India Tech Salary Report 2026: 25+ roles across 5 cities

India's tech compensation market in 2026 is doing something it hasn't done before: splitting. Not by industry or function, but by employer type, city, and skill rarity. The old shorthand of "India salaries are one-third of US rates" was always an oversimplification. This year it is actively misleading.

A senior backend engineer at a GCC in Hyderabad earns ₹35 to ₹50 lakh. The same title at a mid-size IT services company in the same city might pay ₹18 to ₹24 lakh. Both are senior. Both are in Hyderabad. The compensation gap between them is larger than the gap between some US and India salaries at junior levels.

India Inc salary hikes are projected around 9.1% for 2026, according to Economic Times reporting. That is higher than many Western markets. But the number masks sharp divergence underneath: niche-skill roles in AI, cloud, and security are pulling 15 to 25% increases at competitive employers, while commoditized roles are seeing 6 to 8% (Deloitte + nasscom India Technology Industry Compensation Benchmarking Survey, 2025). The gap between a "tech salary" and a "tech salary for scarce skills" has never been wider.

This report covers 25+ roles, organized into five clusters, with salary bands by seniority across five cities. It also covers benefits benchmarking, YoY trends, and what employers should actually do with this data. Not just numbers. Operating intelligence.

Master summary: salary bands at a glance

This table gives you the core numbers for the most-hired roles in each cluster. All figures are annual, in Indian Rupees (lakh), and reflect cash compensation (base + variable). Ranges represent the spread from strong mid-market employers to competitive product companies and GCCs. Source composite: Michael Page India Salary Guide 2026, SalaryExpert, Deloitte + nasscom compensation survey 2025.

The "Bangalore premium" column shows how much higher compensation typically runs in Bangalore versus the average of Hyderabad, Pune, Chennai, and Delhi NCR. Detailed city-by-city breakdowns follow below.

Executive summary: what changed in India tech compensation in 2026

Salary growth is still positive, but more disciplined

The projected 9.1% average hike across India Inc for 2026 (per ET reporting) sounds healthy. And it is, compared to markets where salary budgets are flat. But inside tech, the distribution is uneven.

Companies that went aggressive on hiring during the 2021-2022 boom corrected through 2023-2024. By 2025, most had stabilized headcount. The 2026 cycle is about measured growth: hiring for specific skill gaps rather than bulk expansion. That means salary increases are going to the roles and people companies cannot afford to lose, not distributed equally across the engineering org.

Niche skills continue to command premium pay

The Deloitte + nasscom India Technology Industry Compensation Benchmarking Survey (2025 findings) makes this explicit: niche-skill premiums are real, persistent, and growing. Engineers with production experience in ML infrastructure, cloud-native architecture, zero-trust security, and platform engineering are commanding 20 to 40% more than generalists at the same experience level.

This is not new. But the premium has widened since 2024. And more employers, particularly GCCs expanding their India operations, are willing to pay it because the alternative is leaving positions open for months.

City choice matters more than ever

Bangalore is still the default premium market. But the gap between Bangalore and the next tier of cities is narrowing for some roles and widening for others. If you are hiring a senior cloud architect, Bangalore commands a clear premium. If you need a mid-level QA engineer, you might find better value and lower attrition in Chennai or Pune.

The five-city framework in this report is intentional: these are the markets where most global employers actually hire, and where compensation data is dense enough to be useful.

Methodology: how to read this salary report

What the report measures

Every salary band in this report represents annual cash compensation: base salary plus variable pay (performance bonus). We do not include ESOPs, retention bonuses, or one-time joining bonuses in the primary bands because those vary too widely by company and are not consistently reported.

Where relevant, we note the "total comp uplift" at top employers where equity adds 20 to 40% on top of cash compensation.

Why salary sources differ

Anyone who has compared salary data across two sources and found a 30% gap between them has discovered the central problem with India tech compensation data.

Survey-based sources like the Michael Page India Salary Guide 2026 capture employer-reported compensation from companies that participate in the survey. These tend to be mid-to-large companies with structured pay bands. The data is credible but biased toward the formal sector.

Modeled sources like SalaryExpert use statistical models built from employer and employee datasets. They produce clean numbers with entry/senior splits, but the models smooth over real variance by company type and city.

Self-reported and crowd-sourced sources like Levels.fyi and Glassdoor skew toward premium employers. Engineers at top-paying companies are more likely to report their salaries. The numbers are real, but they represent the top quartile, not the median.

How to use the bands in this report

We present ranges rather than single numbers. The low end of each range reflects strong mid-market employers: established product companies, funded startups with structured pay, and mid-tier GCCs. The high end reflects premium employers: top GCCs, well-capitalized product companies, and companies in acute talent competition for that specific role.

Service-company salaries often fall below our ranges. We exclude them not because they are invalid, but because global employers benchmarking for direct hiring are typically competing with product companies and GCCs, not with service firms.

The 5-city compensation map: Bangalore, Hyderabad, Pune, Chennai, Delhi NCR

Bangalore

Still the most expensive city to hire tech talent in India. And still the deepest pool of senior engineering talent. Bangalore accounts for the largest share of India's ML, AI, platform engineering, and product management talent. SalaryExpert estimates place the average ML engineer salary in Bangalore at ₹27.9 lakh, roughly 13% above the national average.

The premium is even steeper at the senior end. A senior staff engineer at a top Bangalore product company or GCC can earn ₹60 to ₹90 lakh in total compensation (including equity). But the cost of that premium is not just salary. Attrition in Bangalore runs higher than other cities for competitive roles because the density of employers means engineers get poached constantly.

For global employers, Bangalore makes sense when you need the deepest bench of senior talent and are willing to pay competitively. If budget flexibility matters more than instant access to the absolute top of the market, the other four cities offer genuinely strong alternatives.

Hyderabad

The strongest growth story in India tech right now. GCC expansion from Microsoft, Amazon, Google, ServiceNow, and a wave of financial services firms has pushed Hyderabad's tech compensation up sharply since 2023. Mid-level salaries run 5 to 15% below Bangalore for equivalent roles, but senior compensation at top GCCs is approaching Bangalore parity in some cases.

Hyderabad's biggest advantage is stability, not cost. Attrition rates in Hyderabad consistently run lower than Bangalore, partly because there are fewer employers competing for the same talent pool. For teams where retention matters (which is every team), Hyderabad deserves serious consideration.

Pune

A strong mid-cost market with deep applied engineering talent. Pune salaries typically run 15 to 25% below Bangalore. The city has a strong university-to-industry pipeline and a mature IT services ecosystem that increasingly feeds product companies and GCCs.

Pune is particularly strong for QA, DevOps, backend engineering, and data engineering. For employers building teams of 10 or more, the cost-quality ratio in Pune is hard to beat if the roles do not require the absolute top tier of AI or platform engineering talent.

Chennai

The most underrated city in this report. Chennai's enterprise engineering culture means lower attrition, stable teams, and a bias toward reliability over flash. Compensation runs similar to Pune, sometimes slightly lower.

Strong for data platform, analytics, backend infrastructure, and enterprise security roles. Companies that have been hiring in Chennai for years tend to have the lowest turnover rates in their India operations. That matters more than most employers realize when they are running the math on total cost of employment.

Delhi NCR

A large but structurally different market. Delhi NCR (including Gurgaon and Noida) has deep enterprise, consulting, and platform talent. The GCC presence is strong, particularly for financial services and consulting firms.

Compensation in Delhi NCR is comparable to Hyderabad for most roles. The market is broad but not as deep as Bangalore in specialized engineering. The Michael Page India Salary Guide 2026 positions Delhi NCR as a market where senior leadership and product management roles command strong compensation, sometimes exceeding Hyderabad due to the concentration of business-facing tech roles.

Salary bands for 25+ roles

This is the core of the report. Every role includes junior, mid, and senior bands. The primary city anchor is Bangalore, with adjustment guidance for other cities. Sources: Michael Page India Salary Guide 2026, Deloitte + nasscom compensation survey 2025, SalaryExpert 2026 city-role estimates.

Software engineering

Frontend engineer

Frontend remains one of the more commoditized engineering roles. React and Angular talent is broadly available, which keeps salary pressure moderate. The premium kicks in for engineers with performance optimization experience, design system architecture, or mobile-web crossover skills.

Backend engineer

Backend compensation has been more resilient than frontend because the role increasingly overlaps with distributed systems, event-driven architecture, and cloud-native design. A backend engineer who can operate comfortably with Kubernetes, event streaming, and microservices at scale commands a meaningful premium over one working primarily with monolithic CRUD applications.

Full-stack developer

The "full-stack" label still creates confusion in salary data. At some companies it means a genuine end-to-end engineer. At others it means a frontend developer who can write simple API endpoints. The salary spread reflects that ambiguity. Senior full-stack engineers with production infrastructure experience are priced closer to backend engineers, not frontend.

Mobile engineer (iOS / Android)

Native iOS and Android talent commands a slight premium over equivalent web roles. Cross-platform (React Native, Flutter) engineers are more available and typically sit 10 to 15% below native specialists at mid and senior levels.

QA / test engineer

QA remains one of the most cost-effective roles to hire in India. But there is a growing split between manual testers (lower band) and automation / SDET engineers who can build testing frameworks, CI/CD integration, and performance testing infrastructure (upper band). Companies that treat QA as a commodity hire are leaving money on the table in terms of release quality.

DevOps engineer

DevOps compensation has been climbing steadily since 2023. The role now overlaps heavily with platform engineering and SRE, and engineers with infrastructure-as-code, Kubernetes, and cloud-native CI/CD experience are in genuine scarcity. The Deloitte + nasscom survey flags DevOps and platform roles among those attracting niche-skill premiums in the current market.

Site reliability engineer (SRE)

SRE commands a premium over general DevOps because the role requires production incident management, observability architecture, and a systems thinking approach that takes years to develop. GCCs pay at the top of this range, and the gap between SRE and DevOps compensation grows wider at senior levels.

Data and AI

Data analyst

Data analysts sit at the lower end of the data salary spectrum. The role is increasingly bifurcating: traditional BI/reporting analysts face flat or declining compensation, while analysts who can work with Python, statistical modeling, and product experimentation are seeing stronger growth. Companies that still bundle these under one title are paying a premium for the wrong skillset or underpaying the right one.

Data scientist

Data science salary bands remain among the widest in tech because the title covers everything from SQL analysts doing dashboards to researchers building hierarchical Bayesian models. For an in-depth breakdown of data science and AI salaries specifically, with US and UK comparisons, see our AI engineer salary guide (kaam.work/ai-engineer-salary-india-vs-us-vs-uk).

ML engineer

ML engineers sit near the top of the India tech salary spectrum. SalaryExpert places the Bangalore average at ₹27.9 lakh, which aligns with our mid-level band for the broader market. At premium employers, senior ML engineers with production deployment experience earn well above ₹50 lakh in total compensation. The scarcity premium is real: production ML engineers, as distinct from people with ML certifications but no shipping experience, remain hard to find.

AI engineer

The "AI engineer" title is still poorly standardized. At some companies it means the same thing as ML engineer. At others it means someone integrating third-party APIs and writing prompt templates. The compensation gap between these two definitions can be 2x at the same experience level. Employers should benchmark against the actual work, not the title.

MLOps engineer

MLOps is under-reported in most salary databases because the title is relatively new and many companies classify these engineers under platform engineering. But the market demand is clear. Engineers who can build model serving infrastructure, feature stores, and automated retraining pipelines are in short supply. For a deeper look at MLOps hiring, see our MLOps hiring guide (kaam.work/hire-mlops-engineers-india).

Analytics engineer

A growing role that sits between data engineering and data analysis. Analytics engineers who work with dbt, modern data stack tools, and can build reliable data models are seeing compensation rise faster than traditional BI roles. Still priced below data scientists and ML engineers, but the gap is closing for engineers with strong SQL, Python, and data modeling skills.

Cloud and infrastructure

Cloud engineer

AWS and Azure certifications are no longer differentiators at the mid level; they are baseline requirements. The premium goes to engineers with multi-cloud experience, cost optimization expertise, and the ability to architect production infrastructure for scale. The Michael Page India Salary Guide 2026 highlights cloud architecture as one of the areas where employer demand is pushing compensation above general engineering bands.

Platform engineer

Platform engineering has emerged as a distinct discipline, separate from DevOps and general cloud engineering. Engineers who build internal developer platforms, abstract infrastructure complexity, and improve developer experience across the organization are in high demand. Compensation is trending toward SRE levels, particularly at companies with mature platform teams.

Security engineer

Security compensation has accelerated since 2024. Zero-trust architecture, cloud security, and application security engineers command premiums over general security analysts. The Deloitte + nasscom survey explicitly flags security as one of the niche-skill areas where premiums are growing. And the gap is particularly stark at the senior end, where experienced security architects are among the hardest roles to fill in India.

Network engineer

Traditional network engineering sits at the lower end of the infrastructure salary spectrum. But network engineers with software-defined networking (SDN), cloud networking, and network automation skills command substantially higher compensation, sometimes approaching general cloud engineer bands.

Product and design

Product manager

Product management compensation in India has risen sharply over the past three years. The role is no longer seen as a "business function sitting inside tech" but as a core technical leadership role, especially for platform and AI product managers. The Michael Page India Salary Guide 2026 shows senior product managers at top companies commanding compensation comparable to senior engineering roles. Delhi NCR and Bangalore are the strongest markets for PM compensation.

Product designer

Product design (UX/UI combined) compensation trails engineering at equivalent levels by roughly 15 to 25%. But the gap narrows for designers with strong systems thinking, design systems experience, and research capabilities. Senior design leaders at product companies increasingly earn above ₹40 lakh.

UX designer

Standalone UX roles (research-focused, no visual design) are less common in India than combined product design roles. Companies that separate UX research from visual design tend to be larger product companies and GCCs. The research-focused UX designer with strong qualitative and quantitative skills commands a premium over pure visual designers.

Business analyst

Business analysts in tech companies increasingly overlap with product management and data analysis. The title is becoming less common at product-first companies, but remains widely used in GCCs and enterprise software. Compensation is moderate, with the premium going to analysts who can bridge technical and business stakeholders effectively.

Leadership and senior tech

Engineering manager

Engineering management is one of the fastest-growing compensation bands in India tech. GCC expansion has created intense demand for managers who can run distributed teams, manage stakeholders across time zones, and operate with the autonomy that a Bangalore engineering leader needs when the HQ is in San Francisco. The premium end of the range reflects GCC leadership roles where compensation increasingly includes equity and retention packages.

Staff engineer

The staff engineer title is relatively new to India outside GCCs and top product companies. But where it exists, it commands a significant premium. Staff engineers are typically the most experienced individual contributors in an engineering org, responsible for technical strategy and cross-team architecture decisions. Compensation is comparable to engineering managers, sometimes higher.

Principal engineer

Principal engineers at GCCs and top product companies are among the highest-paid individual contributors in India tech. At companies like Google, Microsoft, and Amazon, principal engineer total compensation (including equity) can exceed ₹1 crore. The talent pool at this level is small enough that city differentials matter less than company type.

Solutions architect

Solutions architects bridge engineering and client or business stakeholder engagement. In GCCs, they often lead technical design for major initiatives. In product companies, they architect customer-facing solutions. The role requires a combination of deep technical knowledge and communication skills that is genuinely hard to hire for. Compensation reflects that.

Technical program manager (TPM)

TPMs are increasingly common in GCCs that need program management with genuine technical depth. The role is distinct from general project management: TPMs need to understand system architecture, dependency management, and technical risk. Compensation is strong, though typically 10 to 20% below engineering managers at equivalent experience levels.

YoY salary trends: what moved from 2025 to 2026

Overall increments

The 9.1% projected average salary hike for India Inc in 2026 (ET reporting) looks healthy on paper. But context matters. In 2024, actual increments averaged around 8.5% for tech. In 2023, closer to 9.5% during the tail end of the hiring correction. The 2026 number represents a market that has stabilized, not one that is accelerating.

Within tech, the distribution is uneven. Companies are concentrating their salary budgets on retention-critical roles and high-demand skills. A backend engineer with 5 years of generic Java experience might see a 6 to 7% hike. A DevOps engineer with Kubernetes and cloud-native CI/CD experience at the same company might see 12 to 15%.

Niche-skill premiums

The Deloitte + nasscom survey is explicit about this: niche-skill premiums are widening. The survey highlights differentiated benefits and pay premiums for roles requiring scarce technical capabilities, especially AI/ML, cloud architecture, platform engineering, and security.

What this means in practice: a mid-level ML engineer switching jobs in 2026 can reasonably expect a 20 to 35% jump. A mid-level frontend developer making the same move might get 12 to 18%. Both are healthy, but the gap between them is a real cost-planning consideration for employers building teams with mixed skill profiles.

Where growth is strongest

Three areas are pulling the hardest on salary budgets in 2026:

AI and ML: production ML engineering, MLOps, and LLM-related roles continue to see the sharpest year-over-year increases. The talent pool is growing but demand is growing faster.

Cloud and platform: multi-cloud architecture, platform engineering, and infrastructure automation roles are commanding premiums as more companies move to cloud-native operations.

Security: application security, cloud security, and zero-trust architecture roles have seen sustained salary pressure since 2024. And unlike AI, where new graduates are entering the market, experienced security engineers take years to develop.

Benefits benchmarking: what India tech employees expect in 2026

Core benefits

Every compliant employer in India provides certain baseline benefits. The statutory floor includes:

• Provident Fund (PF): employer contributes 12% of basic salary
• Employee State Insurance (ESI): employer contributes 3.25% for eligible employees (those earning under ₹21,000/month gross)
• Gratuity: payable after 5 years of continuous service, calculated as 15 days of last drawn salary for each year of service
• Professional tax: state-specific, capped at ₹2,500/year in most states
• Bonus: statutory bonus may apply to eligible employees depending on wage structure

These are the minimum. Competitive employers go well beyond.

Differentiated benefits

The Deloitte + nasscom survey flags differentiated benefits as a growing component of total rewards in India tech. Here is what competitive employers are offering in 2026:

Health insurance: the market has moved from basic group mediclaim to comprehensive family coverage. Competitive employers offer ₹5 to ₹15 lakh sum insured with dependents covered, mental health coverage, and dental/vision riders. Some GCCs offer ₹25 lakh+ coverage.

Leave structure: 18 to 24 paid leave days is standard. Premium employers offer 25 to 30 days plus additional wellness days or sabbatical policies.

Flexible work: hybrid or fully remote options are now a retention tool, not a perk. Companies that mandate full return-to-office are losing candidates to those that do not.

Learning and development: annual learning budgets of ₹50,000 to ₹2 lakh at competitive employers. Conference attendance, certification reimbursement, and internal training programs.

ESOPs and equity: increasingly common at product companies and funded startups, though vesting schedules and liquidation preferences vary widely. Not yet standard at most GCCs, but some are introducing phantom stock or RSU-like programs.

Competitive hiring implications

For hard-to-fill roles, cash compensation alone is no longer the primary retention lever. The Deloitte + nasscom survey makes this clear: total rewards, including benefits, work flexibility, career development, and team culture, matter more than the 2 to 3 lakh salary difference between competing offers.

Benchmark buckets

Hiring trends behind the numbers

GCC expansion and premium roles

GCC expansion is the single biggest driver of salary inflation in India's premium tech market. As of 2026, India hosts over 1,600 GCCs (according to nasscom) and the number is still growing. These centers are no longer back-office operations. They are building core products, running AI research, and leading infrastructure engineering.

The compensation implication is direct: GCCs compete for the same talent pool as India's top product companies (Flipkart, Razorpay, Zerodha, Meesho) and well-funded startups. That competition pushes salaries up at the senior end, particularly in Bangalore and Hyderabad.

TOI reporting on GCC leadership compensation indicates that C-suite and VP-level GCC roles in India are now commanding compensation packages that would have been unthinkable five years ago, with total comp exceeding ₹2 crore for some CTO and VP Engineering roles.

AI and specialist talent

AI roles continue to outpace the broader market on compensation growth. But the important nuance: "AI" is not one market. Production ML engineers and infrastructure-focused AI roles are seeing the strongest salary pressure. Pure research or experimental AI roles, where the connection to shipped products is weaker, are growing more slowly. Employers should benchmark against the specific AI sub-role they are hiring for, not a generic "AI salary" number.

Market segmentation matters

The single biggest mistake employers make when using India salary data is treating "India tech salary" as one number. There are at least four distinct compensation markets operating simultaneously:

Service companies (TCS, Infosys, Wipro, HCL): lowest compensation bands. High volume, structured career ladders, lower individual autonomy. Salaries often fall 20 to 40% below the ranges in this report.

Indian product companies (Flipkart, Razorpay, Meesho, Zomato, PhonePe): mid-to-high compensation. Often includes meaningful equity. Strong for senior talent with product-building experience.

GCCs (Google, Microsoft, Amazon, Goldman Sachs, JPMorgan, ServiceNow): premium compensation, especially at senior levels. Increasingly the benchmark-setter for top-quartile pay.

Startups (seed to Series C): widest variance. Some pay below service companies. Others, particularly in AI and fintech, pay at or above GCC levels to attract founding-team talent.

When benchmarking, always ask: "which India?" The answer changes the number by 30 to 50%.

What employers should do with this data

Benchmark by role and city, not national average

National averages are useful for board decks. They are useless for making an actual offer. A "senior software engineer salary in India" search that returns ₹28 lakh as the answer will lead you to underpay in Bangalore and overpay in Chennai for the same role.

Use the city-specific ranges in this report as your starting point. Then adjust for company type: if you are competing with GCCs for talent, use the top of the range. If you are an early-stage company offering equity and ownership, you can hire effectively at the mid-range if your total package is compelling.

Build ranges, not single-number offers

Single-number offers are a negotiation trap. They force you into a take-it-or-leave-it position that loses good candidates. Instead, define a band for each role and seniority level, communicate the band transparently, and position your offer within it based on the candidate's specific experience and the role's urgency.

The Michael Page India Salary Guide 2026 recommends this approach explicitly: employers who publish salary ranges hire faster and retain better than those who do not.

Separate hard-to-fill roles from standard hiring

Not all roles deserve the same compensation strategy. For ML engineers, security architects, and platform engineers, you are competing in a scarcity market. Speed and premium compensation matter more than cost optimization. For QA engineers, business analysts, and general frontend developers, you have more leverage and should optimize for value.

Kaamwork clients building mixed-skill India teams often find that the savings on accessible roles fund the premium needed for scarce roles, creating a blended cost that is far lower than hiring the entire team at US market rates (kaam.work/global-cost-calculator).

Use benefits and location strategy to control cost

If Bangalore compensation for a senior cloud engineer is ₹35 to ₹52 lakh, the same profile in Hyderabad or Pune might cost ₹28 to ₹44 lakh. That is a meaningful difference when you multiply it across a team.

But location strategy goes beyond cost. Attrition rates, talent density for specific skills, and timezone alignment with your headquarters all factor in. The lowest-cost city is not always the best-value city.

Benefits strategy compounds the effect. An employer offering ₹599/month flat-fee EOR with strong health coverage, flexible work, and a clear growth path will outcompete an employer offering 10% more cash with generic benefits and a rigid return-to-office mandate.

When a single salary report is not enough

No report, including this one, can replace role-specific benchmarking against your actual hiring context. National and city-level ranges give you a starting framework, but the right offer for a senior ML engineer in Bangalore depends on your company's employer brand, the candidate's alternatives, the urgency of the hire, and the total package you can put together.

Some situations where this report is most useful:

• Planning stage: you are building a headcount plan for India and need to model cost by role and city
• Benchmarking: you have existing India employees and want to check if compensation is competitive
• Location decisions: you are choosing between Bangalore, Hyderabad, and Pune for a new team and need cost comparison

Some situations where you need more granularity:

• Specific hard-to-fill roles: if you are hiring a staff-level platform engineer or a senior security architect, you need real-time market data, not annual survey ranges
• Equity-heavy packages: this report focuses on cash compensation. If your package includes meaningful equity, you are competing in a different market segment

The strongest compensation decisions combine reports like this one with real-time recruiter feedback and offer-level data from your actual candidate pipeline.

Use these salary benchmarks to hire smarter in India

The data in this report tells a clear story. India tech compensation is rising, but not uniformly. Niche skills command real premiums. City choice creates 15 to 25% cost differences for the same role. And the gap between employer types, from service companies to GCCs, is wider than the gap between many cities.

For global employers, the opportunity is straightforward. India remains one of the deepest tech talent markets in the world, with compensation that runs 60 to 75% below equivalent US roles even at competitive local rates. But capturing that advantage requires precision: the right role, the right city, the right compensation band, and the right benefits package.

If you are building an India tech team or benchmarking existing compensation, Kaamwork's cost calculator shows exactly what each role costs with full statutory and benefits compliance built in (kaam.work/global-cost-calculator). And if you want to talk through location strategy or team design, that conversation starts here (kaam.work/talk-to-us).

Data disclaimer: salary ranges in this report are compiled from the Michael Page India Salary Guide 2026, Deloitte + nasscom India Technology Industry Compensation Benchmarking Survey (2025 findings), SalaryExpert 2026 modeled estimates, and Economic Times reporting. All figures represent market ranges, not guarantees. Individual compensation varies by company, candidate, and negotiation. Salary data reflects information available as of April 2026.