HR offered Rs 7.5 LPA because his last CTC was Rs 5 lakh. He rejected it and later got Rs 14 LPA offer. Delhi entrepreneur has a message for recruiters

A candidate with four years of experience was offered Rs 7.5 lakh after recruiters considered his previous Rs 5 lakh CTC. The 50% hike sounded impressive on paper, but he refused to accept an offer he believed did not reflect his skills or market value. What happened next turned the situation into a powerful lesson about salary negotiations, previous CTC and how companies assess talent. Another employer eventually offered him Rs 14 lakh, despite his service-based company background.

Candidate rejects Rs 7.5 LPA offer over previous CTC

Delhi-based entrepreneur Kanika Jain took to social media to share a conversation that has sparked discussion around salary negotiations and how recruiters determine compensation. In the scenario shared by Jain, the HR representative tells the candidate that his previous CTC was Rs 5 lakh and therefore the best possible offer would be Rs 7.5 lakh. The recruiter presents it as a 50% hike.

However, the candidate pushes back, arguing that the offer does not adequately reflect his experience or the compensation being offered to other candidates for the same position. The candidate points out that he has four years of experience and that other candidates applying for the same role are reportedly being offered Rs 12 lakh. That raises a crucial question for job seekers: should a candidate's previous salary determine their future earning potential?

‘This is the market standard’, HR tells candidate

According to the conversation shared by Jain, the candidate tells HR that the proposed compensation is not fair. The HR representative responds that there is little they can do and describes the offer as the market standard. Rather than accepting the offer simply because it represents a 50% increase over his previous CTC, the candidate stands his ground. He tells HR that he appreciates the offer but cannot accept anything below Rs 10 lakh. The candidate ultimately rejects the offer.

Another company offers him Rs 14 LPA

The story takes a dramatic turn when another company later recognises the candidate's skills and offers him Rs 14 lakh. Importantly, the candidate came from a service-based company, according to Jain's post. The outcome challenges the assumption that a person's previous CTC should automatically determine the salary they can command in a new role. The candidate had been offered Rs 7.5 lakh by one company based largely on his previous compensation. Another employer was willing to value his skills at Rs 14 lakh. That is a difference of Rs 6.5 lakh in the offers.

Kanika Jain has a message for recruiters

Sharing the incident, Delhi-based entrepreneur Kanika Jain directly addressed recruiters and questioned the practice of using previous CTC as a basis for limiting salary offers. Jain wrote, “Dear Recruiters, Please stop underpaying candidates just because their last CTC was lower. A lower salary in their previous company doesn’t mean they lack skills or experience.” Her post highlights a familiar challenge in the job market. Candidates moving from lower-paying organisations can find themselves trapped by their previous compensation, even when their experience, skills and market value have grown significantly.