Research the range first, then give a range rather than one number, anchored slightly above what you would accept. If you can, ask for their budget before naming yours. Negotiate your first offer politely on base salary and on other parts of the package, and never lie about another offer.
What people tell me
I am close to getting my first software engineering offer and every HR round asks "what are your salary expectations?" I have no idea what to say in PKR. If I say too much, I worry they will drop me; if I say too little, I will be stuck with it. Friends have received very different offers for similar roles, and I have heard that freshers should not negotiate at all. I do not know what a fair range looks like or how to respond.
A composite of the messages behind this question, with personal details left out.
Key takeaways
- Research before the call: ask seniors, check salary sites and recent offers from people in similar roles and cities.
- Give a range, with the bottom of it at or slightly above the number you would genuinely accept.
- It is fine to ask for their budgeted range first, politely, before giving yours.
- Freshers can negotiate. A calm, reasoned request rarely costs an offer.
- Look at the full package: base, increments, bonuses, health cover, allowances, learning budget and remote days.
Why this question feels so stressful
The salary question has an information imbalance built in. The company knows its budget and what others at your level earn. You often know neither. In Pakistan the problem is sharper, because junior salaries vary widely between service-based companies, local product companies, and companies that bill foreign clients, and pay is rarely published in job posts.
The good news is that you can reduce that imbalance a lot before the call.
Step 1: research the range
| Source | What it gives you | Caution |
|---|---|---|
| Seniors and alumni who joined recently | The most current and honest numbers | Ask privately, and ask about the whole package |
| Salary sites such as Glassdoor | Reported ranges by company | Pakistan data is thin and can be outdated |
| Job posts on Rozee.pk and LinkedIn that do show pay | Market signals | Posted ranges are sometimes wide on purpose |
| Community groups and university networks | Many data points quickly | Mix of roles and cities; filter carefully |
| The company itself | Their budget, if you ask | They may not share |
Collect five to ten data points for your role, your city or remote, and the company type. You will usually notice clusters: service companies in one band, product and foreign-client companies often higher. I will not quote exact PKR figures here because they move with inflation and differ a lot between cities and company types, but your own data from the last six months is worth more than any number on a blog.
Step 2: set three numbers for yourself
- Walk-away number: below this you would decline, given your expenses and alternatives.
- Target number: what you would be genuinely happy with.
- Opening range: from roughly your target to somewhat above it.
Write these down before the call so you do not improvise under pressure.
Step 3: how to answer in the room
If you can, ask for their range first
"I am still learning about the full scope of the role. Could you share the budgeted range for this position? I am sure we can find something that works."
Many HR teams will share it. If it is fair, you can simply say it works for you, or aim for the upper part of it.
If they insist you go first
"Based on what I have seen for similar junior roles, I am looking at a range of X to Y, depending on the overall package."
Keep the bottom of your range at or slightly above your target, not at your walk-away number. People almost always get offered near the bottom of the range they give.
If you have been asked about your current salary
If you are a fresher, there is none, so say so and move to expectations. If you are an intern, you can mention the stipend but make clear that a full-time role is a different position.
Step 4: negotiating the offer
Many freshers are told they cannot negotiate. In my experience mentoring people, a polite, reasoned request almost never causes an offer to be withdrawn. The worst usual outcome is "this is our fixed band".
- Thank them and ask for the offer in writing, including every component.
- Take a day. "Thank you, I am excited about this. Could I get back to you by tomorrow evening?"
- Ask for one thing with one reason. "Based on my research and my internship experience with the same stack, would there be flexibility to move the base to X?"
- If base is fixed, ask about other parts: joining date, a review after probation, learning budget, remote days, laptop, or a fuel or internet allowance.
- Accept graciously once you are satisfied, and confirm in writing.
Never invent a competing offer. It is easy to check within Pakistan's fairly connected tech community, and it damages trust from day one.
Compare the whole package
| Component | Why it matters |
|---|---|
| Base salary | Future increments are usually a percentage of this |
| Annual increment policy | Two companies with the same starting pay can diverge quickly |
| Bonuses | Often discretionary; do not count them as guaranteed |
| Provident fund, gratuity, health cover | Real money, especially for family coverage |
| Probation period and review | Some companies review pay after probation |
| Remote or hybrid days | Saves commuting cost and time |
| Learning and growth | Mentorship and real work matter more than a small difference in pay at first |
If you are unsure whether a lower offer is still the right move, this answer on low-paying first jobs and this one on waiting for the right role help you decide.
A one-week preparation plan
| Day | Task |
|---|---|
| 1 | Message 5 recent joiners or seniors for salary ranges |
| 2 | Gather posted ranges and salary site data |
| 3 | Calculate monthly expenses; set walk-away, target and opening range |
| 4 | Write and rehearse your answer and your negotiation line aloud |
| 5 | List package questions to ask HR |
| 6 to 7 | Mock the conversation with a friend playing HR |
Common mistakes
- Saying "whatever you think is fair". It hands them the whole decision.
- Giving one exact low number. You cannot go up from a number you named.
- Negotiating aggressively or with ultimatums. Calm and reasoned works better.
- Comparing only base pay. Increments and benefits change the picture within a year or two.
- Lying about other offers. It rarely ends well.
If you are still stuck
Fourteen questions worth answering before you change jobs is a useful checklist before accepting any offer, and /companies/ helps you compare employers. If you want to talk through a specific offer, join Sefism, where learning is free and you get credits on joining, then book a 1:1 session or ask your own question as a member.
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