The First Recruiter Call: Answering Current CTC, Expected CTC, Notice Period, and Location

The first recruiter call is a screening call. The recruiter is checking a handful of practical things before passing you to the hiring team: are you actually interested, does your experience roughly match, what are your current and expected CTC, how long is your notice period, and can you work from the required location. You don't win this call with brilliant answers. You lose it with vague or inconsistent ones. Prepare short, honest answers to those few questions and you'll get through most screens comfortably.

These calls often come unannounced, in the middle of your workday. It's fine to say, "I'm in a meeting, can I call you back at 6?" A recruiter would rather talk to you prepared at 6 than distracted now.

Before you pick up (or call back)

Keep a short note on your phone with the following, and update it when anything changes:

• Your current CTC, broken into fixed and variable, plus any joining bonus or stock you'd lose by leaving.
• Your notice period as written in your contract, and whether buyout or early release is realistic.
• Your expected CTC, as a range you've thought about.
• Cities you'd work in, and whether you'd consider office, hybrid or remote.
• A two-line summary of your current role.
• The roles you've applied to recently, so you're not caught out when someone calls about one you've forgotten.

That last one matters more than it sounds. If you've applied widely, ask the recruiter to remind you which role and team this is for. That's normal. Then pull up the job description if you can.

"What's your current CTC?"

In India, this question is routine, and refusing to answer generally slows things down. Give the number accurately and break it down: "My fixed is X, variable is Y, and that's the total CTC." If your variable payout has been lower than the stated number, say so honestly. If you have unvested stock or a pending bonus you'd forfeit, mention it now, because it's part of what the company would need to compensate.

Don't inflate it. Most companies ask for payslips or your last salary revision letter at offer stage, and background checks can verify it. A mismatch found later can cost you the offer, and the recruiter's trust long before that.

If you're confused about which figures matter, our guide on CTC vs in-hand salary walks through the components.

"What's your expected CTC?"

This is the one people worry about. A few principles that work in practice:

Do some homework on the role's market range before the call, using what people in similar roles tell you, your network, and any range the company itself publishes. Then give a range, not a single number, with your realistic target near the bottom. If you name a range starting at your true minimum, expect offers to land there.

Anchor on the role, not just your current pay. "Based on the scope of this role and what I've seen for similar positions, I'm looking at somewhere between A and B" sounds more grounded than "30% hike on my current".

It's also fine to say: "I'm flexible for the right role. Could you share the budget range for this position?" Many recruiters will. If they push for a number, give your range.

Keep in mind that the number you say here tends to become the anchor for negotiation later. Our guide on negotiating after an offer picks up from there.

"What's your notice period?"

State your contractual notice period plainly. Then add anything genuinely true that helps: "It's 90 days, but my manager has released people earlier when handover was complete" or "I can discuss a buyout." Don't promise an early joining date you can't deliver. Recruiters remember, and a broken joining promise can lead to a revoked offer.

If you've already resigned, say when your last working day is. The guide on handling 30, 60 or 90-day notice periods covers the trade-offs.

Location and work mode

Be clear about what you will and won't do. If the role is office-based in another city and you're not willing to move, say so now. It saves everyone a month of interviews. If you're open to relocating, say what you'd need to know first (start date flexibility, relocation support). Our relocation checklist has the questions worth asking.

Questions you should ask the recruiter

The call is also your chance to screen the role. Useful questions: Is this a new position or a replacement? What does the interview process look like, and how long does it usually take? Which team and manager is it with? Is the role on the company's payroll or through a third-party vendor? That last one matters. Contract and vendor roles can be fine, but you should know before you resign from a permanent job.

If anything about the call feels off, such as requests for payment, personal documents before an interview, or a recruiter you can't verify, check our guide to recruitment scams and the CareerCola job safety page.

After the call

Send a two-line email or message thanking them and restating the key facts you shared: current CTC, expected range, notice period, location. It removes ambiguity later and gives the recruiter something to forward. Then log the role, company, recruiter name and date in whatever tracker you use, so the next call doesn't catch you off guard.