The ₹28 LPA to ₹36 LPA Flip: What Happened?
Jasveer Singh, co-founder and CEO of KnotDating, shared a hiring incident on X (formerly Twitter) that quickly went viral. His company had offered a backend developer ₹28 LPA—a 33% hike from the candidate’s current ₹21 LPA salary. The candidate accepted the offer and confirmed the joining date.
Based on that confirmation, KnotDating paused its hiring process. The team stopped interviewing other candidates and waited through the developer’s notice period. Everything seemed settled—until two days before the scheduled start date.
The candidate emailed Singh, stating he had received another offer worth ₹32 LPA. Instead of declining the KnotDating role, he asked the company to match and exceed it: ₹36 LPA. Singh shared a screenshot of the email, which also included a personal boundary—no weekend work.
Candidate’s Move: Smart Strategy or Ethical Breach?
The post crossed 1.3 million views and sparked intense debate. Some users labeled the candidate’s actions as 'calculative and smart'. They argued that in a competitive tech job market, professionals should maximize their value.
"He used your 28 LPA offer to get 32 LPA and is now using that to push for 36 LPA. Calculative and smart," one user commented.
Others echoed this sentiment: "Why blame the candidate? Market decides salary. He is just optimizing for himself." In a world where companies restructure, downsize, and renegotiate contracts, some see no issue with a candidate leveraging competing offers.
But not everyone agreed. Critics called the timing unprofessional. Accepting an offer and confirming a start date implies commitment. Doing so while still shopping for better deals undermines trust in the hiring process.
CEO’s Frustration: Timing, Not Negotiation, Is the Issue
Singh clarified that his objection wasn’t to negotiation itself. "There is nothing wrong with negotiation. The problem is doing it after agreeing and confirming the joining date," he wrote.
He compared it to getting engaged and then continuing to date others. From the employer’s perspective, the company had already invested time and resources. They had stopped the search, assuming the role was filled. The last-minute demand disrupted onboarding plans and exposed a vulnerability in the hiring cycle.
His frustration was echoed by others: "If you are still shopping offers, just say it upfront." The core issue, Singh emphasized, was transparency. Had the candidate disclosed ongoing negotiations, the company could have responded earlier—or walked away.
Systemic Flaws in India’s Tech Hiring Process
The incident highlights deeper structural issues in India’s IT sector. A key factor mentioned by users: the 90-day notice period. During this time, candidates remain employed but are free to explore offers. This creates a window for 'offer shopping'—using one offer to negotiate better terms elsewhere.
"The root cause isn’t candidate greed, it’s the 90-day notice period. When you force a candidate to sit in the market for 3 months with an offer letter in hand, this is bound to happen," one user noted.
Another suggested shortening the notice period to reduce such risks. Others recommended formal job agreements with signatures to create legal accountability. While verbal or email acceptances are common, they lack enforceability in Indian courts.
What Employers Can Do Differently
The case offers lessons for hiring managers navigating the competitive tech salary negotiation 2026 landscape:
- Require signed offer letters: A user suggested that employers get candidates to sign job agreements. This creates a paper trail and sets clearer expectations.
- Clarify negotiation timelines: Make it clear that acceptance means the end of negotiations. Any further discussions should happen before confirmation.
- Build buffer time: Assume some attrition during notice periods. Keep a shortlist of backup candidates even after an offer is accepted.
- Verify commitment: Ask candidates directly if they are still evaluating other offers before finalizing start dates.
What Candidates Should Consider
While the market favors skilled developers, reputation matters. Burning bridges can have long-term consequences. Here’s how to negotiate ethically:
- Negotiate before accepting: Use competing offers to strengthen your position—but do it before confirming the start date.
- Be transparent: If you’re still in talks with other companies, disclose this early. Some employers may expedite their process.
- Respect commitments: Once you accept an offer, treat it as binding. Renegotiating at the last minute can damage professional relationships.
- Know your worth—but also your word: In freelance tech careers and remote developer job offers, trust is currency. Protect it.
Is It Ethical to Renegotiate Salary After Acceptance?
The debate around is it ethical to renegotiate salary after acceptance has no easy answer. Legally, most Indian employment offers aren’t binding until joining. But professionally, ethics go beyond legality.
In a tight labor market, companies expect candidates to act in good faith. Similarly, candidates expect employers to honor verbal commitments. When one side shifts terms last-minute, it erodes mutual trust.
Some users defended the candidate: "His talent got a better job. Don’t ridicule the candidate… Take it as your loss and move on." Others saw it as a red flag: "If you already agreed to join, suddenly increasing the price two days before joining is just unprofessional."
Conclusion: Balancing Market Realities and Professional Integrity
The ₹28 LPA to ₹36 LPA demand reflects the high stakes of the competitive tech job market. In 2026, skilled developers have leverage. But with power comes responsibility.
For employers, the incident underscores the need for stronger hiring safeguards. For candidates, it’s a reminder that while tech salary negotiation 2026 is fierce, reputation lasts longer than a single pay bump.
Whether this move was smart or unethical depends on your perspective. But one thing is clear: in India’s tech hiring ecosystem, both sides must adapt—fast.
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