There is no correct percentage for how much to counter a job offer. Rules such as "always ask for ten percent more" ignore the market range, the role's scope and your own situation. A better counter comes from three inputs: what similar roles pay, what this job demands of you, and the lowest package you would genuinely accept.
Start from the market range
Collect ranges for the same title, city and experience level from several places, such as postings that mention pay, people in your network and recruiters. Treat each as a rough guide. Then see where the offer falls.
- If the offer is near the lower end of the range, you have more reason to ask for a higher figure.
- If it already sits in the middle or upper part, ask for a smaller improvement or focus on other terms.
- If you cannot find reliable data, ask the recruiter about the approved band for the role.
Weigh the scope of the job
Compare the responsibilities in the offer with what you do now. Counter higher when the new role adds clear scope, for example:
- Leading a team or owning a product area.
- Using more specialised skills the employer values.
- Working in a more expensive city or with a longer commute.
- Taking on a role with on-call or travel demands.
If the scope is similar to your present job, use a more modest counter.
Define three numbers before you speak
- Target: the package you would be happy with and can justify.
- Counter: the figure you actually state, often a little above your target so that there is room to move.
- Walk-away point: the lowest package you accept, considering fixed pay, notice period costs and alternatives.
Never share your walk-away point. Keep it for your own decision.
An illustrative example
With clearly illustrative round numbers, suppose an offer is 20 lakh a year and your research suggests similar roles pay between 20 and 26 lakh for fixed pay. Your target might be 23 lakh, so you could counter at a figure somewhat above that, such as 24 lakh, and explain why. The gap here is based on the range and your evidence, not on a fixed percentage. Use your own research, not these numbers.
Practical tips
- Compare fixed pay with fixed pay. A counter on total CTC can mislead if variable pay differs.
- Ask for a call so the discussion stays flexible.
- Support the figure with two or three facts about your results.
- If pay is capped, discuss joining bonus, review date or notice period buy-out.
- Remember that an offer can be revised or, rarely, withdrawn, so stay respectful and avoid ultimatums.
Mistakes to avoid
- Using a huge jump with no reasoning.
- Anchoring on your current pay alone.
- Naming a number lower than your target to look agreeable.
- Accepting verbally before the revised offer is in writing.
Next step
Keep your achievements sharp with a primary resume in CVTara, and log each offer and counter in the application tracker so you can follow the negotiation clearly.
You can also run an ATS match against a real job description, or read our related guide: How to Ask Your Boss for a Raise.
Frequently asked questions
Is there a standard percentage to counter a job offer?
No. A useful counter is based on the market range, role scope and your own walk-away point, not on a fixed percentage.
Should I counter on fixed pay or total CTC?
Counter on fixed pay where you can, since variable pay and benefits differ between employers. Then discuss the rest of the package.
Can countering cause an offer to be withdrawn?
It is uncommon when you stay polite and reasonable, but it cannot be ruled out. Avoid ultimatums and make sure you can accept the original terms if needed.