Woman Says 4 Job Switches Took Her Salary From ₹5 LPA to Nearly 6X in Five Years

A professional has shared a career story in which four company changes over five years helped take her salary from ₹5 lakh per annum to nearly six times that figure. She says the biggest jump came with her first job switch, while later moves brought increases of between 30% and 50%.

Changing jobs is often discussed as a career decision that comes with both opportunities and risks. For Shrasti Chaudhary, however, moving between companies became an important part of her salary-growth journey.

Chaudhary recently shared her experience on Instagram, explaining how her compensation reportedly grew from ₹5 lakh per annum (LPA) as a fresher to nearly six times that amount within five years.

According to her account, she worked at four companies during those five years. She attributed much of the increase to changing employers, negotiating compensation and checking what the wider job market was offering.

Her experience has since sparked discussion around a familiar question for professionals: Does staying with one company necessarily lead to the strongest salary growth?

From ₹5 LPA to nearly six times that amount

Chaudhary said she entered the workforce with a salary of ₹5 LPA, which she described as a typical fresher package.

Rather than seeing her compensation rise gradually through annual appraisals, she said the most significant increases came when she changed employers.

According to her post, the first job switch resulted in a 100% salary increase. She said subsequent moves brought increases ranging from 30% to 50%.

She also mentioned receiving an appraisal while working at one of the companies, but described internal increments as only one part of her overall salary journey.

The figures are based on Chaudhary’s own account of her career, rather than independently verified salary records.

She says frequent job changes did not stop her career progression

One of the concerns Chaudhary encountered was the number of companies listed on her CV.

She said people had advised her to remain with an employer for longer because frequent job changes could potentially raise questions during recruitment.

But according to Chaudhary, the same issue came up during interviews and she explained each move in terms of career growth.

“5 years, 4 companies, almost 6X growth. People used to say, ‘Your CV will look bad, stay loyal.’”

She said interviewers repeatedly asked why she had made several switches. Her response, according to the post, was that she was looking for growth.

Chaudhary said she continued to receive job offers despite those questions.

Why she believes market pay can differ from internal appraisals

A central point in Chaudhary’s post was the difference between internal salary increases and external market compensation.

She argued that employers often calculate annual salary hikes as a percentage of an employee’s existing compensation. A new employer, on the other hand, may assess a candidate according to the salary range associated with the position and prevailing market conditions.

In simple terms, someone earning ₹5 LPA could receive a percentage-based appraisal that keeps their compensation relatively close to that starting point. A job change may provide an opportunity to negotiate against a different salary benchmark.

However, this is not a universal rule. Salary offers can vary substantially depending on industry, role, skills, location, experience, company, demand for particular expertise and an individual’s negotiating position.

Her advice: check the market even if you are not planning to leave

Chaudhary’s advice goes beyond simply telling employees to resign or change companies.

She suggested that professionals should periodically understand what similar roles are paying, even when they are satisfied with their current employer.

Her recommendation was to interview or test the market every 1.5 to 2 years, without necessarily committing to a job change.

The purpose, she said, is to replace assumptions about being underpaid or fairly compensated with information about current opportunities.

“Whether you are underpaid or not won’t come from a feeling; it comes from data,” she said.

That approach can involve comparing job descriptions, speaking with recruiters, reviewing current vacancies and researching compensation ranges for comparable positions.

A job switch is not automatically a salary-growth strategy

While Chaudhary’s experience highlights the potential financial impact of changing employers, her story should not be treated as a guarantee that frequent job switches will produce similar results for everyone.

A new job can bring a higher salary, but it can also involve greater responsibilities, a longer commute, relocation, different working hours, changes in job security or differences in benefits and workplace culture.

Professionals therefore need to consider the complete employment package rather than looking only at the percentage increase.

For example, a 30% salary increase may look attractive on paper but could have a different real-world value if the new position involves substantially higher living costs or reduced benefits.

Similarly, staying with an employer can sometimes provide opportunities such as promotions, expanded responsibilities, bonuses, stock compensation or leadership experience that are not reflected in a simple annual-hike comparison.

What professionals can learn from her experience

Chaudhary’s account offers a broader lesson about understanding one’s position in the employment market.

Rather than assuming that an annual appraisal accurately reflects market value, professionals can periodically research comparable roles and compensation levels.

A practical approach could include:

• Track your responsibilities: Keep a record of projects, measurable results and additional responsibilities you have taken on.
• Research comparable roles: Look at current job listings and compensation information for positions requiring similar experience and skills.
• Keep your CV updated: An updated CV makes it easier to assess new opportunities when they arise.
• Interview periodically: Speaking with recruiters can provide information about current hiring requirements and salary ranges.
• Consider total compensation: Compare fixed pay, variable compensation, bonuses, stock, insurance, leave and other benefits.
• Assess career progression: A higher salary is only one factor; skills, role quality, learning opportunities and future progression also matter.
• Negotiate using evidence: When discussing compensation, documented achievements and relevant market information can provide a stronger basis than simply asking for a percentage increase.

The bigger career question is market value

Chaudhary’s five-year journey illustrates one individual’s approach to career progression: start with an entry-level salary, build experience, test the market and negotiate when opportunities arise.

Her reported progression from ₹5 LPA to nearly six times that amount is notable, but it remains a personal career outcome rather than a standard result that employees should expect from changing jobs.

The more transferable part of her advice is the emphasis on understanding market compensation and making career decisions using information rather than assumptions.

For professionals considering their next move, that can mean asking not only, “How much will my next company pay me?” but also, “What skills and results have I developed, what is the market paying for comparable work, and what kind of role will help me progress over the next several years?”