One of the first questions any employer asks when evaluating cross-border hiring from India is: what will it actually cost? The answer depends on the function, the seniority level, and the location within India. This guide provides indicative salary benchmarks for mid-to-senior professionals across the functions most commonly hired by international employers, with context on what those figures mean relative to equivalent onshore costs in Australia, the United States, and the United Kingdom.
These are indicative ranges based on market knowledge as of mid-2026. Actual compensation will vary depending on the specific candidate profile, employer brand, and any benefits or variable components included in the package.
How Indian professional salaries work
Compensation for mid-to-senior professionals in India is quoted as annual CTC, or cost to company. CTC includes base salary, any variable or performance component, and fixed allowances such as HRA and transport. Take-home pay is lower than CTC once statutory deductions are applied.
For international employers, employer-side statutory contributions add approximately 13 to 15 percent above CTC for employees below certain thresholds, covering provident fund, gratuity accruals, and ESIC where applicable. This remains materially lower than employer on-costs in Australia, the US, or the UK.
Technology and engineering
| Role | India CTC | ≈ AUD | AU onshore | US onshore | UK onshore |
|---|---|---|---|---|---|
| Software engineer (5–8 yrs) | 18–28L | 33–52K | 120–150K | 130–160K | 75–95K |
| Senior software engineer (8–12 yrs) | 28–45L | 52–84K | 150–190K | 160–200K | 90–120K |
| Engineering manager | 45–70L | 84–130K | 180–230K | 200–260K | 110–150K |
| Data engineer (5–8 yrs) | 20–32L | 37–60K | 130–160K | 140–175K | 80–105K |
| Product manager (senior) | 35–55L | 65–102K | 160–200K | 175–220K | 95–130K |
L = Lakhs INR. AUD equivalents at ~0.019 AUD/INR. All figures are indicative annual totals.
Finance and accounting
| Role | India CTC | ≈ AUD | AU onshore | US onshore | UK onshore |
|---|---|---|---|---|---|
| Finance manager | 18–30L | 33–56K | 130–160K | 120–150K | 70–90K |
| Senior finance manager | 30–50L | 56–93K | 160–200K | 150–190K | 90–120K |
| Financial controller | 45–80L | 84–149K | 190–250K | 180–240K | 110–160K |
| CFO (mid-market) | 80–150L | 149–280K | 280–400K | 300–450K | 180–280K |
| FP&A lead | 25–40L | 47–74K | 140–175K | 130–165K | 80–105K |
L = Lakhs INR. AUD equivalents at ~0.019 AUD/INR. All figures are indicative annual totals.
Legal and compliance
| Role | India CTC | ≈ AUD | AU onshore | UK onshore |
|---|---|---|---|---|
| Legal counsel (3–6 yrs) | 15–25L | 28–47K | 130–160K | 75–100K |
| Senior legal counsel | 25–45L | 47–84K | 160–210K | 100–140K |
| Compliance manager | 20–35L | 37–65K | 140–175K | 85–115K |
| Head of legal (mid-market) | 50–90L | 93–168K | 220–300K | 140–200K |
L = Lakhs INR. AUD equivalents at ~0.019 AUD/INR. All figures are indicative annual totals.
Operations and administration
| Role | India CTC | ≈ AUD | AU onshore | US onshore | UK onshore |
|---|---|---|---|---|---|
| Operations manager | 15–28L | 28–52K | 110–145K | 100–135K | 60–85K |
| Senior operations manager | 28–50L | 52–93K | 145–185K | 135–170K | 85–115K |
| Executive assistant (senior) | 10–18L | 19–33K | 80–110K | 75–100K | 45–65K |
| Project manager (senior) | 20–35L | 37–65K | 130–165K | 120–155K | 75–100K |
L = Lakhs INR. AUD equivalents at ~0.019 AUD/INR. All figures are indicative annual totals.
What these numbers mean for your hiring budget
The cost differential across all functions is consistent: India-based mid-to-senior professionals cost approximately 40 to 65 percent less than equivalent onshore hires in Australia or the UK, and 45 to 65 percent less than equivalent hires in the United States.
For a team of five mid-level professionals, the annual saving against Australian onshore equivalents is typically in the range of AUD 400,000 to 600,000 in direct employment cost. That saving is real. It also assumes you are making quality hires. A misfired cross-border hire that requires a replacement six months in, combined with a recruiter who does not carry a replacement guarantee, is materially more expensive than the headline cost differential suggests.
Salary by location within India
| City | Salary premium vs national average |
|---|---|
| Bengaluru | +20 to +30% (especially tech) |
| Mumbai | +15 to +20% |
| Delhi/NCR (Gurugram, Noida) | +10 to +20% |
| Hyderabad | +10 to +15% |
| Chennai | +5 to +10% |
| Pune | +5 to +10% |
Beyond base salary: what else affects total cost
Recruitment fees. A quality recruitment process for a mid-senior role typically runs 12 to 18 percent of annual CTC on a contingent basis.
Employer of record. International employers without an Indian entity typically engage India-based professionals through an EOR arrangement, which carries a monthly fee per employee. This adds cost but removes the need for local entity setup and compliance.
Variable compensation. Many mid-to-senior India professionals expect a variable component of 10 to 20 percent of base salary. Factor this into total cost modelling.
Using this guide
These benchmarks are a starting point, not a final number. We provide role-specific benchmarks as part of the intake process for any search we are engaged on. If you want to test the market before committing to a search, the intake call is the right place to start.