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Anupam Mittal, the founder of Shaadi.com and a popular judge on Shark Tank India, recently stirred the professional world with a seemingly simple yet provocative tweet questioning the
Anupam Mittal, the founder of Shaadi.com and a popular judge on Shark Tank India, recently stirred the professional world with a seemingly simple yet provocative tweet questioning the widely accepted practice of job seekers demanding a 35% salary hike during hiring discussions. The tweet, which quickly went viral on X (formerly Twitter), read: “When can you join? In one month. Salary? 35% increment? Why 35%? Standard hai sir. WTF? Ye standard kisne banaya?”
The tweet resonated with many professionals and business leaders, sparking a heated debate about the arbitrary nature of the so-called “standard” salary hike and its implications for both employers and employees in India. Mittal’s comments shine a light on a topic that has become an almost unquestioned norm in corporate culture, yet one that raises several questions about the logic, fairness, and sustainability of these expectations.
In India’s competitive job market, it has become almost customary for professionals, especially in technology, consulting, and start-ups, to expect a 30–35% salary hike when moving to a new company. This trend has been fueled by a combination of factors, including the scarcity of talent in high-demand sectors, rapid inflation, and the aggressive growth of start-ups and technology firms over the past decade.
For many employees, asking for a 35% raise when changing jobs seems reasonable. After all, switching companies often comes with increased responsibilities, new challenges, and the desire to improve one’s financial standing. However, as Mittal points out, the exact figure of 35% appears arbitrary. Why not 25%, 40%, or any other percentage? The number has become an unwritten standard, rarely questioned by employees or employers.
Mittal’s critique is grounded in his experience as a founder and investor. Start-ups, especially early-stage companies, operate on tight budgets. A sudden increase in salary costs can significantly affect profitability and sustainability. By pointing out the automatic expectation of a 35% raise, Mittal highlights the disconnect between employee expectations and the financial realities of companies.
In his tweet, he not only questions the figure but also challenges the unquestioned acceptance of this “norm.” He uses a casual yet powerful tone—WTF? Ye standard kisne banaya?—to underline how blindly following trends can be counterproductive for both employers and employees. It’s a call to rethink negotiation practices and the underlying assumptions about compensation.
The response to Mittal’s tweet was immediate and varied. Many professionals agreed with his perspective, stating that salary hikes should be tied to individual performance, skills, and market value rather than an arbitrary benchmark. One user wrote, “I completely agree. The 35% number is just a myth. Negotiation should be based on what you bring to the table, not a fixed figure.”
Others, however, defended the practice, arguing that in high-demand sectors, companies often struggle to retain talent without offering competitive increments. “It’s not about being greedy. If a company wants to attract skilled employees, 35% is often necessary,” commented another user.
Start-up founders and HR professionals also joined the discussion, sharing anecdotes about the challenges of managing salary expectations while maintaining operational budgets. Many emphasized the importance of transparency during hiring discussions and the need for more realistic expectations on both sides.
Mittal’s tweet opens a broader conversation about arbitrary standards in the corporate world. Beyond salary hikes, employees often follow norms regarding notice periods, benefits, work hours, and even career paths without questioning their relevance or fairness. These “industry standards” can create pressure, reduce flexibility, and sometimes foster resentment among employees and employers alike.
Experts suggest that a more nuanced approach to compensation is necessary. Factors such as experience, skill set, market demand, company size, and role responsibilities should inform salary negotiations. By focusing on metrics and value creation, companies can offer fair compensation while managing costs effectively, and employees can negotiate based on tangible contributions rather than a fixed percentage.
For organizations, Mittal’s observations serve as a reminder to rethink hiring and compensation strategies. Here are a few takeaways:
For professionals navigating the job market, Mittal’s commentary offers valuable advice:
Mittal’s viral tweet is likely to influence ongoing discussions around salary negotiations in India. While the 35% hike norm is not likely to disappear overnight, his comments encourage both employers and employees to engage in more thoughtful, transparent, and value-driven discussions.
As India’s corporate culture evolves, especially in start-ups and technology-driven sectors, salary norms may become more flexible, personalized, and linked to performance. The debate ignited by Mittal serves as a timely reminder that blind adherence to industry standards may not always benefit either party.
In the end, the conversation is about more than just percentages—it’s about fairness, transparency, and rational decision-making in the modern workplace. Whether you agree or disagree with Mittal, his provocative tweet forces a necessary conversation that every professional and business leader should engage with.
