u/LastWishbone

Current CTC: 12 LPA

Capgemini HR said they can offer max 18 LPA right now because:

- I currently have only one offer in hand

- They are comparing the “tier” of companies I’m interviewing with

I mentioned that I’m in discussions for other roles around 18–20 LPA, but those offers are not formally released yet (still on hold/in process).

HR said if I get another strong offer (like from HCL or similar companies), they may revise the compensation.

Now I’m confused about a few things:

Do companies actually cross-check competing offers if we mention them?
Is sharing the full offer letter necessary for negotiation?
How much should I push here considering 18 is already a 50% hike from my current salary?
Should I accept 18 if they stay firm, or continue interviewing and try for better leverage?

YOE: 4.8 years

Tech stack: Backend, Golang, kubernetes, Postgres, gcp

Would appreciate honest advice from people who’ve negotiated with service companies recently.

Hey folks, need some practical advice.

I’m a backend engineer (~4.6 YOE) currently serving notice period. My last working day is 19 May.

Now HR has called and is asking if I can take an early release ~19 days earlier.

Normally this would sound good, but here’s the situation:

- I’m in final stages with 2–3 companies (client rounds pending, no offer yet)

- I’ve been negotiating timelines based on my 19 May LWD

- If I accept early release without an offer, I risk being in a no job + no salary situation

- On top of that, my wife is in the final stage of pregnancy, due anytime this month, and I want to be fully available for her

So I’m stuck between:

- Being cooperative with HR vs protecting my own leverage

- Speeding up joining vs avoiding unnecessary risk

- Managing interviews vs being present for my wife

Right now my thinking is:

- Don’t accept early release until I have at least one offer

- Politely tell HR I need a few days to align things

- Try to speed up interviews using this “early release” angle

But I’m a bit worried:

- If I delay/decline, can HR make my exit difficult?

- Am I overthinking the risk here?

- Is there a smarter way to handle this situation?

Would really appreciate advice from people who’ve handled similar situations, especially around:

- Early release vs notice period strategy

- Managing HR without burning bridges

- Handling job switch during a major personal event (like childbirth)

Edit: The company is currently going through layoffs, and I’m part of that. I’m already laid off and just serving the standard 90-day notice period.

Thanks in advance 🙏

P.S. :- I have used ChatGPT for the grammar and thought clarity