This video is spot-on! I really appreciate how you explained what HRs think when we share salary expectations on call -it's exactly what I needed! I tried your approach, and it’s already increased my chances of landing face-to-face interviews. As suggested I’ll keep the negotiation for the final round. Thank you so much for this valuable guidance! 😊
If Role, position, growth or cultural fit are the only factors to accept a job, why do you ask for current ctc? The job that anyone looks for may have a different role or different position. Why do you base the pay discussion on candidates' current ctc? If current ctc is a factor, do you filter Resumes based on it before calling for an interview?
I asked for the same on a phone call from HR and I replied as below: "I don't know the budget and range for this role, but I think we can discuss on this later please? " HR said: Sure...!
Na . Don't agree. Companies often achieve having different salary for same job role. Gone are the days when experienced candidates go by this advice. Now it's time for "Talant Speaks ". If a candidate feels worth for his/her knowledge and experience, he /she can ask for even 100% to 180% hike. His/Her confidence and skill will decide what he/she will get. Believe me , experienced candidates are Gems , even their previous company may retain them for minimum 60% to 80% hike. Talant is the key. One should be upfront about valuing one's skill. This gives strong impression and understanding about self potential. Additionally, it adds extra star mark of may be having something" X" factor which can be helpful for company . ❤❤❤❤❤❤
There is simple trick that I use. Whenever I get a call first time they ask for salary expectation. At that time I tell less expectation like 15%or 20%. When I complete all round then in final salary discussion round I ask for 40% hike. Now company will not find any other candidate and take all the round. Company will pay you whatever salary you are asking..
While I appreciate your effort in making us understand this aspect. This may work only when we're speaking to an HR or someone. The first step however would be applying through some job portal where we need to answer the same question. How do we handle that?
After I select a candidate in tech discussion, I have been asked by HR many times if the ctc demanded by candidates suit their fitness in the team and their skills match the role or not. They never reveal candidate's current ctc in the discussion. This is the right way of handling pay.. Almost everyone knows the Industry standards and pay range of a designation in various companies. Candidates can demand even higher based on the skill demand and/or the joining time.
Most of the time HR will try to close salary deal on the low or middle end of the budget. They definitely know the market value for the skill they hire. So as a candidate always do your home work in market salary range for similar job in similar industry and then based on your skill , experience try quoting something close upper limit. If ur talented they may close the offer at upper end. Honestly, I rarely seen any HR breaking the budget. I work in finance department,so i know this.
Good point! While HR usually works within a set budget, they can make exceptions for candidates who bring exceptional skills, experience, or a unique fit for the role. If a candidate clearly demonstrates their value and aligns well with the company’s needs, HR may stretch the budget to secure the right talent.
HR Experience: The HR called me at 9:30 AM while I was sleeping (as I had worked a night shift until 7 AM). During the call, they asked for my current and expected CTC. Here’s how the conversation went: • Me: My current CTC is 3.45 LPA. My expected CTC is 15-16 LPA. • HR: That’s great. We can make you an offer. When can we schedule the technical rounds? • Me: As soon as possible. Result: I was rejected in the final round for a PBC. Conclusion: The HR didn’t mention any issues with how I stated my expected CTC, but I later realized that the method shown in the video here is the correct way to discuss expected CTC. Since this was my first job switch, I didn’t know that expected CTC should be conveyed more strategically.
To be true there are no such expectations or standards in IT. It all depends on the requirement. This is something like real estate if no buyer then goes with what we have else speculative. Let me tell you, there is nepotism at peaks. North prefers North candidates.
GM Madam, Thank you very much for sharing such valuable and helpful content. This video made my day very happy ! Looking forward to receive much more content about corporate culture and tricks to make sucessful career.
Naaukri and job protals screen applicants based on salary range. How do HRs know that they get hire thr right talent.? In many situations companies compromise becoz they do not have thr capacity to pay fat salaries. In few others, companies are worried about the new hire to fit into their hierarchy..after all 80/20 rule applies and one has to join the 80% chaff ..HRs often ignore thr 20% wheat citing salary terms
Hi dear asking for more money is not bad things like company have its challenges we are also facing financial problems what's wrong in this They simply said we don't have this much budget We are in 2024 company budget is of year 1990
Yes, you’re right! You should definitely negotiate or ask your expected CTC during the second or final rounds. This video covers how to handle CTC questions over the phone to increase your chances of getting a face-to-face interview.
In this video, I demonstrated the correct way to express your expected CTC during an interview. Is there specific situation that you have faced, share that I can try to help out.
Through negotiated offers, HRs showcase their expertise to management by attracting top talent within budget (which is typically given in their KRA's - Hire Talent within the Budget). Like - A Brand Manager negotiate with Digital Marketing company for quotes or rates, but they won't get financial benefit out of that deal. But thats their KRA.
Frankly speaking, companies should reveal about their budget in the initial stage itself. It will save so much time of candidates and organisations. I have given so many interviews only to find out later that the salary range which was offered was far below my current salary.... Instead of revealing their budget, most of the companies keep asking candidates about their expectations. 🤦
Absolutely-it would save time for both candidates and companies if salary ranges were discussed upfront. But due to confidentialy clause some companies never disclose this till the end.
if the company which your applying for jobs have anything in below matrix 1) 15 days notice period :- 15 % hike over curent ctc 2) 1 month notice period:- 30% hike over ctc 3) 2 month notice period:- 50% hiike over ctc 4) 3 month notice period:- 120% hike over ctc 3 month notice period is crime against humanity....Dont join comoany having 3 month notice period with meager 30% hike Gone are the time when HR is boss in negotiations.....its now emplyee who are boss in negotiations.
I totally understand your concerns with long notice periods, when it comes to negotiating a fair hike. HR’s role are not at all ‘the boss’ but more like a bridge between what’s possible and what’s ideal for both the company and candidates. Negotiation skills are part of HR's key responsibilities, so they’re simply fulfilling their role as outlined in their KPIs. And yes, times are changing, and the power is shifting toward Candidates in today’s job market! Skilled professionals now have a stronger say in negotiations than ever before. Thanks for sharing your thoughts, All the best in your career journey!
@bhavyainsights The biggest problem with entire HR frerenity is they just agree with concerns but practically does nothing ....this type of agreed concerned raised by HR fraternity since last 40 years but practically this 3 month is slavery still exists in 99% organisation.. ..most importantly HR people never learn labour laws .....99% HR are just recruiters who don't even have basic knowledge of labour laws....in my 20 years of career none of the HR person able to show me in which section of labour law 3 month notice period is mentioned.....in which section 6 months full and final settlement clause is written.....HR people lecture the entire world to upskill and learn ....how many HR people are able to learn skills and do any innovation....who stops you to implement innovative HR policies?....importantly there is larger anger into the employee and everyone agreed on one point HR department is useless....i never saw HR department paid by any customer.....their entire salary paid from the 24*7 hard work of employee and labour....how can you take 30% hike for sitting into cost AC offices without doing nothing in practically?
Indian IT companies take undue advantages of employees. There are no OT paid, companies have 3 months unrealistic notice period while they want immediate joiners. What the hack. There should be rules and regulations,and govt. controlling bodies to control unethical practices of companies. These companies are ready to hire someone at double package but not willing to increase salaries in doublw digits. At time of increments, there is always recession or market down conditions while at the same time they do not stop hiring.
I did this 10 times this Trick it doesnt work .90 % of time they recruit You with Projects ready to Launch and 10% recruit för replacement of some person WHO Left project in Middle In this They Fillon the GAP with in Organisation.
HR will surely ask Pay-slip and you have to show that...this video is only about telephonic tips to handle this question in a way so you can be called for Face to face interview.
Never settle less in pvt sector. It's better to not switch company than switch for less every now and than and again get the urge to change n change again....😂
Hi, You're already on a good package, and companies usually offer a 30%-40% hike (including perks) for similar roles. It would be wise to mention that you're expecting around 30% hike, which is negotiable depending on the role, projects, and learning opportunities. Once you've reached the final round of interviews, you can begin your negotiation.
All these calculations and strategies doesn't work instead they all make you insane. Be a better person or candidate, increase your worth, knowledge, competence , confidence, skill, become top of top. Create the garden let the butterfly comes to beautiful garden rather than chasing the 🦋 butterfly
Doesn't matter what you tell. HR round they screw you however they want to. It all depends on situation at that moment. . Especially Indian HRs don't frankly care. No tips like such will work if HR has multiple candidates. Lowest salary one will be hired no matter what.
It amazes me that the HR despite being humans look for a robotic answer from the candidate to get them through.. Everyone wants money primarily.. Yes some do changd the jobs due to office politics or horrible work environments but they are very few.. If y'all are looking for someone who is looking for a job to grow and learn and nit money then y'all are only fooling yourselves.. Think about this.. Why would someone even want to learn and grow.. 'for more money" Its my humble request.. Please stop asking these stupid questions and judging us by our corresponding stupid answers.. 🙏🏼🙏🏼
I understand your concern. I have been on both sides of the table during my career-as a candidate, HR, and a founder. I’d like to offer you a situation - Imagine you're the founder of a company interviewing candidates who focus only on a HIGHER SALARY, with no interest in learning, growth, or long-term commitment. Would you hire them? Its all about Framing and Presenting the Answers! Truth is Known to All.
@bhavyainsights according to me learning is the part of the job and we would hire a person who is already qualified for the job or in a position to grasp things and deliver accordingly.. For a freshet yes one would want to know if he or she is willing to learn but otherwise its all about money.. BTW thank you for your valuable tips I am sure you are helping a lot of folks here
This video is about helping candidates navigate 90% of scenarios to reach the face-to-face interview stage, where the actual negotiation happens. The goal is to ensure that your expectations don’t prevent you from getting invited to the interview.
Trust me whatever technique you use they bargan for a lesser package to hire a dumb ass candidates. I dont believe in the negotiation. If a company is respecting a candidate skill and a well cultured organisation they dont negotiate but provide the proper salary and focus on quality work. Pro tip for HR: If you hire a lesser package guy and meet the hiring target after few days the candidate will show middle finger to the organisation and go where they get respect and support the skills and supports financial situation.
As per my 15 years of experience, let them release the offer whatever max they can and then show them the another offer for the counter!! This is the only way to fulfill ur expectations!!! Everyone is enough smart in current days !!!
If the offer is close to your expectations, proceed to the next rounds, as there may still be room for negotiation. However, if it falls far below your expectations, the choice is entirely yours.
HR team watching this video and planning their next move
😂😂
HR discussion is like..
Two individuals confidently and politely lying each other.
So true
This video is spot-on! I really appreciate how you explained what HRs think when we share salary expectations on call -it's exactly what I needed!
I tried your approach, and it’s already increased my chances of landing face-to-face interviews.
As suggested I’ll keep the negotiation for the final round. Thank you so much for this valuable guidance! 😊
I'm so happy to hear this is working for you!
If Role, position, growth or cultural fit are the only factors to accept a job, why do you ask for current ctc? The job that anyone looks for may have a different role or different position. Why do you base the pay discussion on candidates' current ctc? If current ctc is a factor, do you filter Resumes based on it before calling for an interview?
I asked for the same on a phone call from HR and I replied as below:
"I don't know the budget and range for this role, but I think we can discuss on this later please? "
HR said:
Sure...!
After they called or not
As a Senior Manager-HR , the answer is spot on 👍
Thanks
Your very good at salary conversation with candidate.
Thank you, I have taken more than around 50k interviews and numbers are still going on...So practice makes one good at their job.
@bhavyainsights how many of them got selected
This is your first video which youtube recommended me.
❤❤
Na . Don't agree. Companies often achieve having different salary for same job role. Gone are the days when experienced candidates go by this advice.
Now it's time for "Talant Speaks ". If a candidate feels worth for his/her knowledge and experience, he /she can ask for even 100% to 180% hike. His/Her confidence and skill will decide what he/she will get. Believe me , experienced candidates are Gems , even their previous company may retain them for minimum 60% to 80% hike.
Talant is the key. One should be upfront about valuing one's skill. This gives strong impression and understanding about self potential. Additionally, it adds extra star mark of may be having something" X" factor which can be helpful for company . ❤❤❤❤❤❤
There is simple trick that I use. Whenever I get a call first time they ask for salary expectation. At that time I tell less expectation like 15%or 20%. When I complete all round then in final salary discussion round I ask for 40% hike. Now company will not find any other candidate and take all the round. Company will pay you whatever salary you are asking..
My scenario was not liked that hr initially stick to that level of what I said on the first call
Thank you Bhavya Learned Something new
Glad to hear that
While I appreciate your effort in making us understand this aspect. This may work only when we're speaking to an HR or someone. The first step however would be applying through some job portal where we need to answer the same question. How do we handle that?
Great question!! My upcoming Video's will change your prespective to handle Job portals in a new way!!
After I select a candidate in tech discussion, I have been asked by HR many times if the ctc demanded by candidates suit their fitness in the team and their skills match the role or not. They never reveal candidate's current ctc in the discussion. This is the right way of handling pay.. Almost everyone knows the Industry standards and pay range of a designation in various companies. Candidates can demand even higher based on the skill demand and/or the joining time.
I asked for 100 percent 😂
great
were you interviewed by the company?😅
You can happily ask for 150% if your current CTC is less.
I got 400% CTC.
@@iw5mt which field,
@@smartbaby1669 database engineer. Current ctc : experience*4
Before joining new company it was experience*1
Maine to bola jitna mil raha hai utna hi dedo
Very good informative video . Thanks 👍🏻
Glad it was helpful!
Given very insightful information
Most of the time HR will try to close salary deal on the low or middle end of the budget. They definitely know the market value for the skill they hire. So as a candidate always do your home work in market salary range for similar job in similar industry and then based on your skill , experience try quoting something close upper limit. If ur talented they may close the offer at upper end. Honestly, I rarely seen any HR breaking the budget. I work in finance department,so i know this.
Good point! While HR usually works within a set budget, they can make exceptions for candidates who bring exceptional skills, experience, or a unique fit for the role.
If a candidate clearly demonstrates their value and aligns well with the company’s needs, HR may stretch the budget to secure the right talent.
Thank you Ma'am
Helpful video thankyou
Very informative video. Thank you Ma'am
Most welcome!
Very informative 👌🏻
Thank you very helpful video.
Glad it was helpful!
Hi mam if you don't mind could you please make a same video on fresher interview
Hello,
Sure, It will come in this month itself.
But what if the candidate is under paid, organization is not ready to match the current standard for the said experience.
Hi bhavya, can you please make a video for how career page jobs application are shortlisted and how to get shortlisted?
@bhavyainsights could you please make a video on this topic?
Hello,
Ok Noted will make it soon.
Ok will make it soon.
awaiting for the how jobs application are shortlist
Itna formality se kon baaat krta h 😂 thank you for asking.
Mene to 100% hike mang liya 😅
Good video!
Thankyou so much
HR Experience:
The HR called me at 9:30 AM while I was sleeping (as I had worked a night shift until 7 AM). During the call, they asked for my current and expected CTC. Here’s how the conversation went:
• Me: My current CTC is 3.45 LPA. My expected CTC is 15-16 LPA.
• HR: That’s great. We can make you an offer. When can we schedule the technical rounds?
• Me: As soon as possible.
Result:
I was rejected in the final round for a PBC.
Conclusion:
The HR didn’t mention any issues with how I stated my expected CTC, but I later realized that the method shown in the video here is the correct way to discuss expected CTC. Since this was my first job switch, I didn’t know that expected CTC should be conveyed more strategically.
Nice thanks for the guidance 😊
Most welcome 😊
Thanks for sharing ❤
HR wants everything from employee's. Why employee left the previous company if they will not get 40 to 50 % salary hike.
Actually it's part of HR's responsibility to ask detailed questions to ensure the right fit.
Can you elaborate on "the right fit" 🫰
Nice, thanks!!
Mam, How a fresher should answer to this question this should be helpful for freshers
Hi , Thanku for your good info. I m also looking for a job .
To be true there are no such expectations or standards in IT. It all depends on the requirement. This is something like real estate if no buyer then goes with what we have else speculative.
Let me tell you, there is nepotism at peaks. North prefers North candidates.
Madam your English is very smooth and I understand your English and please open a channel or video for learning English speaking
I’m glad you found my English clear! I’ll keep that suggestion in mind for future.
Nicely explained.
People won't listen till we say everything😂 on growth and negotiation just they need figure of expected and they listen only that
They do listen negotiation, and even is your expected Ctc negotiable?
It's how we represent our skills and expertise.
What if I could tell as per the company nomins ? Will I shortlist ... The role for no tech
GM Madam,
Thank you very much for sharing such valuable and helpful content.
This video made my day very happy !
Looking forward to receive much more content about corporate culture and tricks to make sucessful career.
Thanks for the kind words! I’m working on some new content, stay tuned!
Naaukri and job protals screen applicants based on salary range. How do HRs know that they get hire thr right talent.? In many situations companies compromise becoz they do not have thr capacity to pay fat salaries. In few others, companies are worried about the new hire to fit into their hierarchy..after all 80/20 rule applies and one has to join the 80% chaff ..HRs often ignore thr 20% wheat citing salary terms
Thanks
Hi dear asking for more money is not bad things like company have its challenges we are also facing financial problems what's wrong in this
They simply said we don't have this much budget
We are in 2024 company budget is of year 1990
Yes, you’re right! You should definitely negotiate or ask your expected CTC during the second or final rounds.
This video covers how to handle CTC questions over the phone to increase your chances of getting a face-to-face interview.
Indian interview and corporate is a joke😂
with polite note, most of the time HR expects a number of Expected CTC, how to deal with that ?
In this video, I demonstrated the correct way to express your expected CTC during an interview.
Is there specific situation that you have faced, share that I can try to help out.
What do HRs get for negotiation a candidate when they're not offering from their pocket? Please revert.
Through negotiated offers, HRs showcase their expertise to management by attracting top talent within budget (which is typically given in their KRA's - Hire Talent within the Budget).
Like - A Brand Manager negotiate with Digital Marketing company for quotes or rates, but they won't get financial benefit out of that deal. But thats their KRA.
Please upload resume makeing video for job fresher and experience.
Ok, Will create soon.
@bhavyainsights
Thank you for ur reply and your tips helps me a lot thank you
Frankly speaking, companies should reveal about their budget in the initial stage itself.
It will save so much time of candidates and organisations.
I have given so many interviews only to find out later that the salary range which was offered was far below my current salary....
Instead of revealing their budget, most of the companies keep asking candidates about their expectations. 🤦
Absolutely-it would save time for both candidates and companies if salary ranges were discussed upfront. But due to confidentialy clause some companies never disclose this till the end.
I am faced lot of times
if the company which your applying for jobs have anything in below matrix
1) 15 days notice period :- 15 % hike over curent ctc
2) 1 month notice period:- 30% hike over ctc
3) 2 month notice period:- 50% hiike over ctc
4) 3 month notice period:- 120% hike over ctc
3 month notice period is crime against humanity....Dont join comoany having 3 month notice period with meager 30% hike
Gone are the time when HR is boss in negotiations.....its now emplyee who are boss in negotiations.
I totally understand your concerns with long notice periods, when it comes to negotiating a fair hike. HR’s role are not at all ‘the boss’ but more like a bridge between what’s possible and what’s ideal for both the company and candidates. Negotiation skills are part of HR's key responsibilities, so they’re simply fulfilling their role as outlined in their KPIs.
And yes, times are changing, and the power is shifting toward Candidates in today’s job market! Skilled professionals now have a stronger say in negotiations than ever before.
Thanks for sharing your thoughts, All the best in your career journey!
@bhavyainsights The biggest problem with entire HR frerenity is they just agree with concerns but practically does nothing ....this type of agreed concerned raised by HR fraternity since last 40 years but practically this 3 month is slavery still exists in 99% organisation..
..most importantly HR people never learn labour laws .....99% HR are just recruiters who don't even have basic knowledge of labour laws....in my 20 years of career none of the HR person able to show me in which section of labour law 3 month notice period is mentioned.....in which section 6 months full and final settlement clause is written.....HR people lecture the entire world to upskill and learn ....how many HR people are able to learn skills and do any innovation....who stops you to implement innovative HR policies?....importantly there is larger anger into the employee and everyone agreed on one point HR department is useless....i never saw HR department paid by any customer.....their entire salary paid from the 24*7 hard work of employee and labour....how can you take 30% hike for sitting into cost AC offices without doing nothing in practically?
Indian IT companies take undue advantages of employees. There are no OT paid, companies have 3 months unrealistic notice period while they want immediate joiners. What the hack. There should be rules and regulations,and govt. controlling bodies to control unethical practices of companies. These companies are ready to hire someone at double package but not willing to increase salaries in doublw digits. At time of increments, there is always recession or market down conditions while at the same time they do not stop hiring.
I did this 10 times this Trick it doesnt work .90 % of time they recruit You with Projects ready to Launch and 10% recruit för replacement of some person WHO Left project in Middle In this They Fillon the GAP with in Organisation.
How to get a job in management sector,if a person is mbain finance
Hello
There are many job sites, Job posts on linkedin and going through companies career page to explore options.
During the HR round, I once asked the HR what the salary was being given at this position and she replied how rude you are. .
Thanks for sharing your experience!
It's important to approach salary discussions with tact. And Yes, Don't let one experience discourage you.
Hr team is also watching 😂😂😂
Madam 40% expected CTC they just rejected. not fixied.
Always try to quote the range - 30% to 40% or state as per company norms to secure the face to face interview.
If i fresher is candidate
What happens if HR asks latest pay slip?
HR will surely ask Pay-slip and you have to show that...this video is only about telephonic tips to handle this question in a way so you can be called for Face to face interview.
mam what do freshers
A step by step guided video for freshers will be uploaded this month.
Never settle less in pvt sector. It's better to not switch company than switch for less every now and than and again get the urge to change n change again....😂
If your current salary is 38LPA then how much is better to ask for frontend developer who has 12 years experience.
Hi,
You're already on a good package, and companies usually offer a 30%-40% hike (including perks) for similar roles. It would be wise to mention that you're expecting around 30% hike, which is negotiable depending on the role, projects, and learning opportunities.
Once you've reached the final round of interviews, you can begin your negotiation.
@@bhavyainsights Thanks
Today is my interview
All the Best!!
So when HR is switching companies, do they settle for 20% hike😂
All these calculations and strategies doesn't work instead they all make you insane. Be a better person or candidate, increase your worth, knowledge, competence , confidence, skill, become top of top. Create the garden let the butterfly comes to beautiful garden rather than chasing the 🦋 butterfly
It's true, when you focus on becoming the best you, the right opportunities will come to you!
Doesn't matter what you tell. HR round they screw you however they want to. It all depends on situation at that moment. . Especially Indian HRs don't frankly care. No tips like such will work if HR has multiple candidates. Lowest salary one will be hired no matter what.
It amazes me that the HR despite being humans look for a robotic answer from the candidate to get them through.. Everyone wants money primarily.. Yes some do changd the jobs due to office politics or horrible work environments but they are very few..
If y'all are looking for someone who is looking for a job to grow and learn and nit money then y'all are only fooling yourselves.. Think about this.. Why would someone even want to learn and grow.. 'for more money"
Its my humble request.. Please stop asking these stupid questions and judging us by our corresponding stupid answers.. 🙏🏼🙏🏼
I understand your concern. I have been on both sides of the table during my career-as a candidate, HR, and a founder.
I’d like to offer you a situation - Imagine you're the founder of a company interviewing candidates who focus only on a HIGHER SALARY, with no interest in learning, growth, or long-term commitment. Would you hire them?
Its all about Framing and Presenting the Answers! Truth is Known to All.
@bhavyainsights according to me learning is the part of the job and we would hire a person who is already qualified for the job or in a position to grasp things and deliver accordingly.. For a freshet yes one would want to know if he or she is willing to learn but otherwise its all about money.. BTW thank you for your valuable tips I am sure you are helping a lot of folks here
What about fresher maam😅😅😂😂
Does all the interviewer expecting the same?
Don't you think you may miss really great talent?
I think industry should change all this scripts
This video is about helping candidates navigate 90% of scenarios to reach the face-to-face interview stage, where the actual negotiation happens. The goal is to ensure that your expectations don’t prevent you from getting invited to the interview.
40 to 50 % is normal
Trust me whatever technique you use they bargan for a lesser package to hire a dumb ass candidates. I dont believe in the negotiation. If a company is respecting a candidate skill and a well cultured organisation they dont negotiate but provide the proper salary and focus on quality work.
Pro tip for HR: If you hire a lesser package guy and meet the hiring target after few days the candidate will show middle finger to the organisation and go where they get respect and support the skills and supports financial situation.
Freshers resume
Fresher resume video's are coming soon
As per my 15 years of experience, let them release the offer whatever max they can and then show them the another offer for the counter!! This is the only way to fulfill ur expectations!!! Everyone is enough smart in current days !!!
but what to say when they ask for expected ctc?
Insightful Bhavya... Sent you LinkedIn request for connect...
Thank you...Will connect 😊
What happened if HR confirmed the salary range ?
If the offer is close to your expectations, proceed to the next rounds, as there may still be room for negotiation. However, if it falls far below your expectations, the choice is entirely yours.