surviving; in an Indore, you’re thriving. So when a hiring manager says, “₹30L is a solid compensation”, your next question should be: “Where?” Companies use cost-of-living to underpay Tier-2 hires, but never up-adjust for Tier-1 survival. A product manager in Gurgaon and one in Bhubaneswar may earn the same but the real disposable income difference can be over ₹10L+/year. When the Tier-1 employee asks for more: “We have internal bands.” “It’s market standard.” Whose market? Whose standard? In Mumbai/Bangalore, your savings may touch only ₹4–6L/year whereas in a Tier-2 city, you might save ₹12L+, invest, travel, upgrade your life. We fetishize high-rise offices, city 'vibes', and Swiggy on speed dial. However, we don’t talk about stagnant savings, commute-induced fatigue, and the high cost of looking polished. ₹30L in Mumbai may mean anxiety and ₹30L in Bhopal may mean freedom. A high CTC isn’t a flex anymore if your life gets no ROI. How much of it do you get to keep… and live? #ctc #salary #mba #iim #career #work #job #life #corporatelife #management #linkedin #india

In 2025, Doing Two Jobs for the Price of One Ain’t It… Ever feel like you’re doing more than what’s in your job description? Handling responsibilities outside your scope, covering for another role, or simply being the go-to person for everything? If you’re not being compensated or recognized for doing two jobs for the price of one, it might be time to reevaluate. How to Spot It: • Title creep: Your title doesn’t match the workload or expectations. You’re acting like a manager but still a “specialist” on paper. • Unclear expectations: You’re expected to juggle roles with no formal acknowledgment or adjustment to pay. • No time for growth: You’re so busy “putting out fires” that your actual career goals are on the back burner. Why It’s a Problem: It’s not just about money (though that matters). Overworking in mismatched roles can lead to burnout, reduced confidence, and the inability to develop skills that actually move you forward in your career. What to Do: 1. Have the conversation: Bring up your expanded workload during your next review. Advocate for either a title change, a pay adjustment, or restructuring of your responsibilities. 2. Learn market norms: Look at similar roles. Are you underpaid or over-delivering compared to what’s standard? 3. Know when to move on: If leadership won’t acknowledge your contributions or refuses to adjust, it’s a sign. High performers aren’t stuck—companies that value you will pay what you’re worth. Your work has value. Don’t settle for being taken advantage of. If you’re doing two jobs, you deserve two salaries—or at least recognition that reflects the level of responsibility. Thoughts? How would you approach this situation? #CareerGrowth #SalaryNegotiation #KnowYourWorth

Pauline, how to see and compare the whole salary package that’s offered by a potential employer? 🧐 After I posted about average increments in salary negotiations, someone on my LinkedIn asked me about this. So today, let’s go a bit technical ya? Usually, I use an excel spreadsheet to list everything down for my candidates. 𝐒𝐭𝐞𝐩 𝟏: 𝐋𝐢𝐬𝐭 𝐝𝐨𝐰𝐧 𝐛𝐨𝐭𝐡 𝐭𝐡𝐞 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐚𝐧𝐝 𝐧𝐞𝐰 𝐬𝐚𝐥𝐚𝐫𝐲 𝐩𝐚𝐜𝐤𝐚𝐠𝐞 In the spreadsheet, I usually create a column for the current package and another for the new offer. You can start by listing the basic salary as this is the core part of any package. 𝐒𝐭𝐞𝐩 𝟐: 𝐈𝐧𝐜𝐥𝐮𝐝𝐞 𝐚𝐝𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐟𝐢𝐱𝐞𝐝 𝐚𝐥𝐥𝐨𝐰𝐚𝐧𝐜𝐞𝐬 Remember, basic salary is not everything. Add any other fixed allowance like transport, handphone, meal, or any other fixed allowances for both the current salary and new offer. These can make a different in the total pacakge. 𝐒𝐭𝐞𝐩 𝟑: 𝐈𝐧𝐜𝐥𝐮𝐝𝐞 𝐛𝐨𝐧𝐮𝐬𝐞𝐬 𝐚𝐧𝐝 𝐄𝐏𝐅 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 Take note of guaranteed bonus (13-month salary / contractual bonus) and the EPF contributions from the employer. Some employer contribute more than the standard rate, which is important to consider as it’s part of your guaranteed income. 𝐒𝐭𝐞𝐩 𝟒: 𝐂𝐨𝐦𝐩𝐚𝐫𝐞 𝐆𝐮𝐚𝐫𝐚𝐧𝐭𝐞𝐞𝐝 𝐈𝐧𝐜𝐨𝐦𝐞 After listing all the components, total them up to get the Guaranteed Income for both the current package and the new offer. This will give you a clear idea of what you’re guaranteed to receive. You can also calculate the percentage of increment here. 𝐒𝐭𝐞𝐩 𝟓: 𝐃𝐨𝐧’𝐭 𝐟𝐨𝐫𝐠𝐞𝐭 𝐭𝐡𝐞 𝐯𝐚𝐫𝐢𝐚𝐛𝐥𝐞 𝐛𝐨𝐧𝐮𝐬 𝐨𝐫 𝐚𝐥𝐥𝐨𝐰𝐚𝐧𝐜𝐞𝐬 Performance bonus is important too. Some companies’ average performance bonuses pay out is 3-4 months, some 2-3 months, and others average 1 month. So, you may want to take this into consideration. 𝐒𝐭𝐞𝐩 𝟔: 𝐅𝐚𝐜𝐭𝐨𝐫 𝐢𝐧 𝐨𝐭𝐡𝐞𝐫 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬 Remember to include additional benefits such as annual leave, insurance, outpatient benefits, etc. These non-monetary benefits are important to understand the full value of the offer This is the formula for Percentrage of Increment:
 [(𝑇𝑜𝑡𝑎𝑙 𝑁𝑒𝑤 𝑂𝑓𝑓𝑒𝑟 (𝑅𝑀) - 𝑇𝑜𝑡𝑎𝑙 𝐶𝑢𝑟𝑟𝑒𝑛𝑡 𝑃𝑎𝑐𝑎𝑘𝑔𝑒 (𝑅𝑀)) / 𝑇𝑜𝑡𝑎𝑙 𝐶𝑢𝑟𝑟𝑒𝑛𝑡 𝑃𝑎𝑐𝑘𝑎𝑔𝑒 (𝑅𝑀)] 𝑥 100% You’ll see the differences between the current and new packages clearly displayed in the final column, and this will help you make an informed decision based on the Total Gross Annual Income and other benefits offered. It may look a bit leceh to put it all down, but trust me, once you see the numbers, it’ll be easier to decide if the offer is really worth it. Happy analyzing! Remember, the numbers speak, and they can make all the difference in your next career move! 🤗 🌟 Pauline Cheang from Carli Resources #salarynegotiation #careertips #joboffer #careeradvice #negotiationtips

When you say that you're looking for a salary that reflects what the market is paying, what market are you talking about? For any role you can name there are several variations to market data and therefore salaries unless they are controlled by award rates. Factors like Location is an obvious one. Sydney doesn't pay the same as Brisbane. Size and stage of company is probably the most overlooked one that I see recruiting for startups. The big bank you work at with 10,000 employees and $20 billion a year in revenue is going to have different salary bands to the 15 person Digital agency run by the owner that opened it's doors 3 years ago. Industry is another with the best example today being Sports Gambling, they pay over the market as it's often harder to attract people to work there. Supply & demand is another with AI and Machine Learning roles the most obvious examples, when those titles first come into our worlds, who sets the salary ranges here? Unfortunately there isn't one answer to that question and like a lot of things in life, it comes down to what you can negotiate. I've had people get cranky when discussing salaries because they are taking their current salary and using that as the only data point for what the Market pays. The salary data tools out there that a lot of companies use all offer filters so companies can benchmark themselves against other companies of similar size, stage, location, revenue etc. So if you have one salary expectation for all companies you apply for and those companies vary in size, stage, location etc, you're going to be disappointed and maybe cranky with some of the budgets. It would be like having one budget to buy the same sized house in Bondi and Hobart. I'm not trying to beat up on candidates for having higher salary expectations that the budgets, may you get every dollar you can in every role you have. Only trying to give you a peak behind the HR curtains.