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‘WTF? Ye standard kisne banaya’: Anupam Mittal questions 35% salary increment norm; Netizens respond...

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Jaya Vishwakarma
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Anupam Mittal shark tank india

Anupam Mittal

Shaadi.com founder and Shark Tank India judge Anupam Mittal has ignited an online debate after questioning the widely accepted practice of job seekers demanding a 35% salary hike during hiring discussions.

"When can you join? In one month. Salary? 35% increment? Why 35%? Standard hai sir. WTF? Ye standard kisne banaya?," he wrote on X (formerly Twitter).

Mittal's post quickly went viral and sparked a debate on salary hikes and increments.

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Expanding on his point, Mittal later clarified that his objection was not to candidates negotiating higher pay but to what he called an "arbitrary standard."

"The point that most of you geniuses missed is that there is an entitlement of some arbitrary standard. If a role deserves it, one should demand even 2x, why just 35%? Ultimately, the market decides," he wrote.

Netizens' reaction

Many people were divided on his stance. Some supported Mittal’s call for merit-based negotiations, while others argued that the 35% benchmark helps protect employees switching jobs in inflationary markets or after years of stagnant pay.

"Why can’t people ask for a higher increment when you can ask for higher equity all the time?" a user wrote.

"35% to kam bola… It is more than 50% these days. Nowadays, Candidates are asking salary based on skill. It also is not not like +20% on last salary," another noted.

"Let’s be fair. A 2x increase is almost never granted. If it happens, the amount is usually so small that it's not worth mentioning. Changing jobs is the only reliable way for an employee to secure a significant pay jump, as companies typically don’t give substantial raises to loyal employees over time. Loyalty is rarely rewarded, at least in corporates. So, a certain percentage became an industry standard because the industry decided to fairly reward these employees," a third expressed.

"The interview process is supposed to judge a candidate for his expertise, but for salary expectation it should be a mutual decision. An individual knows his worth lets say I say at least 50% increment is required the organisation should understand my point and put their budget in front. Both parties should mutually come to a point. The problem is the market is flooded with talent you can find good talent at cheap price," a fourth added.

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