Shaadi.com founder and Shark Tank India judge Anupam Mittal has set the internet on fire with a tweet that has professionals and recruiters debating hotly. Mittal openly questioned the widely accepted practice of job seekers demanding a 35% salary hike, asking, “When can you join? In one month. Salary? 35% increment? Why 35%? Standard hai sir. WTF? Ye standard kisne banaya?”
The tweet instantly went viral on X (formerly Twitter), sparking a mix of outrage, agreement, and memes as professionals across India weighed in.
The 35% Salary Hike Dilemma
In India’s fast-growing job market, especially in tech, start-ups, and consulting, a 30–35% hike during job switches has become almost an unwritten rule. Employees view it as fair compensation for new responsibilities, while employers often see it as an automatic cost to attract talent. But Mittal’s question challenges the logic behind this “industry standard.” Why is 35% suddenly the magic number?
Many hiring managers argue that blindly following this trend can hurt businesses, especially start-ups operating on tight budgets. With inflated salary expectations, companies may struggle to maintain profitability and invest in growth. Mittal’s provocative commentary brings this hidden tension into the open.
Social Media Eruption
Netizens were quick to respond. Some agreed, praising Mittal for questioning an arbitrary and potentially harmful norm. “Finally, someone is speaking the truth! Salary hikes should reflect your contribution, not a random percentage,” commented one user.
Others defended the practice, noting that competitive markets demand significant raises to retain top talent. “It’s not greed, it’s survival. Top performers deserve at least 35% if they’re switching jobs,” argued another.
HR professionals and start-up founders shared their frustrations, revealing that employees often expect huge increments without factoring in company constraints, leading to tension and delayed hiring.
The Bigger Picture: Arbitrary Norms in Corporate Culture
Mittal’s viral statement touches a deeper issue: the prevalence of arbitrary standards in Indian workplaces. Beyond salaries, employees accept norms around notice periods, benefits, and promotions without questioning their relevance.
Experts suggest moving toward value-driven compensation, where pay reflects skills, performance, and impact rather than fixed percentages or peer benchmarks. This could create a more rational and fair ecosystem for both employees and employers.
Advice for Employers
Mittal’s critique is a wake-up call for companies to rethink pay strategies:
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Transparency: Clearly define salary bands, performance incentives, and growth opportunities.
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Performance-Based Raises: Link increments to measurable contributions rather than following arbitrary norms.
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Market Benchmarking: Align salaries with industry and regional trends.
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Customized Packages: Offer flexible pay structures tailored to skills and strategic value.
Advice for Job Seekers
For professionals, Mittal’s comments are equally insightful:
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Don’t assume 35% hikes are standard or guaranteed.
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Evaluate total compensation, including benefits, perks, and growth opportunities.
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Negotiate based on your actual value, not a peer-driven norm.
Why This Debate Matters
This discussion is about more than just numbers—it’s about fairness, transparency, and rational decision-making in the workplace. Blindly following norms can hurt both sides: employees might miss better opportunities, while companies could face financial strain and misaligned expectations.
India’s booming start-up and corporate sectors make this conversation especially relevant. As employees become more discerning and companies rethink pay structures, the shift toward personalized, performance-driven compensation seems inevitable.
Mittal’s casual yet thought-provoking tweet forces us to ask a critical question: if 35% is the “magic number,” who decided it, and does it even make sense? For professionals and companies alike, it’s a discussion worth having.
