Synopsis

Delhi-based entrepreneur Kanika Jain shared a salary negotiation where a candidate asked for Rs 90,000, within the advertised Rs 75,000 to Rs 1 lakh range. HR offered Rs 80,000, saying Rs 90,000 exceeded the budget. The candidate then asked why the company advertised a range it was unwilling to offer. Jain said the exchange highlights the importance of salary transparency, realistic pay ranges and honest communication between employers and job seekers.

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A salary range is supposed to give job seekers a clear idea of what a company is willing to pay. But what happens when a candidate asks for an amount within that advertised range and is told it is above the company's budget? Delhi-based entrepreneur Kanika Jain highlighted this very situation in a social media post. Her example of a candidate negotiating a Rs 90,000 salary has sparked a conversation about hiring transparency, realistic pay ranges and trust between employers and job seekers.

In the conversation shared by Kanika Jain, the candidate expected a salary of Rs 90,000 for a particular role. When HR questioned the expectation, the candidate explained that the job posting itself had mentioned a salary range of Rs 75,000 to Rs 1 lakh. Based on her skills, experience and the responsibilities associated with the position, she believed Rs 90,000 was a fair expectation.

However, HR responded that Rs 90,000 was above the company's budget and offered Rs 80,000 instead. That was when the conversation took an interesting turn.

Rather than immediately rejecting the offer, the candidate asked HR a simple question: “Do I meet the requirements for this role?” HR confirmed that she did. The candidate then questioned the logic behind the advertised salary range. If she possessed the skills and experience the company was looking for, she asked, why had the company advertised a salary range extending up to Rs 1 lakh if it was not prepared to offer that amount?

The question shifted the conversation from salary negotiation to the broader issue of transparency in recruitment.

Jain's post argued that the discussion was not simply about whether a candidate should receive Rs 80,000 or Rs 90,000. Instead, she highlighted the importance of companies communicating clearly about what they are genuinely prepared to offer.

A salary range gives candidates an expectation before they apply or enter negotiations. If the upper end of that range is effectively unavailable, job seekers may question whether the advertised figure accurately represents the company's hiring budget. For candidates, this can also mean spending time preparing for interviews and negotiating an offer based on information that may not reflect the actual compensation available.

Screenshot of the post. (LinkedIn)

The candidate's response also highlights a common part of salary negotiations: the relationship between a person's qualifications and the advertised compensation. She did not simply ask for Rs 90,000 without explanation. She linked her expectation to her skills, experience and the responsibilities of the role.

Once HR confirmed that she met the requirements, she questioned why the company would not consider compensation within the range it had publicly advertised. That approach turns a potentially uncomfortable salary discussion into a direct conversation about expectations and fairness.

Delhi-based entrepreneur Kanika Jain concluded that the conversation was about more than money. According to Jain, “clear salary expectations and honest communication” can save time, build trust and improve the hiring experience for both HR professionals and candidates.

The discussion also comes at a time when salary transparency is becoming a bigger focus in recruitment. According to an Indeed survey, more than half of job postings in India now include salary information, reflecting a gradual shift towards clearer compensation practices. Experts say transparent pay ranges help candidates make informed decisions, reduce mismatched expectations and speed up the hiring process. However, they also note that the benefits of transparency depend on employers advertising realistic salary ranges and clearly explaining how compensation is determined, rather than listing figures that are unlikely to be offered.