Let’s break down why this happens and how you can fix it.

1. You Quoted a Number Without Market Research

Many candidates decide salary based on:

What their friend earns

What they want to earn

Random numbers from social media

Recruiters, however, compare your expectation with:

Industry benchmarks

Internal salary bands

Budget already approved

💡 Reality: If your number is even 10–20% outside their range, HR may drop you—no negotiation.

Fix:
Research salaries on:

Job portals (similar roles, same city)

LinkedIn job posts

Company size & funding stage

2. Your Skills Don’t Justify the Number (Yet)

Candidates often say:

“I have 3 years of experience, so I deserve ₹X LPA.”

Recruiters think:

“What value can this person deliver from Day 1?”

Experience ≠ impact.

If you can’t clearly show:

Measurable results

Tools you actually used

Problems you solved

Your salary demand feels risky to employers.

Fix:
Tie your expectation to outcomes, not years:

“Based on my experience improving ___ by ___%, I’m expecting…”

3. You Revealed Your Expectation Too Early

In India, many candidates make this mistake:

Mention salary in the first HR call

Put exact numbers on the application form

Say “open to discussion” but still give a high figure

Once your number is logged, it’s hard to reverse.

Fix:
Delay the conversation politely:

“I’d like to understand the role responsibilities first, then align on compensation.”

4. You Asked for a Hike That Feels Unrealistic

Recruiters usually expect:

20–30% hike (job switch)

30–40% (niche skills / urgent hiring)

50%+ only in rare cases

If your expectation feels too aggressive, HR assumes:

You’ll reject the offer later

You’ll leave early for money

You’re not aligned long-term

Fix:
Ask for a range, not a fixed number:

“I’m looking at opportunities in the ₹X–Y LPA range, depending on role scope.”

5. Your Location vs Salary Didn’t Match

Salary expectations vary massively by:

City (Bangalore ≠ Indore)

Remote vs on-site

Client-facing vs internal role

Quoting metro-level salaries for non-metro roles is a common rejection reason.

Fix:
Adjust expectations based on:

Location

Work model

Company revenue size

6. You Sounded More Money-Focused Than Role-Focused

If most of your discussion revolves around:

Salary

Appraisal cycles

Increments

Benefits

HR assumes money is your only motivation.

Fix:
Balance the conversation:

Show interest in learning

Ask about growth, team, challenges

Let salary come after value discussion

7. You Didn’t Understand the Company’s Budget Reality

Many Indian companies:

Hire within strict CTC slabs

Cannot exceed approved budgets

Won’t negotiate beyond limits—even for good candidates

It’s not personal. It’s financial control.

Fix:
Ask directly (but professionally):

“Is my expectation aligned with your budget for this role?”

What to Do If You’ve Already Been Rejected

✔ Reflect if salary mismatch was the cause
✔ Refine your salary pitch
✔ Update resume to justify value
✔ Target companies that match your level
✔ Stop applying blindly

Final Truth (No One Tells You This)

💥 Companies reject salary expectations, not people.
💥 Good candidates still lose offers due to poor salary strategy.
💥 Negotiation starts with understanding, not demanding.

If you align skills + value + market reality, rejections reduce drastically.