Reviewed on 9 October 2026. This guide sets out dated, sourced salary benchmarks for software engineers in Pune and shows how to use them when comparing real offers. It draws on one published dataset, the Randstad India Salary Trends Report 2025–26. It doesn't combine figures from sources that define experience levels or pay differently.
How to read the numbers
According to the report, its data covers more than 100,000 jobs in 8 Tier-1 and 24 Tier-2 cities (page 6). Each figure is an average annual CTC in ₹ lakh for an experience band:
- Junior: 0–5 years
- Middle: 6–14 years
- Senior: 15 years or more
The averages mix many employers and levels within each band. A fresher and a five-year engineer both count as junior. CTC also includes items that aren't monthly take-home pay.
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The report's information technology section includes a "software engineer" table (page 44). Pune's row, with the national context from the same table:
| City | Junior (0–5 yrs) | Middle (6–14 yrs) | Senior (15+ yrs) |
|---|---|---|---|
| Pune | 8.09 | 25.98 | 44.83 |
| Bengaluru | 9.97 | 28.95 | 50.93 |
| Chennai | 8.75 | 29.16 | 56.05 |
| Delhi-NCR | 9.06 | 27.55 | 53.19 |
| Hyderabad | 7.98 | 17.29 | 35.25 |
| Mumbai | 7.31 | 27.57 | 57.64 |
Average annual CTC, ₹ lakh.
In the junior band, Pune's average sits between Hyderabad's and Chennai's. In the middle band, it is above Hyderabad's and below the other four cities listed. Remember that each city's figure comes from a different mix of employers.
Skill-specific tables: Pune rows
| Skill table (page) | Junior | Middle | Senior |
|---|---|---|---|
| .NET (p. 38) | 9.69 | 28.30 | 49.28 |
| Java (p. 41) | 9.50 | 27.74 | 48.31 |
| Python (p. 43) | 8.64 | 27.76 | 47.91 |
| DevOps engineer (p. 44) | 8.52 | 24.86 | 43.30 |
| Data scientist (p. 40) | 8.03 | 23.43 | 40.78 |
| Automation testing (p. 38) | 7.14 | 22.92 | 39.56 |
| Front end (p. 40) | 7.04 | 20.55 | 35.79 |
Average annual CTC, ₹ lakh, Pune rows only.
Interestingly, several of Pune's skill tables show junior averages above the general "software engineer" figure of ₹8.09 lakh. That's a reminder that these tables are separate samples. Use the one closest to the role you're being offered rather than treating them as a single ladder.
Worked example: two Pune offers with different variable pay
The two offers below are illustrative.
A developer with three years' experience has two Pune offers:
| Component | Offer 1 | Offer 2 |
|---|---|---|
| Fixed annual salary | ₹9,00,000 | ₹10,00,000 |
| Target variable pay | ₹1,80,000 (20% of fixed) | ₹50,000 (5% of fixed) |
| Headline CTC at 100% variable | ₹10,80,000 | ₹10,50,000 |
Offer 1 looks larger on paper. But the variable part is paid only if targets are met, so test different payout levels:
| Variable actually paid | Offer 1 total | Offer 2 total |
|---|---|---|
| 100% | ₹10,80,000 | ₹10,50,000 |
| 50% | ₹9,90,000 | ₹10,25,000 |
| 0% | ₹9,00,000 | ₹10,00,000 |
Break-even point. Offer 1 pays more only when 9,00,000 + 1,80,000 × p is greater than 10,00,000 + 50,000 × p, where p is the share of variable pay actually paid out. Solving 1,30,000 × p = 1,00,000 gives p ≈ 0.77. So Offer 1 comes out ahead only if about 77% or more of the target variable is paid.
The useful question for each recruiter is therefore: "What percentage of target variable pay did people at this level receive in the last cycle?" Both offers' recurring CTC is above Pune's junior software engineer average of ₹8.09 lakh, but the benchmark can't settle which offer is better. The payout history and the role itself will.
Checks before accepting a Pune offer
- Location and office days. Ask which campus or office you'll work from and how many days a week. Commute times vary a lot across the city.
- Breakdown in writing. Fixed pay, variable pay, employer contributions and one-time items should be separate lines.
- Variable pay rules. Ask how the payout is decided (individual, team or company performance) and when it is paid.
- Notice period and joining date. Make sure the joining date is realistic given your current notice period.
- Benchmark match. Compare your recurring CTC with the table for the skill closest to the role, in the right experience band.
To see how the same role compares across cities, including living costs, read our guide to salary differences between Indian cities. To evaluate benefits alongside salary, see salary vs benefits in a total compensation package.
Using the benchmark when you negotiate
Keep any reference to the survey precise. For example: "The Randstad 2025–26 survey shows a Pune average of ₹9.50 lakh for Java roles at 0–5 years. I have three years of Java microservices experience, and the role includes production support. Could the fixed component be revised, or could more of the variable pay be guaranteed in the first year?" Name the table you're using, match the experience band, and tie your request to the role's scope. That approach is more credible than quoting a city-wide figure.
What this benchmark can't tell you
- It is one recruiter's 2025–26 dataset, not an official statistic.
- The wide experience bands hide large differences within each band.
- The tables don't separate product companies, IT services firms, global capability centres and startups.
- Take-home pay depends on deductions, tax regime and your own circumstances.
Treat the averages as a sanity check. Decide on the written terms, the payout history and the work you'll actually be doing.